This work is licensed under the Creative Commons Attribution 4.0 International License.
5050 Foundation. (2013) In his Own Words: A Male Perspective on Gender Diversity, available at http://www.5050foundation.edu.au/assets/reports/documents/2013-In-His-Own-Words-A-Male-Perspective-on-Gender-Diversity.pdf (Accessed 2018)5050 Foundation. (2013) In his Own Words: A Male Perspective on Gender Diversity, available at http://www.5050foundation.edu.au/assets/reports/documents/2013-In-His-Own-Words-A-Male-Perspective-on-Gender-Diversity.pdf (Accessed 2018)Search in Google Scholar
5050 Foundation. (2018) Gender equity insights: inside Australia’s Gender Pay Gap, BCEC: WGEA Gender Equity Series, available at http://www.5050foundation.edu.au/assets/reports/documents/97249-Gender-Equity-Insights-2018.pdf (Accessed 2018)5050 Foundation. (2018) Gender equity insights: inside Australia’s Gender Pay Gap, BCEC: WGEA Gender Equity Series, available at http://www.5050foundation.edu.au/assets/reports/documents/97249-Gender-Equity-Insights-2018.pdf (Accessed 2018)Search in Google Scholar
ABS (Australian Bureau of Statistics). (2012) Australian Social Trends, Women in Leadership, available at http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/EED42391CD269634CA257B4800143EAC?opendocument (Accessed 2018)ABS (Australian Bureau of Statistics). (2012) Australian Social Trends, Women in Leadership, available at http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/EED42391CD269634CA257B4800143EAC?opendocument (Accessed 2018)Search in Google Scholar
Acker, J. (1990) ‘Hierarchies, jobs, bodies: A theory of gendered organizations’, Gender & Society, 4, pp: 139–158.AckerJ. (1990) ‘Hierarchies, jobs, bodies: A theory of gendered organizations’, Gender & Society, 4, pp: 139–158.Search in Google Scholar
AICD. (2017) 30% by 2018: Gender Diversity Report March–May 2017, AICD, Sydney.AICD. (2017) 30% by 2018: Gender Diversity Report March–May 2017, AICD, Sydney.Search in Google Scholar
Arscott, C. H. & Noel, L. (2016) Millennial Women, ICEDR, USA.de ArscottC. H.NoelL. (2016) Millennial Women, ICEDR, USA.Search in Google Scholar
Arscott, C. H. (2016) ‘Why So Many Thirtysomething Women Are Leaving Your Company’, Harvard Business Review, USA.ArscottC. H. (2016) ‘Why So Many Thirtysomething Women Are Leaving Your Company’, Harvard Business Review, USA.Search in Google Scholar
Askehave, I. and Zethsen, K.K. (2014) Gendered Constructions of Leadership in Danish Job Advertisements: Gender, Work and Organization, John Wiley & Sons Ltd, USA.AskehaveI.ZethsenK.K. (2014) Gendered Constructions of Leadership in Danish Job Advertisements: Gender, Work and Organization, John Wiley & Sons Ltd, USA.Search in Google Scholar
ASX. (2011) ASX Corporate Governance Council Principles and Recommendations on Diversity: Analysis of 31 December 2011 year end disclosures, ASX, Australia.ASX. (2011) ASX Corporate Governance Council Principles and Recommendations on Diversity: Analysis of 31 December 2011 year end disclosures, ASX, Australia.Search in Google Scholar
Australian Human Rights Commission. (2013) Women in male-dominated industries: A toolkit of strategies, AHRC, Australia.Australian Human Rights Commission. (2013) Women in male-dominated industries: A toolkit of strategies, AHRC, Australia.Search in Google Scholar
Basford, T.E., Offermann, L.R. and Behrend, T.S. (2014) ‘Do you see what I see? Perceptions of micro aggressions in the workplace’, Psychology of Women Quarterly, 38:3, pp: 340–349.BasfordT.E.OffermannL.R.BehrendT.S. (2014) ‘Do you see what I see? Perceptions of micro aggressions in the workplace’, Psychology of Women Quarterly, 38:3, pp: 340–349.Search in Google Scholar
Baxter, J. and Hewitt, B. (2013) ‘Negotiating Domestic Labor: Women′s Earnings and Housework Time in Australia’, Feminist Economics, 19:1, pp. 29–53.BaxterJ.HewittB. (2013) ‘Negotiating Domestic Labor: Women’s Earnings and Housework Time in Australia’, Feminist Economics, 19:1, pp. 29–53.Search in Google Scholar
Beecher-Monas, E. (2007) ‘Marrying Diversity and Independence in the Boardroom: Just How Far Have You Come, Baby?’, Oregon Law Review, 86:2, p. 373.Beecher-MonasE. (2007) ‘Marrying Diversity and Independence in the Boardroom: Just How Far Have You Come, Baby?’, Oregon Law Review, 86:2, pp. 373.Search in Google Scholar
Bohnet, I. (2016) What works: Gender Equality by Design, Belknap Press, Harvard University.BohnetI. (2016) What works: Gender Equality by Design, Belknap Press, Harvard University.Search in Google Scholar
Born, M.P.H. and Taris, T.W. (2010) ‘The impact of the wording of employment advertisements on students’ inclination to apply for a job’, The Journal of Social Psychology, 150:5, pp. 485–502.BornM.P.H.TarisT.W. (2010) ‘The impact of the wording of employment advertisements on students’ inclination to apply for a job’, The Journal of Social Psychology, 150:5, pp. 485–502.Search in Google Scholar
