12IC Advances Gender Equity
At 12IC, we believe that true innovation and transformation stem from diverse perspectives and inclusive environments. Gender equity is not just a moral imperative—it’s a business necessity. As the founder of 12IC, I am proud to join CEOs for Gender Equity in their mission to accelerate change and drive meaningful action in Australian workplaces.
Why I Joined CEOs for Gender Equity
For more than two decades, I have worked at the intersection of technology, business transformation, and human resources. Throughout my career, I have witnessed firsthand the barriers that prevent talented women from reaching leadership positions and the systemic challenges that slow progress.
Despite increasing conversations around gender equity, many industries—including HR technology and digital transformation—still see women underrepresented in senior leadership roles. I have personally navigated these challenges, and as a female entrepreneur leading a business in this space, I feel a deep responsibility to champion change.
12IC was founded with the goal of not only driving digital transformation but also fostering inclusive cultures where all employees, regardless of gender, can thrive. By joining CEOs for Gender Equity, I am reinforcing my commitment to lead by example, challenging outdated structures, and influencing other leaders to do the same.
The Role of CEOs in Advancing Gender Equity
As CEOs, we set the tone for workplace culture. The decisions we make—hiring practices, promotion pathways, flexibility policies, and leadership representation—directly impact whether gender equity is a reality or just an ambition.
At 12IC, we believe in a data-driven approach to gender equity. This means setting measurable goals, ensuring transparency, and embedding inclusive policies at every level of the business. It also means going beyond compliance to build a workplace where all employees feel valued, supported, and empowered to succeed.
In the HR technology industry, women often face challenges in securing leadership positions, breaking into tech-related roles, and navigating systemic biases in hiring. As a leader in this space, I see an opportunity to drive measurable, industry-wide change by embedding gender and other equity principles into how companies select, implement, and manage HR technology solutions.
Our Progress So Far
At 12IC, we have taken definitive steps to advance gender equity within our own organisation and across the HR tech landscape. Some key initiatives include:
Cultural Education & Awareness – We’re building a culture of curiosity and psychological safety, where difficult conversations about equity and privilege are welcomed and supported.
Flexible & Supportive Work Models – Flexibility is a core part of how we operate. We offer tailored working arrangements to meet the needs of all employees (men and women), recognising the additional care and emotional labour carried, and allowing them the flexibility to balance their careers with their personal commitments without barriers to progression.
Gender-Responsive Leadership Development – We are building formal pathways for developing leaders, focusing on female leadership development, offering mentorship, visibility, and opportunities for advancement in the tech and transformation spaces.
Inclusive Hiring & Promotion Practices – Through our new venture 12IC Talent, we are actively working with clients to improve equity in recruitment, ensuring that bias is identified and removed at every stage.
Parental Leave & Return-to-Work Support – We are committed to ensuring that career progression does not stall for working parents. Through internal policies and external recruitment practices, we advocate for return-to-work programs that support career continuity.
Challenging Bias – We continually assess our decision-making processes to reduce unconscious bias and create a more equitable environment.
Looking Ahead: Our Commitments for the Next 12 Months
In joining CEOs for Gender Equity, we are reinforcing our ongoing commitment to inclusive leadership and driving gender equity across our business and industry. In the coming year, we will:
Maintain our Equity & Inclusion Audits – We will continue to evaluate our internal processes, from hiring to remuneration to promotion, to identify gaps and take targeted action to close them.
Continue to Grow our Inclusive Leadership Capability – We will embed inclusive leadership principles into leadership development programs, including coaching and practical tools for recognising and interrupting bias.
Launch a Peer-Mentoring Program for Women in Tech & Transformation – We will formalise a support and sponsorship structure for emerging female leaders across the HR tech ecosystem.
Host a CEO Roundtable on Inclusive Technology – We will bring leaders together to explore how HR systems and technologies can either reinforce or disrupt gender inequity, and what we must do to build truly inclusive solutions.
Build a Policy Toolkit for Clients – Leveraging our consulting work, we will develop a practical toolkit for clients looking to improve equity outcomes across recruitment, onboarding, and employee experience.
A Broader Vision for Gender Equity in Australia
Beyond our internal initiatives, I am passionate about advocating for structural change at an industry level.
The HR technology space plays a pivotal role in shaping workplace policies, and as an industry leader, I see a significant opportunity to embed gender-equitable practices into the very technologies and processes that define modern workplaces. This includes:
Championing bias-free AI-driven recruitment technologies that help eliminate gender bias in hiring decisions.
Supporting the development of equitable HR policies through digital solutions that ensure fair pay, career progression, and leadership opportunities.
Influencing how organisations design and implement HR technology solutions to ensure they create inclusive workplaces.
Gender equity is not just about representation—it’s about creating environments where women can thrive, lead, and influence at every level.
Leading by Example
My commitment to gender equity is deeply personal. As a woman in leadership, I have experienced the challenges of navigating male-dominated industries, balancing career progression with personal responsibilities, and advocating for change in systems that often resist. These experiences drive my passion for making gender equity and equity across the board a core pillar of business success, rather than a secondary initiative.
At 12IC, we believe in building businesses where equity is the default, not the exception, where diversity is celebrated, not managed. And where leaders are measured not only by what they deliver, but by how they include.
By joining CEOs for Gender Equity, I’m joining a community that shares these values. And together, we can reimagine leadership and create workplaces that work for everyone.
Written by Irene Makrillos