Harassment and sexist practices decrease the possibility for women to work in fair, equitable and safe environments. Unconscious bias in recruitment and promotion systems continues to limit the progression of women into leadership roles, and while there has been some progress on new institutional mechanisms to address womens employment concerns, formal policies on flexible work, childcare or strategies to address caregiver roles still do not adequately respond to the wide scope of womens work needs. It is necessary to work across all four quadrants of the Gender at Work change framework, to ensure that employers are both providing resources to women and ensuring that they utilise this untapped potential.