Bosak, J. and Sczesny, S. (2008) ‘Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position’, Sex Roles, 58:9–10, pp. 682–688.BosakJ.SczesnyS. (2008) ‘Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position’, Sex Roles, 58:9–10, pp. 682–688.Search in Google Scholar
Boston Consulting Group. (2017) ‘What′s Working to Drive Gender Diversity in Leadership’, available at https://www.bcg.com/en-au/publications/2017/whats-working.aspx (Accessed 2017)Boston Consulting Group. (2017) ‘What’s Working to Drive Gender Diversity in Leadership’,available athttps://www.bcg.com/en-au/publications/2017/whats-working.aspx (Accessed 2017)Search in Google Scholar
Bowles, H.R., Babcock, L., and Lai, L. (2007) ‘Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask’, Organizational Behavior and Human Decision Processes, 103:1, pp. 84–103.BowlesH.R.BabcockL.LaiL. (2007) ‘Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask’, Organizational Behavior and Human Decision Processes, 103:1, pp. 84–103.Search in Google Scholar
Bowles, H.R. and McGinn, K. (2008) ‘Gender in Job negotiations: a two-Level game’, Negotiation Journal, 24:4, pp. 393–410.BowlesH.R.McGinnK. (2008) ‘Gender in Job negotiations: a two-Level game’, Negotiation Journal, 24:4, pp. 393–410.Search in Google Scholar
Brooke, E., Towns, D. and Cherry, N. (2013) Succeeding in work across the life course. Women in Leadership: Understanding the Gender Gap, CEDA Policy Perspective.BrookeE.TownsD.CherryN. (2013) Succeeding in work across the life course. Women in Leadership: Understanding the Gender Gap, CEDA Policy Perspective.Search in Google Scholar
Burke, C. and Sabrina, G. (2016) ‘2016 BEST PLACES TO WORK FOR WOMEN: Why do so many successful Chicago women leave their jobs? And what can companies do to encourage female talent to stick around?’, Crain’s Chicago Business, 39:14, p. 18.BurkeC.SabrinaG. (2016) ‘2016 BEST PLACES TO WORK FOR WOMEN: Why do so many successful Chicago women leave their jobs? And what can companies do to encourage female talent to stick around?’, Crain’s Chicago Business, 39:14, p. 18.Search in Google Scholar
Butler, E. and Woolley, R. (2011) ‘Career Pathways for Women and Girls: Emergent and Non-traditional Occupations and Industries (Viable Work)’, Women in Adult & Vocational Education: Australia.ButlerE.WoolleyR. (2011) ‘Career Pathways for Women and Girls: Emergent and Non-traditional Occupations and Industries (Viable Work)’, Women in Adult & Vocational Education: Australia.Search in Google Scholar
Carers UK. (2015) Caring and isolation in the workplace, Carers UK, UK.Carers UK. (2015) Caring and isolation in the workplace, Carers UK, UK.Search in Google Scholar
Castilla, E. J., and Benard, S. (2010) ‘The Paradox of Meritocracy in Organizations’, Administrative Science Quarterly, 55, pp. 543–576.CastillaE. J.BenardS. (2010) ‘The Paradox of Meritocracy in Organizations’, Administrative Science Quarterly, 55, pp. 543–576.Search in Google Scholar
Catalyst. (2007) ‘The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don’t’, available online at <http://www.catalyst.org/system/files/The_Double_Bind_Dilemma_for_Women_in_Leadership_Damned_if_You_Do_Doomed_if_You_Dont.pdf>Catalyst. (2007) ‘The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don’t’, available online at <http://www.catalyst.org/system/files/The_Double_Bind_Dilemma_for_Women_in_Leadership_Damned_if_You_Do_Doomed_if_You_Dont.pdf>Search in Google Scholar
CDO Insights. (2008) ‘Proven Strategies for Addressing Unconscious Bias in the Workplace’, Diversity Best Practices, 2:5.CDO Insights. (2008) ‘Proven Strategies for Addressing Unconscious Bias in the Workplace’, Diversity Best Practices, 2:5.Search in Google Scholar
Cejka, M.A. and Eagly, A.H. (1999) ‘Gender-stereotypic images of occupations correspond to the sex segregation of employment’, Personality and Social Psychology Bulletin, 25, pp. 413–423.CejkaM.A.EaglyA.H. (1999) ‘Gender-stereotypic images of occupations correspond to the sex segregation of employment’, Personality and Social Psychology Bulletin, 25, pp. 413–423.Search in Google Scholar
Crabb, A. (2015) The wife drought : why women need wives and men need lives, Ebury Press, North Sydney NSW.CrabbA. (2015) The wife drought : why women need wives and men need lives, Ebury Press, North Sydney NSW.Search in Google Scholar
Daley, J., McGannon, C. and Ginnivan, L. (2012) Game-changers: Economic reform priorities for Australia, Grattan Institute, Melbourne.DaleyJ.McGannonC.GinnivanL. (2012) Game-changers: Economic reform priorities for Australia, Grattan Institute, Melbourne.Search in Google Scholar
DCA. (2018) Inclusion @ Work Index, available online at <https://www.dca.org.au/research/project/inclusion-index>DCA. (2018) Inclusion @ Work Index, available online at <https://www.dca.org.au/research/project/inclusion-index>Search in Google Scholar
