Fractional Work and Gender Equity: Flexibility as a Catalyst for Change in Australian Leadership

Annabel Acton

January 24, 2025

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5 min

Australia is in the midst of a workplace revolution. Over the past decade, the rise of fractional work, flexible, part-time and project-based roles has offered a pathway to reimagine what leadership can look like. More than just a trend, fractional work has emerged as a vital tool for advancing gender equity, particularly in leadership roles, where progress has long been stalled.

The State of Gender Equity in Australian Leadership

Despite years of advocacy and policy efforts, women remain underrepresented in leadership positions across Australia. The Workplace Gender Equality Agency (WGEA) reports that women occupy only 19.4% of CEO roles and 32.5% of key management positions¹. Meanwhile, the gender pay gap persists, with women earning, on average, 78 cents for every dollar earned by men—a national pay gap of 21.8%².

These figures underscore the structural barriers that women face in ascending to leadership roles, particularly those related to traditional work models. The demands of rigid full-time schedules often clash with caregiving responsibilities, which disproportionately fall on women. Enter fractional work: a model offering flexibility without sacrificing ambition.

What Is Fractional Work?

Fractional work refers to roles designed with flexibility at their core; whether that means working part-time, remotely or on a project basis. While it’s not a new concept, the COVID-19 pandemic accelerated its adoption as companies sought agile ways to maintain productivity. For workers, it opened up new possibilities for balancing professional aspirations with personal commitments.

Flexibility Drives Inclusion

Fractional work has a profound impact on gender equity in two key ways. First, it broadens the talent pool. Flexibility attracts individuals who might otherwise be excluded from traditional full-time roles; especially women with caregiving responsibilities. The Australian Bureau of Statistics highlights that nearly half of all women in the workforce engage in part-time work, compared to just 18% of men. By offering flexible leadership opportunities, organisations can tap into a highly skilled but underutilised segment of the workforce. Next comes the path to leadership, and how fractional work is shaking it up. Historically, part-time and flexible roles have been associated with lower status or limited career progression. But this perception is changing as more organisations realise the strategic value of retaining diverse talent. Initiatives like Universities Australia’s "Gender Equity and Inclusion by Design" recommend phased returns to work and customised leadership pathways to support women re-entering or advancing in their careers.

The Challenges Ahead

While the rise of fractional work is promising, challenges remain. Unconscious biases about commitment and availability can still hinder part-time workers’ access to leadership opportunities. Additionally, fractional workers often lack access to professional development programs and networking opportunities that are critical for career growth. To address these barriers, organisations must embed equity into their approach to flexible work. This includes ensuring part-time roles have clear pathways to leadership, offering proportional access to benefits, and actively challenging stereotypes about part-time professionals.

The Big Takeaway: Let’s Lead The Way

Australia has the opportunity to lead the way in using fractional work as a lever for gender equity. Flexible work is not just an accommodation; it’s a strategy for building more inclusive, innovative and effective leadership teams. As organisations continue to embrace this model, the focus must remain on creating systems that value diverse contributions. With intentional design and commitment, fractional work can help dismantle barriers and build a future where leadership reflects the diversity of talent in the workforce.

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