Women on Boards

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• Gender parity for my board
  • Compare your board performance
  • Strategies to increase nominations for gender parity
  • Action planning
    • Key decision makers
      • Develop your action plan
      • Action plan guide
    • Board members
      • Develop your action plan
      • Action plan guide
    • Recruiters
      • Develop your action plan
      • Action plan guide
• Becoming board-ready
  • Am I board ready?
  • Education
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• Case studies
  • Case study: Department of Natural Resources, Mines and Energy (DNRME)
  • Case study: Queensland Heritage Council Board
  • Case study: YWCA Queensland Board
  • Case study: Leeanne Bond
  • Case study: On the Line
  • Case study: Terrain Natural Resource Management
  • Case study: Julie-Ann Lambourne
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Setting bold and ambitious targets has strong merit and the Queensland Government want to support and encourage others to do the same.

As part of a suite of initiatives under the Queensland Women’s Strategy 2016-21, the Queensland Government has set gender equity targets for Queensland Government bodies to be achieved by 2020:

• 50% of all new board appointees to Queensland Government bodies must be women, and 
• 50% representation of women on the boards of Queensland Government bodies.

Effecting positive change across Queensland boards

Having gender diversity on boards provides economic and social benefits for Queensland. To realise these benefits the Queensland Government cannot do this alone. Whilst the resources have been developed to help facilitate the achievement of Government targets, private, and non-government sectors are also encouraged to lead the way and become real game changers, taking action to drive change. A series of resources have been developed to assist.

There are 3 key groups with the capacity to effect positive change across Queensland boards:

• Key decision-makers: Individuals, such as Government Ministers and departmental officers, CEO’s and business/organisation managers with the authority to advocate for, and make decisions that directly influence, the gender composition of the board.
• Board members: Board members with the authority to advocate for gender parity and to directly influence the climate of inclusion in the boardroom environment.
• Recruiters: Individuals who play a role in identifying potential board candidates or working directly with third party groups who do so.

Research

The Toward Gender Parity: Women on Boards Research Initiative Report (PDF, 2 MB) was commissioned by the Queensland Government to identify the key insights to build the case for change and inform the development of a range of activities aimed at increasing women's representation on government boards, and engaging with the private and not-for-profit sector to have the same impact.

Deloitte was commissioned by the Department of Child Safety, Youth and Women to undertake the research.