Attracting and recruiting a diverse workforce
Why is this important for my business?
- Where skilled labour is increasingly competitive, organisations with strong gender equity practices demonstrate improved ability to attract and retain talented staff.
- Research has shown that diversity achieves superior financial performance and brings valuable perspectives to product development, marketing strategies and consumer engagement.
- Diverse teams are well positioned to understand and respond to evolving market preferences and gain reputational advantages with consumers and industry partners.
There is clear evidence that a gender-balanced workforce across all occupation levels improves workplaces, boosts innovation and addresses skills shortages. Innovations in attraction and recruitment incorporate new and improved strategies designed to draw in and hire a more diverse and skilled workforce, often by challenging traditional practices and addressing structural barriers.
Focus group participants in the Gender Equality Scoping Study expressed concern that the wine sector is predominantly perceived as white and male, a perception reinforced by recruitment materials. Participants suggested that reshaping the sector’s reputation could enhance gender diversity, improve workforce attraction and retention, and position the industry as more innovative and forward-thinking, which is crucial for securing top talent in an increasingly competitive landscape.
Businesses should carefully examine how they go about recruiting and selecting new staff to ensure their processes and position descriptions aren’t accidently appealing to one gender over another. This includes the wording of job advertisements, where ads are posted, selection criteria and position descriptions and of course, the balance of gender on the interview selection panel.
Research shows that certain words and phrases reinforce gendered norms, discouraging women, gender diverse people or other underrepresented groups from applying[1]. Gender neutral job advertisements are often the first point of contact between an organisation and potential employee. The language and imagery within these advertisements can shape who applies for positions and who doesn’t. A gender-neutral job ad is one that avoids biased language, encourages diverse applicants and fosters an inclusive hiring process. However, this must be combined with progressive workplace policies, including targeting and quotas, flexible work arrangements and clear career advancement pathways to ensure highly qualified professionals across all operational areas[2] can be secured.
Targets and quotas
Why is this important for my business?
- Quotas help overcome entrenched biases in recruitment, promotion and workplace culture, ensuring opportunities are distributed more fairly.
- Research shows that when organisations set clear diversity targets, they are more likely to achieve equitable outcomes.
Quotas are mandatory minimum requirements set to increase representation of underrepresented groups (like women or gender diverse people) in workplaces and leadership positions.
Targets are voluntary goals established for the same purpose but without binding requirements.
Targets and quotas are affirmative actions implemented to overcome entrenched gender inequities and subjective use of the merit principle. Targets and quotas can help level the playing field[3]. Both approaches address structural inequalities by creating accountability and speeding up progress toward diversity.
Participants in the Gender Equality Scoping Study highlighted targets and quotas as a solution to biased recruiting. Participants argued that, far from lowering standards, targets and quotas can help recognise and tackle barriers that have historically excluded women and gender diverse people. Quotas can help ensure that the talent and contributions of these groups are not overlooked.
Targets and quotas are powerful tools to disrupt existing gender hierarchies and accelerate structural change. Organisations that set clear targets or quotas also increase transparency, encourage accountability, and send a strong signal that diversity and equity are valued.
Setting targets for gender equality in the agricultural sector: GrainCorp case study
The GrainCorp case study demonstrates strength of leadership in equity, diversity and inclusion in a previously male-dominated and male-led sector. The case study is included here as it establishes how clear targets, accountability and structured support systems advance gender equity. Examples such as this offer guidance and illuminate effective approaches to gender equality.
The GrainCorp case study shows how a company in a similar context to the wine sector has made progress that is measurable and backed by governance structures; it provides a concrete example of how broad commitments can translate into tangible action.
GrainCorp Limited is a leading Australian agribusiness, operating primarily in the cereal grain wholesaling industry and employing just over 2000 people. GrainCorp has embedded an Inclusion and Diversity Action Plan (iDAP) in their corporate strategy that sets clear responsibilities: the Board approves all diversity key performance indicators, senior management are held accountable for delivering on targets, and transparent reporting mechanisms track progress against defined milestones.
A cornerstone of GrainCorp’s approach is its formal commitment to achieve 40 per cent female representation on its Board of Directors by 31 March 2030, a target it reinforced during its most recent non-executive director appointment process by ensuring one third of shortlisted candidates were women. To support this, GrainCorp has introduced sponsorship and mentoring programs that pair high-potential female employees with senior executives, providing tailored development plans, exposure to executive committees, and leadership-ready assignments.
