News and insights from The 100% Project
Welcome to the first edition of TOPP Shelf, a new regular update from The One Hundred Percent Project (TOPP).
Over the past six months, a lot has been happening across our research, events, partnerships and conversations about gender equity in Australian workplaces.
So, we thought it was time to put it all in one place.
TOPP Shelf is where we’ll share research, ideas, people, and conversations shaping our work, along with opportunities to get involved.
And for our first edition, we’re looking back at what has been a busy six months.
NEW RESEARCH
One-size doesn’t fit all
One of the biggest milestones of the past six months was the release of our latest whitepaper, Men and Inclusive Workplace Practices: One-Size Doesn’t Fit All.
The research examined the views of 241 employed Australian men and their support for four workplace gender equity initiatives: gender quotas, addressing the gender pay gap, equal parental leave and flexible work practices.
The findings point to an important lesson for workplaces: men are not a single, uniform audience when it comes to gender equity.
While 12% of men surveyed strongly leaned towards hostile sexist attitudes, a much larger 32% fell within the “Moveable Middle”, characterised by ambivalent or conflicted views.
That’s significant because this group may represent one of the greatest opportunities for meaningful influence.
The research also found:
71% supported equal parental leave, making it the most widely supported initiative examined.
61% recognised the gender pay gap as an issue workplaces should be doing more to address.
47% supported workplace gender quotas.
Men with stronger hostile sexist beliefs were generally less supportive of gender equity initiatives and less likely to engage in flexible work practices.
But perhaps the most important finding is that resistance isn’t uniform.
Attitudes and support can differ by career stage, industry, generation, and parental status. That means a blanket approach to gender equity can miss the people organisations most need to engage.
The research calls on organisations to better understand their workforce, communicate the shared benefits of gender equity, build managers' capabilities, foster psychological safety, and measure progress.
Because when it comes to creating more inclusive workplaces, one size doesn’t fit all.
FROM RESEARCH TO CONVERSATION
Taking gender equity into the workplace
Publishing research is only part of our work. We also want to turn evidence into conversations that can change workplace culture.
This year, our team has been taking those conversations directly to leaders and organisations.
For International Women’s Day, The 100% Project joined Airmaster for a discussion about leadership, culture and shared responsibility in essential services.
More recently, Co-Chairs Kat Stevenson and Mark Morris joined Women in Super for a Lunch & Learn exploring the everyday decisions that shape workplace culture, from access to opportunities and career progression to flexibility, stereotypes and accountability.
The common thread is simple: policies matter, but what people experience at work every day matters too.
DIVERSITY OF THOUGHT
More voices. More perspectives. Better conversations.
Our Diversity of Thought series has continued to bring different perspectives to some of the harder questions surrounding gender equity.
Over the past six months, we’ve explored benevolent sexism and workplace “chivalry”, the role of men in gender equity, the Movable Middle, staying engaged when progress feels difficult, parental leave and the gap between workplace policy and culture.
Because progress does not come from everyone thinking the same way.
It comes from being willing to ask better questions, hear different perspectives and follow the evidence.
A QUESTION WE KEEP COMING BACK TO
What happens when policy changes, but culture doesn’t?
From 1 July, Australia’s Paid Parental Leave scheme expanded to 26 weeks.
That’s significant progress.
Our latest research found equal parental leave was the most widely supported gender equity initiative examined, with 71% of men surveyed supporting equal entitlements.
But our previous Breaking Dad research found that many fathers wanted more time at home while workplace expectations made taking that leave feel risky.
It is a useful reminder that changing a policy and changing a culture are not the same thing.
For leaders, the next question is:
“Do people feel as safe using your policies as they do reading them? ”
PEOPLE BEHIND THE PROJECT
Four new voices join our Board
The 100% Project has welcomed Kaione Corrigan, Paul Starr, Michael Bishop and Donna Naismith to our Board of Directors.
Together, they bring experience spanning leadership, organisational psychology, people and culture, communications, technology and AI, adding new perspectives and expertise to support TOPP's work.
Their appointments strengthen our Board as we continue our research, workplace engagement and work towards gender-balanced leadership in Australia.
Thank you, Allan
After four years on The 100% Project Board, Allan Ball recently stepped down as a Director.
Allan brought governance and stakeholder experience to the Board, along with a strong commitment to engaging men, children, and young people in conversations about gender equity.
While his time as a Director has come to an end, we’re pleased that Allan will remain connected to The 100% Project as an alumni advisor.
Thank you, Allan, for everything you’ve contributed.
WHAT’S NEXT?
The last six months have given us plenty to build on.
We’re continuing to expand our research, share our findings with organisations across Australia, bring more perspectives into the conversation and work with partners who want to turn evidence into action.
More research is coming, more conversations to have, and much more work ahead.
And that’s what TOPP Shelf is for.
We’ll be back with more from The One Hundred Percent Project soon.
Want to work with us?
The 100% Project collaborates with businesses, government, researchers, universities and other organisations committed to creating more gender-balanced leadership in Australia.
Whether you’d like to partner on research, invite one of our team to speak, support our work or join the conversation, we’d love to hear from you.
