At Oak, we are proud to have a workforce that is over 65% women with strong female representation in leadership. But even with this progress, we recognise that more must be done to challenge bias, create opportunities, and support the next generation of women leaders.
In recognition of International Women’s Day 2025, we’ve asked members of our leadership team to reflect on three key questions.
From your perspective, what are the most significant advancements we’ve made in recent years, and what lessons can we take forward?
One of the biggest advancements has been the shift in mindset—women no longer have to prove their strength to succeed. As Graeme puts it, “Women don’t have to be stronger than men to succeed (although scientific research indicates they are). By working together, we understand, support, respect and celebrate differences.”
Tanya highlights the increasing parity in shared responsibilities at home and work, allowing women to focus more on career progression without being solely seen as primary caregivers.
From a structural perspective, legislative changes such as paid parental leave and pay equity laws have been pivotal in levelling the playing field. Anna notes that family-friendly policies, unconscious bias training, and a rise in STEM opportunities for women have led to greater awareness and action, with more role models inspiring the next generation.
James summarises three key areas of progress: representation, mentorship, and advocacy—with the biggest lesson being the importance of persistence and continuous learning.
While these advancements are promising, awareness and purposeful action must continue to drive real, lasting change. As Anna reminds us, "To ensure we continue in the right direction, we need to keep raising awareness and taking purposeful action to address the gaps."
To truly accelerate action, what specific changes—whether in policy, culture, or mindset—do we need to prioritise to create an equitable future for women and girls?
Education and STEM representation are key cultural shifts needed. As Tanya stresses, “We need to encourage girls into STEM from an early age. Our education system must evolve to provide the skills our future workforce requires.” She also highlights unequal pay as a persistent issue that must be addressed: “There is no excuse for unequal pay.”
Policy change alone isn’t enough—businesses must take action. Anna points out that “Having policies on pay equity and flexible working is great, but they need regular reviews and real implementation to ensure they drive real change.”
A cultural shift in how we define leadership is also necessary. Anna notes that traditional leadership traits—often associated with masculinity—need to evolve: “We must recognise and value collaborative, empathetic, and inclusive leadership styles, rather than expecting women to adapt to outdated norms.”
Mindset change is just as critical. Women must have greater belief in their capabilities, stepping forward for opportunities rather than holding back. “You have to be in it to win it,” says Anna, encouraging women to take more chances. Meanwhile, men must step up as allies, actively using their privilege to challenge bias and advocate for gender equality.
Graeme and James both emphasise the power of voice and community. Graeme urges action: “Use your voice when you see something isn’t right—don’t wait for change, make it happen.” James highlights the need for education, mindset shifts, and strong support networks to accelerate progress.
As we look ahead to the next generation of women leaders, professionals, and change-makers, what one word of advice would you share with them?
Gender equality is a journey, but progress is too slow. At the current pace, full parity is over a century away. This year’s International Women’s Day theme, #AccelerateAction, urges us to take bold, decisive steps—faster.
As part of our commitment, we’ve also profiled inspiring women within the industry who are driving change. Keep an eye on our LinkedIn page to read their stories and celebrate their impact.
