Originally published by HRNZ, Autumn 2026. Access the full magazine here. Written by Dr Amanda Sterling, Leadership Consultant. In this article, I share insights from my latest research into where organisations should focus their attention to increase the representation of women in leadership. Read it here: HRNZ – Autumn 2026 (Vol. 31 No. 1) Celebrating HR
Gender-balanced boards improve decision-making and risk oversight. Why has the private sector yet to catch up? Originally published by the Institute of Directors, 6th March 2026. Access the article here. Written by Dr Amanda Sterling, Leadership Consultant The evidence has been clear for years: boards with greater gender diversity make better decisions, are more attuned to
Opportunity isn’t enough. Women’s progress depends on visible pathways, development support and structural change. Originally published by the Institute of Directors, 12th November 2025. Access the article here. Written by, Judene Edgar, Principal Governance Advisor, IoD, and Dr Amanda Sterling, Leadership Consultant Progress for women in leadership and governance has never been driven by chance;
The gender pay gap is confusing. The words used to describe it are used interchangeably (but mean different things), organisations measure it in different ways, and there’s not a lot of guidance on what to do about it once you have measured it. It’s of interest to our work because a gender pay gap usually
Leadership and gender equity remains a significant issue for business and public sector organisations. Globally women still make up only 26% of C-suite jobs globally (McKinsey, 2022) and 26.5% of national parliaments (UN Women, 2023). In New Zealand this looks like women holding: 28.5% of senior leadership roles in NZX-listed companies; 38% of Executive/GMs within
