Latest news with #CEOs
Daily Mail
36 minutes ago
- Business
- Daily Mail
Revealed: What are the highest paid Aussie jobs and where the big earners live
Surgeons have once again ranked as Australia's top-paid professionals, as the country's wealthiest jobs and postcodes are revealed. On Friday, the Australian Taxation Office (ATO) released its annual report, breaking down the country's wealth trends for the 2022-23 financial year. Australia's 4,247 surgeons earned an average taxable income of $472,475 over the year, retaining the top spot for the 12th consecutive year since reporting began. In line with last year, they took home roughly six times more than the average Australian who earned $74,240 over the same period. Anaesthetists ranked in second place, earning $447,193. In third position came financial dealers, the top non-medical role, whose 5,147-strong cohort earned an average of $355,233. The order of the top-10 paying roles was unchanged compared with last year. Average incomes increased for all 10 roles except for financial dealers, mining engineers and CEOs and managing directors, which all went backwards. Medical professionals accounted for the next three most lucrative professions, namely: internal medicine specialists ($342,457), psychiatrists ($286,146) and other medical practitioners ($259,802). Mining engineers placed seventh with an average income of $206,423 followed by judicial and legal professionals on $206,408. CEOs and managing directors ranked ninth with $194,987 followed by financial investment advisors/managers who rounded out the top-10 at $191,986. The report also broke down the country's top 10 postcodes by average taxable incomes, with New South Wales dominating the list. Seven of the top-10 earning postcodes were in NSW, with the top three all in Sydney's eastern suburbs. Australia's top-earning postcode was 2027 which consists of Darling Point, Edgecliff, HMAS Rushcutters and Point Piper with an average income of $279,712. For a comparison, if every taxpayer in those suburbs was employed as a psychiatrist, the average income would have been only $7,000 higher. According to the median house price in Point Piper is more than $4million, whose Wolseley Road boasted a median house price of nearly $45million last year according to Ray White. The neighbouring suburb of Double Bay placed second with an average income of $255,901, followed by Woollahra at $242,267. Victoria's 3142 postcode, representing Hawksburn and Toorak placed fourth with an average income of $241,511. It was one of two mentions for the Garden State whose seaside Mornington Peninsula suburb of Portsea came in at seventh place with $222,254. The rest went to NSW with the exception of 6011 in Western Australia representing Cottesloe and Peppermint Grove with an average income of $213,621 in ninth. The remaining NSW postcodes were 2030 which ranked fourth at $263,750 (Dover Heights, HMAS Watson, Rose Bay North, Vaucluse and Watsons Bay), 2108 at $223,433 (Coasters Retreat, Currawong Beach, Great Mackerel Beach and Palm Beach) Bellevue Hills at $216,363 and 2110 at $208,902 (Hunters Hill and Woolwich). The ATO's total tax take in the 2022-23 financial year was $577.4billion, up from $530.1 billion the previous financial year. Just over half the revenues came from individual incomes (about $298billion) while roughly a quarter came from companies (about $140billion). GST contributed 14.2 per cent of the country's tax revenues while excise accounted for 4.4 per cent. Work-related expenses accounted for half the total deductions claimed by individuals while the average super account balance increased from $164,000 to $173,000.