Deloitte. (2014) From diversity to inclusion-move from compliance to diversity as a business strategy, https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2014/hc-trends-2014-diversity-to-inclusion.htmlDeloitte. (2014) From diversity to inclusion-move from compliance to diversity as a business strategy, https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2014/hc-trends-2014-diversity-to-inclusion.htmlSearch in Google Scholar
Deloitte. (2016) The six signature traits of inclusive leadership: Thriving in a diverse new world, https://www2.deloitte.com/insights/us/en/topics/talent/six-signature-traits-of-inclusive-leadership.htmlDeloitte. (2016) The six signature traits of inclusive leadership: Thriving in a diverse new world, https://www2.deloitte.com/insights/us/en/topics/talent/six-signature-traits-of-inclusive-leadershipp.html.Search in Google Scholar
Deloitte. (2018) The diversity and inclusion revolution: Eight powerful truths.Deloitte. (2018) The diversity and inclusion revolution: Eight powerful truths.Search in Google Scholar
Department of Education, Employment and Workplace Relations. (2009) Department of Education, Employment and Workplace Relations Award Course Completions for all students by Level of Course, Broad Field of Education and Gender, 2009.Department of Education, Employment and Workplace Relations. (2009) Department of Education, Employment and Workplace Relations Award Course Completions for all students by Level of Course, Broad Field of Education and Gender, 2009.Search in Google Scholar
Dobbins, F. and Kalev, A. (2016) ‘Why diversity programs fail, and what works better’, Harvard Business Review, 94: 7/8, pp. 52–60.DobbinsF.KalevA. (2016) ‘Why diversity programs fail, and what works better’, Harvard Business Review, 94:7/8, pp. 52–60.Search in Google Scholar
Due Billing. (1994) Gender, Managers, and Organizations.Due Billing. (1994) Gender, Managers, and Organizations.Search in Google Scholar
Eagly A. and Carli L. (2007) ‘Women and the Labyrinth of Leadership’, Harvard Business Review, 85:9, pp. 63–71.EaglyA.CarliL. (2007) ‘Women and the Labyrinth of Leadership’, Harvard Business Review, 85:9, pp. 63–71.Search in Google Scholar
Eccles, J. S. (1987) ‘Gender roles and women′s achievement-related decisions’, Psychology of Women Quarterly, 11, pp. 135–172.EcclesJ. S. (1987) ‘Gender roles and women’s achievement-related decisions’, Psychology of Women Quarterly, 11, pp. 135–172.Search in Google Scholar
Ely, R.J., Stone, P. and Ammerman, C. (2014) Rethink what you know about high-achieving women, https://hbr.org/2014/12/rethink-what-you-know-about-high-achieving-womenElyR.J.StoneP.AmmermanC. (2014) Rethink what you know about high-achieving women, https://hbr.org/2014/12/rethink-what-you-know-about-high-achieving-womenSearch in Google Scholar
Ernst & Young. (2015) In his own words: The male perspective of gender diversity, http://www.ey.com/au/en/about-us/our-people-and-culture/diversity-and-inclusiveness/ey-women-in-leadership-report-in-his-own-words-current-initiativesErnst & Young. (2015) In his own words: The male perspective of gender diversity, http://www.ey.com/au/en/about-us/our-people-and-culture/diversity-and-inclusiveness/ey-women-in-leadership-report-in-his-own-words-current-initiativesSearch in Google Scholar
Ernst & Young. (2016) Navigating disruption without gender diversity? Think again, http://www. ey.com/Publication/vwLUAssets/EY-women-in-industry/$FILE/EY-women-in-industry.pdfErnst & Young. (2016) Navigating disruption without gender diversity? Think again, http://www. ey.com/Publication/vwLUAssets/EY-women-in-industry/$FILE/EY-women-in-industry.pdfSearch in Google Scholar
Ernst & Young. (2017) EY FinTech Australia Census.Ernst & Young. (2017) EY FinTech Australia Census.Search in Google Scholar
FINSIA (2014) Significance of the gender divide in financial services, www.finsia.com/genderdivideFINSIA (2014) Significance of the gender divide in financial services, www.finsia.com/genderdivideSearch in Google Scholar
Fine, C. (2010) Delusions of Gender, Icon Books, UK.FineC. (2010) Delusions of Gender, Icon Books, UK.Search in Google Scholar
Fitzsimmons, T.W. and Callan, V.J. (2015) Filling the Pool, The Committee for Perth, Perth.FitzsimmonsT.W.CallanV.J. (2015) Filling the Pool, The Committee for Perth, Perth.Search in Google Scholar
Future Inc. (2015) ‘Fast Forward: Leading in a brave new world of diversity’, Chartered Accountants Australia and New Zealand.Future Inc. (2015) ‘Fast Forward: Leading in a brave new world of diversity’, Chartered Accountants Australia and New Zealand.Search in Google Scholar
Fox, C. (2010) Mythbusters – Seven myths about women and work, Financial Services Institute of Australasia, Australia.FoxC. (2010) Mythbusters – Seven myths about women and work, Financial Services Institute of Australasia, Australia.Search in Google Scholar