These structural and cultural interventions have translated into measurable outcomes. In the inaugural Workplace Gender Equality Agency (WGEA) Gender Equality Report published in February 2024, GrainCorp recorded a gender pay gap of just 0.3 per cent — the narrowest of any ASX 200 company participating in the report — demonstrating that clear, time‑bound targets, combined with development programs and accountability frameworks, can drive substantial pay‑equity improvements. That same reporting period saw female representation in senior leadership roles rise by over five percentage points, reflecting the effectiveness of GrainCorp’s internal talent pipeline initiatives.
Conducting an audit for gender neutrality in attraction and recruitment
The guidance in this section sets out key requirements for an effective recruitment and selection policy.
Recruitment and selection framework
- Begin by examining your organisation’s job advertising, shortlisting practices and induction processes.
Compare your approach with the broadly framed principles in the checklists and resources provided, highlighting opportunities to adjust your policy and processes.
- Your audit should also evaluate where targeting and quotas may prove beneficial.
- Consider how your recruitment and selection practices operate across different roles and occupation levels within your organisation.
Ensure your recruitment and selection policy covers the following core principles:
a. Gender-balanced shortlist requirement
b. Diverse interview panel composition
c. Standardised selection criteria
d. Gender-neutral job language in advertisements – see examples in the tables.- Review the resources provided for further advice.
Writing inclusive job descriptions: language checklist
Checklist item | Example 1 | Example 2 |
Gender neutral job titles | Vineyard Operator — instead of ‘man’ or ‘woman’ suffix | Vineyard Leading Hand – Machinery & Operations — instead of ‘Vineyard Handyman’ or similar. |
Inclusive pronouns | “In this role, you will be the face of our winery, delivering engaging tastings, guiding guests through our wine portfolio, and providing a first-class hospitality experience.” | “Each candidate should share their winemaking portfolio by June 1.” |
Balanced language | “Join our award-winning Cellar Door team in the Barossa — casual or permanent roles available with supportive team culture and clear career paths.” | “Grow premium fruit with a focus on sustainability and safety.” |
Focus on essential requirements | “Previous pruning experience is essential.” | “Experience in viticulture or winemaking preferred for this role.” |
Avoid gendered descriptors | "Demonstrate leadership" — instead of "Strong man at the helm"
| “You must be physically fit, have your own transport and an excellent work ethic.” |
Images of diverse employees | Tasting‑room shot featuring staff of varied ages, ethnicities and abilities engaging with visitors. | Photos of mixed‑gender, multi‑ethnic vineyard crews pruning vines together. |
Writing inclusive job descriptions: key elements
Key elements | Industry examples |
Clear position summary | “Lead tastings, drive wine sales & inspire a team in the stunning Yarra Valley.” |
“We are looking for a committed and enthusiastic Cellar Hand to join our Winery team at our operation in McLaren Vale, South Australia.” | |
Essential vs Desirable criteria | Essential: “Previous pruning experience is essential.” Desirable: “Experience in monitoring fruit ripening is highly desirable.” |
Flexible work options | “22.5 hours per week – Permanent Part Time – Flexible days, hours and work location for the right person.” |
“Thursday to Monday roster, predominantly lunch-only venue.” | |
Inclusive benefits | “Fantastic staff discounts on wine, food & accommodation. Excellent wellbeing and rewards recognition program.” |
“Product education allowance, free gym access, EAP, parental leave, and life insurance.” | |
Company commitment to equity | “We are a sustainability-focused business that values the diversity and passion of our staff.” |
“Creating a safe, inclusive & fun place to work.” | |
Encourage under‑represented groups | “Aboriginal & Torres Strait Islander applicants strongly encouraged to apply.” |
“We encourage Aboriginal and Torres Strait Islander people and individuals from all backgrounds, including those caring for and living with a disability, to apply.” | |
Flexible parental leave | “Great perks, including paid parental leave, volunteer days & Birthday Leave!” |
“Competitive benefits, including 26 weeks of paid primary carer parental leave.” |
Resources for attraction and recruitment
Why flexible recruiting made sense for a small but growing business
Cameron Mackenzie, a distiller based in Victoria’s Yarra Valley, talks about what it means to have a flexible work philosophy, along with the benefits and outcomes of achieving flexible employment practices within a small business.