SBS Australia
17 hours ago
- Politics
- SBS Australia
'It's about power': How sexual harassment affects those on the margins
Warning: this story contains elements that may distress some people. For many people, reporting sexual harassment at work is not as easy as simply making a complaint. While laws are in place to prevent and eliminate sexual harassment at work, experts and victim survivors say there are still significant gaps between policy and practice. Now, the Australian Human Rights Commission says more needs to be done to support those most vulnerable to harassment at work. Dr Anna Cody is Australia's Sex Discrimination Commissioner. She tells SBS that for real change to occur, leaders have to take action. "What we need to see is leaders stepping up. So that's CEOs, directors of boards, managers, supervisors, but everyone within a workplace to make sure that people are safe and respected at work. And how we can then create a culture where it's not okay to not be respectful within a workplace. We need to ensure that our workplaces are diverse, that there is cultural diversity, people with disability at all levels within an organisation." The Commission's new report, called Speaking From Experience, aims to address gaps in understanding about what workers from diverse backgrounds think needs to change to make workplaces safer. Sexual harassment at work is a complex matter and extends beyond gender discrimination, occurring most often to those who experience various forms of overlapping disadvantage or discrimination. "Harassers definitely do choose who they are harassing though they'll choose the person who's on a temporary visa or who really needs this job and who can't afford to let it go. So they use that vulnerability as a way of protecting themselves. So workplaces and bosses and supervisors need to be conscious of that, particularly where there are systems in place or locations within a workplace. You can create safety within a workplace through systems as well as through the way in which you deal with the person who's experienced workplace sexual harassment." The Australian Human Rights Commission says one in three Australians report being sexually harassed at work. This figure was far higher for some, with almost half [[48%]] of people with a disability experiencing harassment at work and 56 per cent of Aboriginal and Torres Strait Islander people. Those in insecure employment, LGBTIQ+ people, culturally or linguistically diverse people, and people with a disability, are not only more likely to experience sexual harassment, but less likely to feel safe enough to report it. Prabha Nandagopal is an award-winning human rights lawyer and founder of Elevate Consulting Partners, a firm that works with businesses to create safe, respectful and inclusive workplaces. She says leaders must be able to address their own blind spots and centre the voices of those affected. " We know that sexual harassment isn't just about gender, it's about power. And people who do sit at that intersection of racism, sexism, ableism, for example, are often more exposed and less protected. And as a woman of colour, I've seen how these layers of discrimination compound when it comes to leaders, it starts with really listening even when it's uncomfortable. So I'm briefing board directors and leaders and middle management almost every day in my day job, and it's very easy for me to talk about workplace sexual harassment. But the moment you start talking about racism in the workplace, that's when there's a bit of discomfort." While acknowledging changes to the national approach over the past decade and the greater responsibility placed on employers, experts say policy and practice gaps still exist. Drawing from the experience of over 300 victim-survivors of workplace sexual harassment, the report emphasises the need for people to feel safe enough to report. In 2022, a legal obligation called Positive Duty was added to the Sex Discrimination Act. Under the obligation, employers have a duty to eliminate and prevent, as far as possible, unlawful acts of sexual harassment at work. Prabha Nandagopal says she supports recommendations to impose civil penalties for companies failing to comply. "The positive duty regime under the Federal Sex Discrimination Act doesn't have civil penalties attached to it. So if someone doesn't comply with the commission's compliance notice that organization can be taken to the federal court. Where the federal court can make any order it sees fit. But unlike say your work health and safety regime, the commission's enforcement powers are quite limited." Workplace sexual harassment also extends beyond the physical workplace: it's not only harmful psychologically but can isolate individuals. Dr Shih Joo Tan is a professor of criminology at the University of Melbourne and has co-authored a series of reports on the experiences of migrant and refugee women with workplace harassment. She says aside from uncertainty around their rights, people from diverse cultural backgrounds are often dismissed as misunderstanding Australian culture. "For example, some migrant and refugee women might be on an employer-sponsored visa, which would sit very hard for them to even report or think about reporting because they would then have to consider the consequences that it could have on their visa status or which also