Fox, C. (2017) ‘Stop Fixing Women: Why building fairer workplaces is everybody’s business’.FoxC. (2017) ‘Stop Fixing Women: Why building fairer workplaces is everybody’s business’.Search in Google Scholar
Gaucher, D., Friesen, J. and Kay, A. C. (2011) ‘Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality’, Journal of Personality and Social Psychology.GaucherD.FriesenJ.KayA. C. (2011) ‘Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality’, Journal of Personality and Social Psychology.Search in Google Scholar
Giles, H. and Coupland, N. (1991) Language: Contexts and Consequences, Open University Press, Keynes.GilesH.CouplandN. (1991) Language: Contexts and Consequences, Open University Press, Keynes.Search in Google Scholar
Gorman, E. H. (2005) ‘Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms’, American Sociological Review, 70, pp. 702–28.GormanE. H. (2005) ‘Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms’, American Sociological Review, 70, pp. 702–28.Search in Google Scholar
Graduate Careers Australia. (2014) GradStats – employment and salary outcomes of recent higher education graduates.Graduate Careers Australia. (2014) GradStats – employment and salary outcomes of recent higher education graduates.Search in Google Scholar
Grensing-Pophal, L. (2001) ‘A balancing act on diversity audits’, HRMagazine, 46:11, pp. 87–95.Grensing-PophalL. (2001) ‘A balancing act on diversity audits’, HRMagazine, 46:11, pp. 87–95.Search in Google Scholar
Harris, R, (2011) The Confidence Gap: A Guide to Overcoming Fear and Self-Doubt, Trumpeter: Shambhala, dist. by Random.HarrisR (2011) The Confidence Gap: A Guide to Overcoming Fear and Self-Doubt, Trumpeter: Shambhala, dist. by Random.Search in Google Scholar
Heffernan, M. (2011) Wilful Blindness – Why we ignore the obvious at our peril, Walker and Company.HeffernanM. (2011) Wilful Blindness – Why we ignore the obvious at our peril, Walker and Company.Search in Google Scholar
Hekman. D. R., and Johnson, S.K., Foo, M. and Yang, W (2016) ‘Does valuing diversity result in worse performance ratings for minority and female leaders?’, Academy of Management Journal, 60:2, pp. 771–797.HekmanD. R.JohnsonS.K.FooM.YangW (2016) ‘Does valuing diversity result in worse performance ratings for minority and female leaders?’, Academy of Management Journal, 60:2, pp. 771–797.Search in Google Scholar
Heliman, M.E. (1983) ‘Sex Bias in Work Settings: The Lack of Fit Model’. Research in Organisational Behaviour, 5, pp: 269–298.HelimanM.E. (1983) ‘Sex Bias in Work Settings: The Lack of Fit Model’. Research in Organisational Behaviour, 5, pp: 269–298.Search in Google Scholar
Heliman, M.E. (2012) ‘Gender stereotypes and workplace bias’, Research in Organizational Behavior, 32, pp. 113–135.HelimanM.E. (2012) ‘Gender stereotypes and workplace bias’, Research in Organizational Behavior, 32, pp. 113–135.Search in Google Scholar
Herring, C. (2009) ‘Does diversity pay?: Race, gender, and the business case for diversity’, American Sociological Review, 74, pp, 208–224.HerringC. (2009) ‘Does diversity pay?: Race, gender, and the business case for diversity’, American Sociological Review, 74, pp, 208–224.Search in Google Scholar
Hiscox, M. (2017) Going blind to see more clearly: unconscious bias in Australian Public Services shortlisting processes, available at: https://pmc.gov.au/sites/default/files/publications/BETA-report-going-blind-to-see-more%20clearly.pdfHiscoxM. (2017) Going blind to see more clearly: unconscious bias in Australian Public Services shortlisting processes,available at:https://pmc.gov.au/sites/default/files/publications/BETA-report-going-blind-to-see-more%20clearly.pdfSearch in Google Scholar
Hofstede, G. (2011) ‘Dimensionalizing Cultures: Hofstede Model in Context’, Online Readings in Psychology and Culture, 2:1, available at: https://doi.org/10.9707/2307-0919.1014HofstedeG. (2011) ‘Dimensionalizing Cultures: Hofstede Model in Context’, Online Readings in Psychology and Culture, 2:1,available at:https://doi.org/10.9707/2307-0919.1014Search in Google Scholar
Holland, K.J. and Cortina, L.M. (2013) ‘When sexism and feminism collide: the sexual harassment of working women’, Psychology of Women Quarterly, 37:2, pp: 192–208.HollandK.J.CortinaL.M. (2013) ‘When sexism and feminism collide: the sexual harassment of working women’, Psychology of Women Quarterly, 37:2, pp: 192–208.Search in Google Scholar
Human Rights and Equal Opportunity Commission. (1998) Equal Pay Handbook.Human Rights and Equal Opportunity Commission. (1998) Equal Pay Handbook.Search in Google Scholar
Ibarra, H., Carter, N., and Silva, C. (2010) ‘Why Men Still Get More Promotions Than Women’, Harvard Business Review, https://hbr.org/2010/09/why-men-still-get-more-promotions-than-women (Accessed 2017)IbarraH.CarterN.SilvaC. (2010) ‘Why Men Still Get More Promotions Than Women’, Harvard Business Review, https://hbr.org/2010/09/why-men-still-get-more-promotions-than-women (Accessed 2017)Search in Google Scholar
