Senior corporate and government leaders have adopted a framework for greater transparency in reporting the advancement of women into senior leadership positions within their organisations for their next reporting period.  This follows calls from organisations such as Chief Executive Women (CEW), Financial Services Institute of Australasia (FINSIA), WGEA and others to improve transparency in measurement in Australia.

The Male Champions of Change said: “Improving the representation of women in leadership is a business priority.  It stands to reason that reporting standards, accountability and evaluation processes should reflect this in the same way as other business objectives such as revenue and profit growth, customer satisfaction or safety.”

MCC members have worked with their peers to create a reporting framework which will:

  • Report targets and progress on the representation of women for at least three layers of management via their websites or annual reporting
  • Define each level of management clearly (e.g. by articulating the relationship to the CEO) to ensure a consistent reporting approach
  • Ensure targets are considered in the CEO’s performance evaluation (where not prevented through regulation or other constraints)
  • Introduce these changes for the next possible reporting period

MCC members have also confirmed that this reporting framework was established in alignment with the existing reporting regimes of the ASX Corporate Governance Council and the Workplace Gender Equality Agency, to avoid any separate burden on business.  

“While we are intensely focused on building the conditions and cultures that enable women to thrive in our organisations, a significant body of research tells us that setting and reporting against targets for women in leadership has real impact on representation levels,” they said.

“What’s new is that we are committing to do so in a consistent and sufficiently granular manner to hold ourselves to account and help other Australian businesses to easily identify and replicate effective strategies for advancing women at work.

“While some businesses – including those within the MCC group - are more advanced than others, we believe that well-managed companies should be setting, tracking and assessing performance against targets for the advancement of women at all levels.”

Sex discrimination commissioner Elizabeth Broderick established the MCC in 2010 creating a coalition of male business leaders committed to using their individual and collective influence to ensure the issue of women’s representation in leadership was at the forefront of the national agenda.

For more information please contact:

Brinsley Marlay, Media Advisor, 0430 366 529

Raise the Bar on Gender Reporting - Participating Male Champions of Change and Organisations

  1. Glen Boreham, Non-Executive Director
  2. Gordon Cairns, Non-Executive Director
  3. Stephen Fitzgerald, Non-Executive Director
  4. Alan Joyce, CEO, Qantas
  5. Elmer Funke Kupper, Managing Director and CEO, ASX
  6. Lieutenant General David Morrison, Chief of Army, Australian Defence Force
  7. Ian Narev, Managing Director and CEO, Commonwealth Bank
  8. Grant O’Brien, CEO, Woolworths Ltd
  9. Martin Parkinson, Secretary, The Treasury
  10. Stephen Roberts, CEO and Chief Country Officer, Citi Australia/New Zealand
  11. Mike Smith, Chief Executive Officer, ANZ
  12. Andrew Stevens, Managing Director, IBM Australia and New Zealand
  13. David Thodey, Chief Executive Officer, Telstra Ltd
  14. Geoff Wilson, CEO KPMG Australia

Male Champions of Change – timeline and progress

April 2010

The Male Champions of Change (MCCs) initiative launched.

November 2011

MCCs release their first report “Our Experiences in Elevating Women into Leadership.” The report has been downloaded more than 100,000 times from the AHRC website.

Over 2012

MCCs conduct further research and focus groups to develop their 10 point plan - “game changing” ideas to achieve significant and sustainable change in the representation of women in leadership in their organisations and across our society. Each is now leading, contributing to or learning from action groups set up to advance these ideas.

November 2012

MCCs call for corporations to set and report against public targets for advancing more women into leadership roles in response to the results of the 2012 EOWA Australian Women in Leadership Census.

March 2013

MCCs announce the “10 point plan”, including their specific areas of focus, to their own employees on International Women’s Day.

May 2013

MCCs agree to promote gender balanced representation on speaker panels they participate in or taskforces they are appointed to in the future.

June 2013

MCCs publicly raise the bar on gender reporting, committing to a robust and consistent approach to external reporting; internal reporting and setting women in management targets.

November 2013

MCCs will host their second Business Forum and release “Stepping up – insights, ideas, experiences and progress elevating more women into leadership”. “Stepping up” will focus on progress made on actions in the MCC 10 point plan.


MCCs regularly share their experiences and insights through public speeches and forums. In the last 12 months they have completed more than 100 speaking engagements on gender balance; including high profile presentations to organisations such as the Global Economic Symposium (Rio), 57th Session of the Commission on the Status of Women (New York), SAIS Global Women in Leadership Conference (Washington, DC), and the World Bank. 


Since the MCCs launched, the following chapters have also been established – New Zealand, South Australia, Queensland, and Western Australia.