links to their right to remain in a country. So there's that. And also the other issue that was also mentioned in the report was that a lot of times when they do try to say that this is what happened to me, or this person had said this really horrible thing to me, often the response that they could get is that this is just a joke or this is part of the Australian culture, learn how to, you just need to learn Australian culture in that way. So it was seen as a problem on their part that there was a lack of understanding." Another issue raised in the report was the lack of knowledge around different forms of harassment. Often mistaken as only the most blatant forms of harassment, sexual harassment in the workplace can be covert and is often dismissed as something more lighthearted. Dr Anna Cody says without proper understanding of what sexual harassment is, employers can't properly address it. "There have been significant changes over the last decade coming out of the Me Too movement and a greater understanding of workplace sexual harassment. But we still need to build our understanding of what constitutes workplace sexual harassment. So while many people understand touching, unwanted sexual touching, to be workplace sexual harassment, we need to think about messaging of sexual content or of leering or staring at someone in a sexual way or suggesting sexual acts with that person. All of those things also constitute workplace sexual harassment." The report offers policymakers and organisations eleven key recommendations. All of the recommendations centre around reducing barriers - barriers to information, to safety, to being heard, to accessing support, and to justice and accountability. Dr Tan says while many people never make a formal complaint, there were certain things people say made it easier when they did. "In the very first instance, most of them felt comfortable and secure with their direct supervisors. So there was immediate support from management level. The other thing was also assurance that this would not impact on their visa status or their financial security, or that they would not have to face small talk in the office, which was another thing that women had talked about as impacting on their mental wellbeing and things that they would consider as impacting on their positions. They felt like they were punished on a social level for speaking up or for complaining."]] Ms Nandagopal says employers need to take the time to understand the problems specific to their workplace. "So firstly, it's about really understanding the nature and prevalence of sexual harassment in their workplace by speaking to their workers and consulting, particularly those from marginalised groups, not only about what they're experiencing, but asking what they need to feel safe. Then investing in real quality education and training for leaders and workers. And then ensuring their policies and reporting processes are trauma informed and culturally safe. So going beyond that tick-a-box approach to really investing in quality effective measures to prevent and respond to sexual harassment." Commissioner Anna Cody says the landmark report is a crucial final step in the Commission's Respect at Work agenda. And while there is still a long way to go as the recommendations are considered, she says it's important to appreciate the work of victim survivors in telling their stories. "The people that we heard from, how strong and determined they were in trying to make our workplaces fairer and safer for everyone, that they wanted to share their stories so that we could act on them and ensure that other people didn't have to go through what they had gone through." If you or someone you know wants to talk about sexual harassment, call 1800RESPECT on 1800 737 732 or visit . In an emergency, call 000.
Forbes
a day ago
- Business
- Forbes
5 Ways Your LinkedIn Profile Quietly Repels Ideal Clients
5 ways your LinkedIn profile quietly repels ideal clients Your LinkedIn profile has serious problems and you don't even know it. You're sharing content on repeat, watching the likes and comments happen, and thinking it's all going well. But your dream clients aren't reaching out. Even the ones that engage with your posts just disappear, never to be seen again. Why? Because your profile actively pushes away the exact people you want to attract. Something fundamental breaks down between their interest and their action. They see your content, appreciate your insights, maybe even save your posts for later. But when it comes to actually hiring you or buying from you, they choose someone else. Here are the five hidden profile mistakes that stop your ideal clients getting in touch. Don't make them in yours. How your profile confuses more than it converts: and how to fix it Your dream client lands on your profile and sees "Strategic innovation catalyst" or "Transformational business architect." Their brain immediately switches off. You think you're being unique but you're actually being vague. When someone has to decode your headline to understand your offer, they won't bother. They'll move on to someone who makes it obvious. Write your headline for a smart 12-year-old. If you help CEOs double their revenue, say that. If you teach founders how to raise venture capital, put it in plain English. If visitors can't instantly grasp your value proposition, your