Involve. (2012) Diversity and inclusion: What’s it about and why is it important for public involvement in research?, National Institute for Health Research, UK.Involve. (2012) Diversity and inclusion: What’s it about and why is it important for public involvement in research?, National Institute for Health Research, UK.Search in Google Scholar
International Herald Tribune. (2012) Rebalancing Child-Care Equations: The Female Factor.International Herald Tribune. (2012) Rebalancing Child-Care Equations: The Female Factor.Search in Google Scholar
International Labour Organisation (2014) www.ilo.org/International Labour Organisation (2014) www.ilo.org/Search in Google Scholar
Janis, I.L. (1982) Groupthink: Psychological Studies of Policy Decisions and Fiascos, Second Edition, Houghton Mifflin, New York.JanisI.L. (1982) Groupthink: Psychological Studies of Policy Decisions and Fiascos, Second Edition, Houghton Mifflin, New York.Search in Google Scholar
Johnson, D., Brimble, M. and Zanetti, R. (2016) ‘Industry Demand for Financial Planning Graduates’, Financial Planning Research Journal, 2:2, pp. 106–124.JohnsonD.BrimbleM.ZanettiR. (2016) ‘Industry Demand for Financial Planning Graduates’, Financial Planning Research Journal, 2:2, pp. 106–124.Search in Google Scholar
Kalysh, K., Kulik, C.T. and Perera, S. (2016) ‘Help or hindrance? Work-life practices and women in management’, The Leadership Quarterly, 27, pp. 504–518.KalyshK.KulikC.T.PereraS. (2016) ‘Help or hindrance? Work-life practices and women in management’, The Leadership Quarterly, 27, pp. 504–518.Search in Google Scholar
Kandola, B. and Kandola, J. (2013) The invention of difference: the story of gender bias at work, Pearl and Kandola Publishing, UK.KandolaB.KandolaJ. (2013) The invention of difference: the story of gender bias at work, Pearl and Kandola Publishing, UK.Search in Google Scholar
Kay, K. and Shipman, C. (2014) The Confidence Gap, available at: www.theatlantic.com/features/archive/2014/04/the-confidence-gap/359815/KayK.ShipmanC. (2014) The Confidence Gap,available at:www.theatlantic.com/features/archive/2014/04/the-confidence-gap/359815/Search in Google Scholar
Linkow, P. (2011) Men and Work-Life Integration: A Global Study. WorldatWork’s alliance for WorkLife Progress, available at https://www.worldatwork.org/docs/research-and-surveys/mens-study-wfdwaw.pdfLinkowP. (2011) Men and Work-Life Integration: A Global Study. WorldatWork’s alliance for WorkLife Progress, available at https://www.worldatwork.org/docs/research-and-surveys/mens-study-wfdwaw.pdfSearch in Google Scholar
McKinsey Quarterly. (2014) Moving mind-sets on gender diversity: McKinsey Global Survey results, available at: https://www.mckinsey.com/business-functions/organization/our-insights/moving-mind-sets-on-gender-diversity-mckinsey-global-survey-resultsMcKinsey Quarterly. (2014) Moving mind-sets on gender diversity: McKinsey Global Survey results,available at:https://www.mckinsey.com/business-functions/organization/our-insights/moving-mind-sets-on-gender-diversity-mckinsey-global-survey-resultsSearch in Google Scholar
McKinsey Quarterly. (2015) Decoding leadership: What really matters,available at:https://www. mckinsey.com/global-themes/leadership/decoding-leadership-what-really-mattersMcKinsey Quarterly. (2015) Decoding leadership: What really matters,available at:https://www. mckinsey.com/global-themes/leadership/decoding-leadership-what-really-mattersSearch in Google Scholar
McKinsey. (2018) Delivering Through Diversity,available at:https://www.mckinsey.com/business-functions/organization/our-insights/delivering-through-diversityMcKinsey. (2018) Delivering Through Diversity,available at:https://www.mckinsey.com/business-functions/organization/our-insights/delivering-through-diversitySearch in Google Scholar
Male Champions of Change & Chief Executive Women. (2016) In the eye of the beholder: Avoiding the merit trap,available at:https://cew.org.au/topics/merit-trap/Male Champions of Change & Chief Executive Women. (2016) In the eye of the beholder: Avoiding the merit trap,available at:https://cew.org.au/topics/merit-trap/Search in Google Scholar
Malmo, J. (2018) Why GroupThink Is a Bad Idea,available at:http://wknofm.org/post/why-groupthink-bad-ideaMalmoJ. (2018) Why GroupThink Is a Bad Idea,available at:http://wknofm.org/post/why-groupthink-bad-ideaSearch in Google Scholar
Melbourne University. (2016) Developing Female Leaders Addressing Gender Bias in Global Mobility, Melbourne University Centre for Ethical Leadership,available at:https://cel.edu.au/our-research/developing-female-leaders-addressing-gender-bias-in-global-mobilityMelbourne University. (2016) Developing Female Leaders Addressing Gender Bias in Global Mobility, Melbourne University Centre for Ethical Leadership,available at:https://cel.edu.au/our-research/developing-female-leaders-addressing-gender-bias-in-global-mobilitySearch in Google Scholar
