The first Impact Report from the National Association of Women in Operations (NAWO) finds its member companies outperform comparable employers on female management representation, pay-gap action and parental leave – offering practical lessons for packaging and manufacturing businesses.
Companies taking a structured approach to gender balance are achieving stronger representation and workplace policy outcomes than their industry peers, according to the report.
The Impact Report draws on Workplace Gender Equality Agency data to compare NAWO corporate members (which include big packaging companies like Amcor, Orora and Visy, to name just three) with employers in equivalent industry divisions. Its scope includes manufacturing, mining, energy, agriculture, transport and supply chain – sectors in which women remain under-represented, particularly in operational and senior leadership roles.
Women account for 33.7 per cent of managers across NAWO member companies, compared with an expected 29.8 per cent among equivalent employers. Members also appear more likely to respond when gender pay gaps are identified, with 90 per cent taking action compared with 76 per cent of their industry peers.
The widest policy difference identified in the report relates to employer-funded paid parental leave, offered by 97 per cent of NAWO members and 67 per cent of comparable companies.
Men employed by NAWO members are also taking primary carer’s leave at more than twice the industry rate – 41 per cent compared with 20 per cent. The report identifies greater sharing of caring responsibilities as an important factor in reducing the career disruption experienced by women.
NAWO CEO Louise Weine said the results demonstrate that gender balance requires deliberate and sustained action.
“Gender balance doesn’t happen by accident; it happens by design. Our member companies aren’t just talking about inclusion, they’re building it into their policies, their workplace culture, and their everyday leadership,” Weine said.
For packaging and processing businesses, the findings point to the combined role of leadership accountability, workplace policy, mentoring and professional networks in improving women’s participation and progression. This is particularly relevant in operational environments where recruitment pipelines remain narrow and women can encounter limited pathways into technical and management positions.
The report also finds that mentoring and meaningful networking can support career progression, while practical inclusion training helps operational leaders translate organisational commitments into day-to-day workplace practices.
Weine acknowledged that female representation at CEO level remains an area requiring further attention, but said the benchmarking provided evidence of where progress is being made and where companies should focus next.
NAWO connects 100 corporate members and more than 225 volunteers across operational industries. Its programs include mentoring, inclusion training for operational leaders and the Gender Equity Men program, which engages men in advancing workplace gender balance.
NAWO is the advocacy partner of PKN's Women in Packaging Awards, supporting the program’s broader objective of strengthening recognition, opportunity and career progression for women across the packaging sector.
