Case study: Recruitment changes boost women's representation at Kimberly-Clark

Kimberly-Clark Australia increased the number of women joining operational roles at its Millicent Mill in South Australia after redesigning its recruitment approach to remove gender bias and attract a broader range of candidates. 

The initiative demonstrates how targeted changes to hiring practices can help address occupational segregation in manufacturing, a traditionally men-dominated industry. 

After identifying that few women were applying for operational roles, Kimberly-Clark reviewed its recruitment process and found that some job requirements and advertising approaches may have been unintentionally discouraging women from applying. 

The company responded by:

• Reviewing job advertisements to remove unnecessary requirements
• Focusing on the skills candidates could learn on the job
• Broadening recruitment campaigns to reach more women
• Challenging assumptions about who could succeed in manufacturing roles
• Providing training opportunities for new recruits rather than requiring all skills before hiring.

One example was removing the requirement for applicants to already hold a forklift licence and instead providing training after recruitment.

The changes delivered a significant increase in the number of women applying for and securing operational roles. Kimberly-Clark reported moving from no women hired into production roles in 2019 to women making up around half of new operational hires in 2020 and 2021.

At the Millicent site, female representation has more than doubled in recent years, increasing from 9 per cent in 2019 to 21 per cent. 

The company said the changes helped create a more balanced workforce and contributed to a more inclusive workplace culture. Employees reported positive cultural shifts, including more respectful and collaborative working environments.

Manufacturing remains one of Australia's most gender-segregated industries, with women underrepresented across many operational and production roles. 

Kimberly-Clark's experience shows that increasing women's participation does not necessarily require major structural changes. Instead, reviewing recruitment practices, removing unnecessary barriers and actively encouraging diverse applicants can help employers access a wider talent pool. 

The initiative has become a recognised example of practical action to improve gender equality in the workplace and demonstrates how employers can challenge traditional workforce patterns while strengthening business outcomes.