Mercer. (2016) When Women Thrive: Financial Services Perspective,available at:https://www.mercer.com/our-thinking/when-women-thrive.htmlMercer. (2016) When Women Thrive: Financial Services Perspective,available at:https://www.mercer.com/our-thinking/when-women-thrive.htmlSearch in Google Scholar
Morse, G. (2016) ‘Designing a Bias-Free Organisation’, Harvard Business Review, July/August.MorseG. (2016) ‘Designing a Bias-Free Organisation’, Harvard Business Review, July/August.Search in Google Scholar
Nielsen, T.C. and Kepinski, L. (2016) Inclusion nudges guidebook: Practical techniques for changing behaviour, culture and systems to mitigate unconscious bias and create inclusive organisations., SC: CreateSpace Independent Publishing, Charleston.NielsenT.C.KepinskiL. (2016) Inclusion nudges guidebook: Practical techniques for changing behaviour, culture and systems to mitigate unconscious bias and create inclusive organisations., SC: CreateSpace Independent Publishing, Charleston.Search in Google Scholar
OECD. (2014) Women, Government and Policy Making in OECD Countries: Fostering Diversity for Inclusive Growth, OECD Publishing, Paris. http://dx.doi.org/10.1787/9789264210745-enOECD. (2014) Women, Government and Policy Making in OECD Countries: Fostering Diversity for Inclusive Growth, OECD Publishing, Paris. http://dx.doi.org/10.1787/9789264210745-enSearch in Google Scholar
OECD. (2016) Parental leave: Where are the fathers?,available at:http://www.oecd.org/gender/parental-leave-where-are-the-fathers.pdfOECD. (2016) Parental leave: Where are the fathers?,available at:http://www.oecd.org/gender/parental-leave-where-are-the-fathers.pdfSearch in Google Scholar
OECD. (2018) Gender wage gap (indicator),available at:doi: 10.1787/7cee77aa-en (Accessed on 09 February 2018)OECD. (2018) Gender wage gap (indicator),available at:doi: 10.1787/7cee77aa-en (Accessed on 09 February 2018)Open DOISearch in Google Scholar
Page, S. E. (2007) The Difference: How the Power of Diversity Helps Create Better Groups, Firms, Schools, and Societies. Princeton University Press, New Jersey.PageS. E. (2007) The Difference: How the Power of Diversity Helps Create Better Groups, Firms, Schools, and Societies. Princeton University Press, New Jersey.Search in Google Scholar
Peterson, T., Saporta, I. and Siedel, M.L. (2000) ‘Offering a job: Meritocracy and social networks’, American Journal of Sociology, 106, pp. 763–816.PetersonT.SaportaI.SiedelM.L. (2000) ‘Offering a job: Meritocracy and social networks’, American Journal of Sociology, 106, pp. 763–816.Search in Google Scholar
Platt J., Prins S., Bates L., Keyes K. (2016) ‘Unequal depression for equal work? How the wage gap explains gendered disparities in mood disorders’, Social Science and Medicine, 149, pp. 1–8.PlattJ.PrinsS.BatesL.KeyesK. (2016) ‘Unequal depression for equal work? How the wage gap explains gendered disparities in mood disorders’, Social Science and Medicine, 149, pp. 1–8.Search in Google Scholar
Pratto, F., Stallworth, L.M., Sidanius, J. and Siers, B. (1997) ‘The gender gap in occupational role attainment: A social dominance approach’, Journal of Personality and Social Psychology, 72:1, pp: 37–53.PrattoF.StallworthL.M.SidaniusJ.SiersB. (1997) ‘The gender gap in occupational role attainment: A social dominance approach’, Journal of Personality and Social Psychology, 72:1, pp: 37–53.Search in Google Scholar
Probert, B. (2002) ‘Clare Burton Memorial Lecture: ‘Grateful slaves’ or ‘self-made women’: A matter of choice of policy’, Australian Feminist Studies, 17:37, pp. 7–17.ProbertB. (2002) ‘Clare Burton Memorial Lecture: ‘Grateful slaves’ or ‘self-made women’: A matter of choice of policy’, Australian Feminist Studies, 17:37, pp. 7–17.Search in Google Scholar
Professionals Australia. (2017) Women in Engineering: realising productivity and innovation through diversity, Association of Professional Engineers, Scientists and Managers, Australia.Professionals Australia. (2017) Women in Engineering: realising productivity and innovation through diversity, Association of Professional Engineers, Scientists and Managers, Australia.Search in Google Scholar
PwC. (2013) Mending the Gender Gap: Advancing Tomorrow’s Women Leaders in Financial Services,available at:https://www.pwc.com/us/en/industries/financial-services/library/gender-gap-women-in-financial-services.htmlPwC. (2013) Mending the Gender Gap: Advancing Tomorrow’s Women Leaders in Financial Services,available at:https://www.pwc.com/us/en/industries/financial-services/library/gender-gap-women-in-financial-services.htmlSearch in Google Scholar
Ragins, B. and McFarlin, D. (1990) ‘Perception of mentor roles in cross-gender mentoring relationships’, Journal of Vocational Behaviour, 37:3, pp. 321–339.RaginsB.McFarlinD. (1990) ‘Perception of mentor roles in cross-gender mentoring relationships’, Journal of Vocational Behaviour, 37:3, pp. 321–339.Search in Google Scholar
