Post written by Jane Hunt, former inaugural CEO at Fitted for Work.

(Most of these statistics come from the Tuxedo Tuesday Fundraiser that some of our supporters are running because they feel passionate about equal work opportunities for men and women. Check it out at www.tuxedotuesday.org and don a Tux on March 11 or sponsor one of our team!).

 So, in the midst of this, how do we inspire change?

I have a range of solutions to this, and I have just added another BIG one to my list.

When I am talking with individuals, I make the ‘human’ case – I usually talk about a woman who is accessing one of our programs. Read Elizabeth’s story or Anna’s story and then tell everyone. Engaging people’s hearts is the best way to inspire change.

When I talk to employers, I make the ‘business’ case – companies that have diversity and employ men and women at all levels are more productive and have better problem-solving skills, they are more profitable and are better places to work for everyone. Having a bigger talent pool is always going to produce better results for companies.

When I talk with Federal politicians, I make the ‘productivity’ case – It is estimated that simply by bringing women’s workplace participation up the level of men, around $200 billion in real terms would be added to the national economy (source: ABS, Goldman Sachs).

And the BIG one I am adding is the ‘quota’ case – I am pro-quotas for women in leadership areas where they are seriously under-represented. In fact, if an organisation wants to change its culture and offer a ‘quota’ role, I would put my hand up for one of those positions (after I stop being the CEO of FFW I mean!). Why? Because, despite the counter-argument of ‘Don’t you want to be selected on your merits?’ I know the research shows time and again that women underestimate their abilities whilst men overestimate theirs. Given this, I know I am going to be qualified.  I know I am going to be able to do the job.

I can make a good case for more women being employed, whether it is ‘human’, ‘business’ or ‘productivity’. If it takes a ‘quota’ role to move the dial, then I will take the job.

Quotas might be the circuit-breaker that helps get employers beyond the ‘blind spot’ that stops them from appointing capable women to leadership roles. Quotas might help organisations reconsider the make-up of their leadership teams and actively change them for the good of their business.  Most importantly, other women working in or looking at the organisation as a potential employer will get to see another woman do a good job. No, scratch that thought, they will get to see another woman do a GREAT job.

So, let’s all advocate for the roles we want, and take a quota role if that is what is offered. For too long the ‘merit’ argument has been seriously weighed against women. Take the quota role and do a GREAT job. That way you can pave the way for others as well. Perhaps, then, next International Women’s Day we would all find ourselves eager to do a ‘stocktake’ on women in Australia and congratulate ourselves on the change.