Best Workplaces for Women recognised while Peter Dutton suggests they settle for less

AbbVie, BeiGene, Boston Scientific, Novo Nordisk, MSD, and Sandoz have been named among the Best Workplaces for Women in 2025 by Great Place To Work – an acknowledgment that lands fittingly on International Women’s Day (8 March). While the annual celebration shines a spotlight on women’s achievements, these companies are demonstrating year-round dedication to fostering workplace equity and inclusion.

Cem Ozenc, Corporate Vice President and General Manager at Novo Nordisk Oceania, said “We are dedicated to fostering an inclusive and supportive environment where everyone can thrive. This recognition reflects our ongoing commitment to gender equality, professional development, and a culture that values diversity and inclusion.”

For employees like Tanya Olek, Regional Hospital Sales Manager at Novo Nordisk, this commitment is more than just policy – it’s lived experience.

“Throughout my seven-year tenure as an employee and manager at Novo Nordisk, I have seen first-hand the company’s unwavering support for equal opportunity and its dedication to equity across various aspects, including salary, promotions, development, and leadership roles within the FLT, MT and our sales and medical teams,” she reflected.

Melissa Simpson, Director of Clinical Development Centre at Novo Nordisk, echoed this sentiment, emphasising how the company has empowered her “to bring my authentic self and encouraged to develop both myself and my team with diversity and inclusion at the core of our actions and communication.”

Ally Jonas, HR Director at AbbVie ANZ, underscored the broader impact, saying “Best workplaces for women are built on equality, respect, and opportunity – where women can thrive without barriers and most importantly their contributions are valued, and their voices are heard. We are proud to be recognised as one of the Best Workplaces for Women in 2025.”

Yet, in stark contrast to these progressive workplace efforts, Opposition Leader Peter Dutton sparked backlash this week by suggesting that women who couldn’t work from home should simply opt for job-sharing – a move that would inevitably mean reduced hours and lower pay. His claim that there are “plenty of job-sharing arrangements” for women struggling to return to the office full-time has been met with strong criticism, with many viewing it as out of touch with the realities of modern workplaces.

The Australian Council of Trade Unions (ACTU) has condemned the Coalition’s plan to strip back remote work options in the public sector, warning that such measures would only widen the gender pay gap.

“Working women disproportionately have to juggle work and caring responsibilities, so workplace rights, like requesting work-from-home arrangements, are making it easier to keep their jobs,” said ACTU President Michele O’Neil.

The release of new Workplace Gender Equality Agency (WGEA) data this week paints a mixed picture. While more employers are taking steps to analyse and address pay disparities, entrenched barriers persist, particularly in leadership.

WGEA CEO Mary Wooldridge highlighted the ongoing imbalance, saying “Where an employer’s gender pay gap is beyond the target range of +/-5%, it indicates one gender is more likely to be over-represented in higher-paying roles compared to the other. This can be a sign of structural or cultural differences for one gender within an occupation, organisation, or broader industry.”

Chief Executive Women (CEW) President Susan Lloyd-Hurwitz reinforced the urgent need for flexible work policies, warning that companies resistant to change will fall behind.

“Workplace flexibility is not a trend, it’s a necessity of a modern economy. Companies that fail to adapt will find themselves losing out on the best talent and the best outcomes,” she emphasised.

The latest WGEA findings have reignited debate in Parliament, where a Bill proposing gender pay gap targets for large companies is under review. The House of Representatives has already passed legislation which would require large businesses to set targets issues such as gender pay gaps and workplace sexual harassment.

However, the reforms stalled in the Senate after Peter Dutton and the Coalition – who had previously supported the changes – refused to back reforms designed to further tackle gender inequality and reduce the gender pay gap.

“This was all agreed and had been bipartisan, tripartisan, whole of Parliament supported until the last month, when Peter Dutton reversed his position on that and said it’s too burdensome on companies to support that reform,” said Senator Katy Gallagher, Minister for Women. “It’s disappointing the Coalition are refusing to back our changes that would improve gender equality in Australian workplaces.”

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