Ragins, B. and Scandura, T. (1994) ‘Gender Differences in Expected Outcomes of Mentoring Relationships’, The Academy of Management Journal, 37:4, pp. 957–971.RaginsB.ScanduraT. (1994) ‘Gender Differences in Expected Outcomes of Mentoring Relationships’, The Academy of Management Journal, 37:4, pp. 957–971.Search in Google Scholar
Reger, J. (2016) ‘The Enduring Feminist Sociology of Joan Acker’, Gender & Society, Oakland University, Michigan.RegerJ. (2016) ‘The Enduring Feminist Sociology of Joan Acker’, Gender & Society, Oakland University, Michigan.Search in Google Scholar
Reskin, B. and McBrier, D. (2000), ‘Why Not Ascription? Organizations’ Employment of Male and Female Managers’, American Sociological Review, 65:2, pp. 210–233.ReskinB.McBrierD. (2000),‘Why Not Ascription? Organizations’ Employment of Male and Female Managers’, American Sociological Review, 65:2, pp. 210–233.Search in Google Scholar
Risse, L., Farrell, L.and Fry, T.R.L. (2017) Do gender gaps in confidence explain gender gaps in wages?, School of Economics, Finance and Marketing, RMIT University.RisseL.FarrellL.FryT.R.L. (2017) Do gender gaps in confidence explain gender gaps in wages?, School of Economics, Finance and Marketing, RMIT University.Search in Google Scholar
Ross, H. (2008) Exploring unconscious bias. Diversity Best Practices,available at:http://www. cookross.com/docs/UnconsciousBias.pdf.RossH. (2008) Exploring unconscious bias. Diversity Best Practices,available at:http://www.cookross.com/docs/UnconsciousBias.pdf.Search in Google Scholar
Sandberg, S. (2013) Lean In: Women, Work & the Will to Lead, Random House, New York.SandbergS. (2013) Lean In: Women, Work & the Will to Lead, Random House, New York.Search in Google Scholar
Sanders, M., Hrdlicka, J., Hellicar, M., Cottrell, D. and Knox, J. (2011) What Stops Women From Reaching the Top? Confronting the Tough Issues, Bain Brief, available online at <http://www.bain. com/offices/australia/en_us/publications/what-stops-women-from-reaching-the-top.aspx>SandersM.HrdlickaJ.HellicarM.CottrellD.KnoxJ. (2011) What Stops Women From Reaching the Top? Confronting the Tough Issues, Bain Brief, available online at <http://www.bain. com/offices/australia/en_us/publications/what-stops-women-from-reaching-the-top.aspx>Search in Google Scholar
Sanders, M., Zeng, J., Hellicar, M. and Fagg, K. (2017) Advancing Women in Australia: Eliminating Bias in Feedback and Promotions, Bain & Company, Inc. and Chief Executive Women, Melbourne.SandersM.ZengJ.HellicarM.FaggK. (2017) Advancing Women in Australia: Eliminating Bias in Feedback and Promotions, Bain & Company, Inc. and Chief Executive Women, Melbourne.Search in Google Scholar
Sanders, M., Zeng, J., Hellicar, M. and Fagg, K. (2016) The power of flexibility: A key enabler to boost gender parity and engagement, Bain & Company, Inc. and CEW, Melbourne.SandersM.ZengJ.HellicarM.FaggK. (2016) The power of flexibility: A key enabler to boost gender parity and engagement, Bain & Company, Inc. and CEW, Melbourne.Search in Google Scholar
Schein, V. E., Mueller, R., Lituchy, T. and Liu, J. (1996) ‘Think manager—think male: a global phenomenon?’, Journal of Organizational Behaviour, 17, pp. 33–41.ScheinV. E.MuellerR.LituchyT.LiuJ. (1996) ‘Think manager—think male: a global phenomenon?’, Journal of Organizational Behaviour, 17, pp. 33–41.Search in Google Scholar
Sherbin, L. and Rashid, R. (2017) Diversity doesn’t stick without inclusion, Harvard Business Review.SherbinL.RashidR. (2017) Diversity doesn’t stick without inclusion, Harvard Business Review.Search in Google Scholar
Sidanius, J. and Pratto, F. (1999) Social dominance: An intergroup theory of social hierarchy and oppression, Cambridge University Press, New York.SidaniusJ.PrattoF. (1999) Social dominance: An intergroup theory of social hierarchy and oppression, Cambridge University Press, New York.Search in Google Scholar
Silverstein, M. and Sayre, K. (2009) ‘The Female Economy′, Harvard Business Review, available at https://hbr.org/2009/09/the-female-economySilversteinM.SayreK. (2009) ‘The Female Economy’, Harvard Business Review, available at https://hbr.org/2009/09/the-female-economySearch in Google Scholar
Simard, C. and Gammal, D.L. (2012) Solutions To Recruit Technical Women, Anita Borg Institute for Women and Technology, USA.SimardC.GammalD.L. (2012) Solutions To Recruit Technical Women, Anita Borg Institute for Women and Technology, USA.Search in Google Scholar
Smith, F. (2013) No women, no work: Male Champions of Change CEOs tell suppliers to advance women or lose orders,available at:www.brw.com.au/p/leadership/suppliers_women_advance_orders_male_SMoglhxyuDsDNJp0XDU3XO BRW: Australia.SmithF. (2013) No women, no work: Male Champions of Change CEOs tell suppliers to advance women or lose orders,available at:www.brw.com.au/p/leadership/suppliers_women_advance_orders_male_SMoglhxyuDsDNJp0XDU3XOBRW: Australia.Search in Google Scholar
