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While women continue to become a force in a changing Australian real estate landscape, a new Hays diversity survey has found that as many as 13 per cent have been asked about their plans to have children or about their caring responsibilities in a job interview.
Managing director of Hays in Australia & New Zealand Nick Deligiannis said that this should not be allowed.
“It’s unacceptable that some hiring managers still ask people about their caring responsibilities or their plans to have children,” he said.
“In any job interview, the focus should be on the competencies required for the role. People should not ask, or make assumptions, about a person’s commitments outside of work based on their age or gender.”
Hays surveyed over a thousand working professionals across Australia and New Zealand, as part of its Diversity & Inclusion Report 2018–19.
The survey also found that of the 13 per cent, 22 per cent thought the asking and answering of such questions impacted their chance of securing the job. A further 34 per cent were unsure.
Eight per cent of men surveyed also reported being asked such questions. Of these, 10 per cent thought it impacted their chance of securing the job, with another 35 per cent unsure.
In addition, 57 per cent of women said that there had been an occasion during their career when they felt their chance of being accepted for a job was lowered because of their gender.
The survey also found that only 22 per cent of women said that their organisation actively works to develop underrepresented groups, specifically into leadership roles.
Just 36 per cent of women said that their organisation gives them access to mentors.
Less than half of women, 48 per cent, said that their career development conversations with their line manager are open and transparent.
And while an almost identical percentage of women and men — 50 per cent and 49 per cent, respectively — asked their manager for career advice at least once a year, fewer women — 48 per cent compared to 55 per cent of men — said that they have regular two-way conversations with their manager about their performance and career progression.
The survey also found that 42 per cent of respondents said that their line manager is female. This is up from 39 per cent in Hays’ 2017 diversity survey.
Mr Deligiannis said that more needs to be done.
“While these findings reveal some signs of progress, the overall picture tells us we need to accelerate the pace of change to achieve genuine workplace gender diversity and inclusion.”
He said that women should have an unhindered corporate voice and an unhindered corporate path.
“With relevant experience key to gaining a senior or executive role, women need to be able to talk through their career ambitions with their manager and be given opportunities to break through and gain the necessary experience.
“This could be through stretch opportunities or working with a mentor on a project, both of which give women the opportunity to gain the experience required to be considered a suitable candidate for more senior roles. [The survey is] telling that less than half of women feel they have open and transparent career development conversations with their boss.”
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