Unconscious bias in decision-making: Insights from the 2024 Australian workplace gender equity report

The 2024 Australian Workplace Gender Equity Report reveals both progress and persistent challenges in the journey toward workplace equality. As leaders, we have a critical role in shaping a more equitable workplace. The first step is tackling unconscious bias in decision-making.

Let's unpack the report's insights and explore actionable strategies for building an inclusive workplace.

Findings from the 2024 Gender Equity Report

The 2024 Workplace Gender Equity report highlights notable trends. While the gender pay gap has narrowed — down to 18.3% from 24.8% a decade ago — women remain underrepresented in senior leadership roles, holding only 21.9% of C-suite positions.

The report also sheds light on inclusion: Organisations with formal equity programs saw higher retention rates and better employee engagement scores. Yet, bias — often unconscious — continues to affect hiring, promotions and team dynamics. These findings underpin the importance of addressing bias to foster fairness and productivity.

What is unconscious bias?

Unconscious bias refers to the snap judgments and ingrained assumptions we all make, often without realising it. These biases influence our decisions from recruitment to daily team interactions. Research shows that resumes with female-coded names are often rated less favourably than identical ones with male-coded names — a classic example of gender bias.

Here's where it gets tricky: bias is often invisible to those holding it. This means that recognising its impact is the first step toward change. As a leader, understanding how these biases play out in your decision-making can help you create a fairer, more balanced workplace.

Identifying bias in leadership

Leadership decisions — from performance reviews to talent development — are fertile ground for unconscious bias. So, how can you spot it?

Start by reflecting on patterns. Are certain groups consistently overlooked for promotions or stretch assignments? Do performance reviews focus more on personality traits for women and outcomes for men?

To mitigate bias, consider tools like structured performance criteria to evaluate team members against clear, objective standards. Encourage diverse voices in decision-making by including multiple perspectives. These steps won't eliminate bias overnight, but they will reduce its influence.

Strategies for inclusive leadership

Inclusive leadership is about embedding equity into daily practices. The Gender Equity Report emphasises the need for leaders to actively challenge bias and champion inclusivity.

Start with these practical steps:

• Foster open dialogue: Create a culture where team members feel safe discussing bias and inclusion. Regular check-ins and open forums can help.
• Invest in bias training: Awareness workshops help you and your team recognise and counteract bias in everyday decisions.
• Mentorship programs: Support underrepresented employees, offering them access to leadership insights and growth opportunities. This builds a more inclusive talent pipeline.
• Accountability: Measure progress by tracking diversity metrics and setting clear equity goals for your team.

By making inclusivity a core part of your leadership style, you're setting the tone for organisational
change.

The business case for equity

Here's the bottom line: addressing bias isn't just the right thing to do — it's the smart thing. Teams with diverse leadership see better decision-making, greater innovation and higher profitability.

Australian organisations with strong equity initiatives reported lower turnover rates and higher employee satisfaction. Meaning, when you address bias, you create a workplace where everyone feels valued — and that drives performance.

Address unconscious bias with ICML

The 2024 Gender Equity Report offers a powerful reminder that unconscious bias is a barrier we can no longer afford to ignore. By identifying bias in your own decision-making — no matter how challenging it feels — and understanding the tangible benefits of equity, you can lead your team
toward a fairer, more effective future.

For further support on tackling unconscious bias, explore our Unconscious Bias course.