Snyder, K. (2014) The abrasiveness trap: High-achieving men and women are described differently in reviews,available at:http://fortune.com/2014/08/26/performance-review-gender-bias/SnyderK. (2014) The abrasiveness trap: High-achieving men and women are described differently in reviews,available at:http://fortune.com/2014/08/26/performance-review-gender-bias/Search in Google Scholar
State Street Advisors. (2017) Women in Advice: Inspiring the Next Generation of Financial Advisers,available at:http://www.investmentnews.com/assets/docs/CI1136381219.PDFState Street Advisors. (2017) Women in Advice: Inspiring the Next Generation of Financial Advisers,available at:http://www.investmentnews.com/assets/docs/CI1136381219.PDFSearch in Google Scholar
Stout, J. G. and Dasgupta, N. (2011) ‘When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism’, Personal Social Psychology Bulletin, 37, pp. 757–769.StoutJ. G.DasguptaN. (2011) ‘When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism’, Personal Social Psychology Bulletin, 37, pp. 757–769.Search in Google Scholar
Taris, T.W. and Bok, I.A. (1998) ‘On gender specificity of person characteristics in personnel: A Study Upon Future Applicants’, The Journal of Psychology, 132:6, p. 593.TarisT.W.BokI.A. (1998) ‘On gender specificity of person characteristics in personnel: A Study Upon Future Applicants’, The Journal of Psychology, 132:6, p. 593.Search in Google Scholar
Terry, J. (2017) Why diversity and inclusion is a real business risk,available at:http://pwc.blogs. com/fsrr/2017/02/why-diversity-and-inclusion-is-a-real-business-risk.htmlTerryJ. (2017) Why diversity and inclusion is a real business risk,available at:http://pwc.blogs.com/fsrr/2017/02/why-diversity-and-inclusion-is-a-real-business-risk.htmlSearch in Google Scholar
Tharenou, P. (1999) ‘Gender differences in advancing to the top’, International Journal Management Reviews, 1, pp. 111–32.TharenouP. (1999) ‘Gender differences in advancing to the top’, International Journal Management Reviews, 1, pp. 111–32.Search in Google Scholar
Tharenou, P. (2005) ‘Does mentor support increase women′s career advancement more than men’s? The differential effects of career and psychosocial support’, Australian Journal of Management, 30:1, pp. 77–109.TharenouP. (2005) ‘Does mentor support increase women’s career advancement more than men’s? The differential effects of career and psychosocial support’, Australian Journal of Management, 30:1, pp. 77–109.Search in Google Scholar
Uggerslev, K. L., Fassina, N. E. and Kraichy, D. (2012) ‘Recruiting Through the Stages: A Meta-Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process’, Personnel Psychology, 65, pp. 597–660.UggerslevK. L.FassinaN. E.KraichyD. (2012) ‘Recruiting Through the Stages: A Meta-Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process’, Personnel Psychology, 65, pp. 597–660.Search in Google Scholar
Vandello, J. A., Hettinger, V. E., Bosson, J. K. and Siddiqi, J. (2013) ‘When equal isn’t really equal: The masculine dilemma of seeking work flexibility’, Journal of Social Issues, 69:2, pp. 303–321.VandelloJ. A.HettingerV. E.BossonJ. K.SiddiqiJ. (2013) ‘When equal isn’t really equal: The masculine dilemma of seeking work flexibility’, Journal of Social Issues, 69:2, pp. 303–321.Search in Google Scholar
Whelan, J. and Wood, R. (2012) Targets and Quotas for Women in Leadership: A Global Review of Policy, Practice, and Psychological Research, University of Melbourne, Melbourne.WhelanJ.WoodR. (2012) Targets and Quotas for Women in Leadership: A Global Review of Policy, Practice, and Psychological Research, University of Melbourne, Melbourne.Search in Google Scholar
Williams, J. (2001) Unbending gender: Why family and work conflict and what to do about it, Oxford University Press, New York.WilliamsJ. (2001) Unbending gender: Why family and work conflict and what to do about it, Oxford University Press, New York.Search in Google Scholar
Williams, C. (2014) ‘Hacking Techs Diversity Problem’, Harvard Business Review,available at:http://hbr.org/2014/10/hacking-techs-diversity-problem/ar/1WilliamsC. (2014) ‘Hacking Techs Diversity Problem’, Harvard Business Review,available at:http://hbr.org/2014/10/hacking-techs-diversity-problem/ar/1Search in Google Scholar
Williams, C. L., Muller, C. and Kilanski, K. (2012) ‘Gendered Organizations in the New Economy’. Gender & Society, 26:4, pp. 549–573.WilliamsC. L.MullerC.KilanskiK. (2012) ‘Gendered Organizations in the New Economy’. Gender & Society, 26:4, pp. 549–573.Search in Google Scholar
Workplace Relations Act (1996) available online at <https://www.legislation.gov.au/Details/C2006C00104>Workplace Relations Act (1996) available online at <https://www.legislation.gov.au/Details/C2006C00104>Search in Google Scholar