posts don't matter. Test your headline by pasting it into ChatGPT and asking it if someone could immediately understand your value proposition. Your expert positioning depends on clarity, not cleverness. Beyond confusion there's another killer: complexity. Your profile makes everything sound like hard work. You mention your "comprehensive 12-week transformation journey" or your "perfect video 6-step methodology." Your dream client thinks they need three discovery calls before you'll even tell them the price. They imagine endless prep work, complicated processes, and months of commitment before seeing any results. Make working with you sound easy. Share quick wins your clients get in the first week. Explain the simple first step someone can take today. Describe your process focusing on their outcomes, not your methodology. Your ideal client wants transformation and simplicity. Show them both are possible. You make it look easy, they reach out. Here's where your LinkedIn profile really tests people's patience. Your website link brings a 404 error. Your email address is an old hotmail one. Your contact information isn't easy to find. And you haven't responded to that DM from two weeks ago. Seemingly small details until you realize each one costs you a potential client. Fix every single way someone could contact you. Check your website link. Fix your email address. Respond to DMs within 24 hours, even if just with a holding message. Add a clear call-to-action in your featured section telling people exactly how to work with you. Make it stupidly easy for interested people to start a conversation. Remove every possible friction point between their interest and your inbox. Your LinkedIn lead machine requires smooth pathways. Your dream clients judge your energy before they judge your expertise. They see you complaining about LinkedIn's algorithm in the comments. Arguing with trolls under industry posts. Your content focuses on what's wrong rather than what's possible. Even subtle negativity costs you clients: passive-aggressive responses, salty observations about client behavior, or constant warnings about what not to do. Become the most energizing person in everyone's feed. Share wins, celebrate client successes, and find the opportunity in every challenge. When LinkedIn frustrates you (and it will), channel that energy into helpful content instead of public complaints. Your dream clients want to work with someone who lifts them up, not someone who might drain their energy. Make every interaction leave people feeling better than before they encountered you. Show personality that attracts success-minded professionals. That typo in your about section? Your dream client noticed. The inconsistent capitalization in your job titles? They caught that too. When you capitalize "Summer" and "Winter" unnecessarily, detail-oriented prospects assume you're careless. Grammar issues become trust signals. If you can't proofread your own profile, why should someone trust you with their business? Run your entire profile through grammar-checking software. Read it out loud to catch awkward phrasing. Ask a perfectionist to review it with fresh eyes. Fix every single error, no matter how minor it seems. 45% of LinkedIn article readers are in upper-level positions, such as managers, VPs, directors, and C-level executives. These high-level decision makers notice everything. Perfect attention to detail shows you'll bring that same care to their projects. Make fixing your profile a priority before another week passes. Cut out those LinkedIn profile mistakes now Your LinkedIn profile can become your most powerful sales tool when you eliminate these conversion killers. Make your value crystal clear in simple language. Show how easy it is to work with you. Fix every contact method. Radiate positive energy that attracts success-minded clients. Update every detail until your profile reflects the excellence you deliver. Start with whichever fix will make the biggest immediate impact on your ideal clients' experience. Your dream clients are already looking for someone exactly like you. Stop giving them reasons to look elsewhere. Fix your LinkedIn profile to build your coaching business.
Yahoo
2 days ago
- Business
- Yahoo
ATO reveals 10 highest paying jobs in Australia: ‘$472,475 a year'
The Australian Taxation Office (ATO) has revealed the highest paying jobs in Australia, with the top job raking in more than $470,000 per year on average. The list is based on the tax return data of millions of Aussies and gives a sneak peek into the huge incomes some professions are banking. Surgeons have retained the top spot, earning an average of $472,475 a year. There are only 4,247 surgeons in the country. For context, that means they are earning more than six times the average taxable income of $74,240 over the same period. Medical professionals dominated the list, with anaesthetists taking second place with average earnings of $447,193. There are just 3,658 workers across the country. RELATED Tradie apprentice shocks with $100,000 salary as she reveals reality of lucrative job Centrelink $836 cash boost for 'very real' truth facing thousands of Aussies ATO issues July 1 warning to Aussies waiting on $1,500 tax refunds Financial dealers were the highest-paid non-medical role, earning an average of $355,233 a year based on 5,147 people in the