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Empowering executive women to lead the way

Dynamic Leadership Programs Australia (DLPA) redoubles efforts to cultivate female leadership in male-dominated industries.

Content Insights

We now see women occupying 20% of CEO roles and 30% of executive positions.
Recognition of women in leadership roles is on the rise.
True empowerment entails providing structured assistance to women.

Table of Contents




Recognition of women in leadership roles is on the rise in workplaces, yet considerable strides remain necessary, particularly within male-dominated industries.

Karlie Cremin, the managing director of Dynamic Leadership Programs Australia (DLPA), is intimately familiar with this reality. For her, the endeavour to elevate women into executive positions transcends mere professional interest; it’s deeply personal.

“It’s a matter close to my heart, and we’ve witnessed significant progress in this arena,” Cremin shares with HRD.

“When our leadership initiatives first launched, female representation in the construction sector stood at a mere 1%. Since then, concerted efforts, including government policies, have propelled this figure to 15%. Additionally, we now see women occupying 20% of CEO roles and 30% of executive positions across various industries.”

Despite these advances, Cremin underscores that women constitute half of the workforce, underscoring the imperative to address the discrepancy in executive leadership. With this imperative in mind, DLPA reintroduces its 12-month Women in Leadership program, aimed at empowering the next generation of female leaders with the requisite skills, acumen, and resilience for success.

Empowering Women for Leadership Triumphs

DLPA’s Women in Leadership program, ongoing since 2014, has witnessed significant evolution in expectations and leadership paradigms. Previously, discussions centred predominantly on moulding female leaders to mirror their male counterparts. However, today’s discourse embraces and celebrates the diverse perspectives women bring to the table, emphasising confidence in engaging effectively with these differences.

“Some of our core topics like communication and negotiation remain timeless, but the context has evolved,” remarks Cremin. “We’re no longer striving to make women negotiate like men. Instead, it’s about harnessing the full potential of competent women, embracing their authentic selves.”

Covering a spectrum of subjects including personal leadership branding, communication, negotiation, and conflict resolution, the Women in Leadership program commences with a two-day intensive learning session. It further encompasses workshops, one-on-one coaching, and webinars over the course of 12 months.

Empowerment Through Structured Support

True empowerment entails providing structured assistance to women aspiring for senior roles, asserts DLPA’s Karlie Cremin. While acknowledging governmental policies’ role in expanding leadership opportunities for women, Cremin cautions against solely fixating on meeting targets.

“Merely achieving quotas doesn’t address the underlying cultural issues within organisations,” Cremin explains. “Our programs focus on not only facilitating women’s entry into leadership roles but also supporting them throughout their journey.”

Setting Long-term Goals

DLPA’s Women in Leadership program caters to women at every career stage, from aspiring leaders to seasoned CEOs. By fostering a supportive peer network and imparting skills over an extended duration, the program aims to mitigate the isolation and overwhelm often associated with leadership roles.

“We’ve witnessed individuals progress from emerging leaders to executives, equipped with the tools acquired through our program,” concludes Cremin. “Their success stories are a testament to the program’s efficacy in driving tangible outcomes.”


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