‘Stick In There’: CommBank’s Jane Adams Calls For Systemic Change To Improve Diversity At The Women Leading Tech Awards

Why It Matters

Addressing the leaky pipeline secures a broader talent pool and aligns the bank’s workforce with the diverse customer base it serves, driving competitive advantage in a tech‑driven market.

Key Takeaways

• Leaky pipeline identified at school, university, mid‑career stages
• CommBank's Women in Technology Network exceeds 640 members
• Career Comeback Program re‑engages women with STEM backgrounds
• Goal: achieve 50/50 gender balance across organization
• Systemic support and sponsorship crucial for retention

Pulse Analysis

The tech industry continues to grapple with a persistent gender gap, a challenge that begins long before a candidate steps into a corporate office. Studies from the Tech Council of Australia reveal a "leaky pipeline" where confidence gaps in maths and STEM at school, high dropout rates in university, and overwhelming mid‑career pressures cause women to exit the field in large numbers. This systemic attrition not only limits innovation but also narrows the talent pool that firms need to stay competitive in an increasingly digital economy.

CommBank is positioning itself as a proactive player in this space by embedding diversity into its core operations. Its Women in Technology Network, now boasting more than 640 members, provides mentorship, leadership development, and a community for women to share experiences. Complementing this, the Career Comeback Program invites former STEM professionals back into the workforce, offering flexible pathways and targeted training. By pairing these internal mechanisms with external sponsorships and school‑level outreach, the bank aims to create multiple intervention points that can plug the pipeline’s leaks.

For the broader business landscape, CommBank’s approach illustrates how strategic investment in diversity can translate into tangible market benefits. A workforce that mirrors the demographic makeup of customers enhances product relevance, improves brand perception, and drives employee engagement. As the bank targets a 50/50 gender balance, it signals to investors and competitors alike that inclusive culture is not a peripheral initiative but a central pillar of sustainable growth. Companies that ignore these dynamics risk falling behind in talent acquisition and customer loyalty in the years ahead.