Targets and quotas

Gender diversity targets and quotas, and their respective merits as strategies for promoting women in leadership in the workplace, are much debated.

This paper aims to clarify the difference between gender diversity targets and quotas and the advantages and disadvantages of adopting either one as a strategy to promote gender diversity at work.

In doing this, the paper outlines the status of women in leadership in Australia, organisational benefits of setting gender diversity targets, and principles of effective gender diversity target setting.

Setting gender targets, and establishing a plan to meet them, is an effective way to improve gender equality in an organisation by focusing on continuous improvement, increasing and embedding accountability and measuring performance.

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