As International Women’s Day rolls around for another year, we take the time to reflect on what the day means to us. The theme for 2025 is Accelerate Action. According to data from the World Economic Forum, at the current rate of progress, it will take until 2158 to reach full gender parity. This is approximately five generations from now.
Disconcertingly, we are not even looking at the future of our children, our children’s children or even their children. So, it is imperative that we look at how we can step up, see progress and gather momentum to collectively address the barriers and biases that women face, professionally and personally.
At the Clicks Group, our focus on DEI initiatives is not just something we declare, or market.
Our commitment to gender parity and diversity is inherent. We unreservedly believe in fostering an inclusive environment where everyone has an equal opportunity to thrive, and a culture where equality is interwoven into the fabric. We believe that in supporting diverse talent, we have created an empowering space that ensures a more dynamic, well-rounded approach to the services we provide.
The Clicks Group recognises its talented and diverse workforce as a key competitive advantage. Our success, both culturally and commercially can be explicitly attributed to our diverse workforce.
- 66% of our workforce are women
- 57% of our leaders are women
Clicks Group CEO, Tamara Ryf, is a woman from a non-English speaking background. To Tamara, the notion of withholding an opportunity for someone based on gender or culture seems remiss.
“Since starting at the Clicks Group in 2007, and no doubt before, we have maintained a healthy gender ratio: more women than men, including our leadership groups. This is no mean feat in the heavily bro-coded IT recruitment, advisory and consulting sector.
To me, it’sa no-brainer; if your people thrive, your business thrives.
I have supported people undergoing difficulty with conception, becoming parents and subsequently, being exposed to a microbiome of varying bugs as their children journey through day care. I have awarded pay rises to women on parental leave and filled a Director role with a candidate who was eight months pregnant.
I don’t consider these DEI-driven decisions. They are commercial decisions. I wouldn’t change the value my diverse team offers for anything; it’s something I’m most proud of.
This week I met with someone who told me that their approach to hiring was simple; it was based on merit. The concept of gender was not a consideration, but rather their capability only. I disagreed with this paradigm. To accelerate action, you must make conscious decisions to hire women and, if necessary, make relevant adjustments to accommodate the hire. Or else, the needle won’t move. I hope me disagreeing gave them some food for thought.”
INDEX Sales Director, Varsha Raghavan is an avid spokesperson for DEI and integral to the INDEX Gender Diversity in the Australian IT Market Report.
“The key word in this year’s theme is action – and action is in the hands of every individual. No effort is too small, and every step forward brings us closer to true gender parity in health, finance, infrastructure, and beyond.
As we reflect on the past year, we’ve witnessed sweeping changes – some propelling us forward, others pulling us back. In some countries, women have been stripped of fundamental rights to healthcare and education, a stark reminder that progress is never linear. While we celebrate hard-won victories, we must also recognise the urgent need to push harder, act faster, and refuse to accept regression.
And we cannot do this alone. Men must be part of the conversation – not just as supporters, but as active advocates. It’s time to move beyond the “bro code” and embrace a human code – one that calls out injustice, challenges bias, and drives meaningful change. With decision-making power at every level, men play a crucial role in shaping policies and environments that impact women’s lives. Without their commitment, true gender equality will remain out of reach.
Now is the time to step up, speak out, and accelerate action – together.”
Implementing diversity and inclusion in a workplace is not a one-off event. Removing unconscious bias needs to be a conscious decision. It is a strategy that comprises training, policies, practices and initiatives as well as events and celebrations that promote ongoing learning, action and awareness. And, as the Clicks Group can attest, it is a strategy that brings fulfilment, substance and impact that underlies success.
