The Challenges in Boosting Gender Equality in Financial Industry

The video discusses the progress made in gender representation on boards, highlighting the increase from 8.5% to 28.5% over a decade. It identifies challenges in translating this progress to senior executive roles, citing structural barriers and bias. The discussion extends to global gender equality, comparing Australia's progress with Asian countries. The need for diversity beyond board representation is emphasized, advocating for cognitive diversity in leadership roles. Mentoring programs and awareness initiatives are highlighted as key strategies to address structural barriers.

What is the current percentage of women on boards, and what is the main challenge in increasing this number?

• 35%; lack of qualified candidates

• 28.5%; translating progress to senior executive roles

• 30%; lack of interest from women

• 25%; insufficient board positions

What is a significant structural barrier to women advancing in senior roles?

• High competition from male candidates

• Lack of education

• Bias in recruitment favoring similar profiles

• Insufficient job openings

How do Asian countries compare to Australia in terms of gender equality in leadership?

• They are far ahead

• They face similar challenges

• They have no issues with gender equality

• They are not concerned with gender equality

What is the purpose of mentoring programs mentioned in the video?

• To increase awareness of challenges faced by women

• To provide financial support

• To offer job placements

• To replace traditional training methods

What initiative started in Australia aims to address structural barriers for women?

• Male Champions Program

• Women in Leadership Program

• Gender Equality Taskforce

• Diversity and Inclusion Council