profession. Financial dealers conduct financial market transactions on behalf of clients and include stockbrokers. The highest-paying job with the most people was chief executive officers and managing directors. There were a whopping 231,103 people in this job, earning an average of $194,987 a year. The ATO data, released today, is based on tax returns from the 2022-23 financial year. The list of highest paying jobs has stayed the same over previous income years, but notably, incomes have gone up for most professions. Here are the top 10 highest-paid jobs and how much their incomes have increased since the previous year's tax statistics. Surgeon $472,475 (up $12,119) Anaesthetists $447,193 (up $16,000) Financial dealer $355,233 (down $18,500) Internal medicine specialist $342,457 (up $1,728) Psychiatrist $286,146 (up $9,601) Other medical practitioners $259,802 (up $4,048) Mining engineer $206,423 (down $7,942) Judicial or other legal professional $206,408 (up $1,474) Chief executive officer or managing director $194,987 (down $2,733) Financial investment advisor or manager $191,986 (up $6,152) The fresh ATO data also revealed the average Australian income was $74,240 a year. This was up from $72,327 a year. The median income, which is the middle point, was $55,868 for the 2022-23 income tax. This was up from $53,041 per year from the year prior. It's worth bearing in mind that more up-to-date earnings data have been released by the Australian Bureau of Statistics. It found average weekly ordinary time earnings for full-time adults had increased 4.6 per cent annually to $1,975.80 in November 2024. That works out to $102,741.60 a year. The ATO data found the majority of Australians (44.9 per cent) fall into the $45,001 to $120,000 tax bracket. Only 5.3 per cent of the population fall into the $180,001 and over bracket, but are responsible for 37 per cent of net tax. The average superannuation account balance increased to $172,834, up from $164,126. While the median went up to $60,037, up from $57, in to access your portfolio
Forbes
2 days ago
- Business
- Forbes
Why Most Mid-Market Companies Stall At $10 Million—How To Break Through
For mid-market companies, breaking through $10 million—$25 million in annual revenue has little to do with working harder or selling more. It requires a shift in leadership, especially in financial decisions. Most owners of mid-market companies don't plan to stall; they simply run out of room to grow with their current model. If your company has hit $10 million in annual revenue and progress suddenly feels slower, less profitable, or harder to scale, you're not alone. I've worked with many CEOs in this exact spot. Revenue's solid, the team is strong, but somehow…it's just not clicking like it used to. This is the invisible ceiling most companies face between $10 million and $25 million. Breaking through it has little to do with working harder or selling more. It requires a shift in leadership, especially in financial decisions. The Hidden Ceiling Most CEOs Don't See Coming Early growth is often driven by instinct, hustle, and sales momentum. The CEO is closely involved in all aspects of the business, and decisions are made quickly. But as the company scales, complexity creeps in with more people, more systems, more moving parts. Suddenly, the same playbook that got you to $10 million becomes the thing holding you back. What used to work (being scrappy, trusting your gut, and reacting to what's urgent) now introduces risk. Without a clear view of what's driving profit, or bleeding it, every decision starts to feel like a guess. That's when growth plateaus, margins shrink, and frustration sets in. More Revenue Doesn't Always Mean More Profit This is where many CEOs get blindsided. They assume growth will smooth itself out. But in reality, revenue masks deeper issues: Most mid-market companies don't fail because of poor sales. They fail because they outgrow their systems before they build new ones. Often, the gap is in their financial strategy. The CFO Void at the $10 million–$25 million Stage Here's a hard truth: Many companies at this stage don't have the financial leadership structure they need. They either rely on a controller or finance manager focused on reporting, or they hire a CFO who ends up spending most of their time plugging holes instead of leading. Neither approach is enough. What you need is a financial strategy function that keeps pace with growth, one that can surface insights weekly, align your resources with your goals, and help you think two moves ahead. That's the job of what we call a Growth CFO. This is about more than finding someone to review the past. It's a financial partner who helps you shape the future. From Reactive Decisions to Proactive Planning One of the clearest indicators that a company is stuck is how it makes decisions. When CEOs operate without a financial model that shows them where they're going, not just where they've been, leadership becomes reactive. If you set out to simply 'clean up the books,' you're in trouble. You must build a business that gives you real-time clarity so you can lead with confidence. Breaking Through Requires a System, Not a Hero Scaling beyond $10 million sustainably means building a business that runs on insight, not guesswork. That includes: When you have that system in place, your business starts telling you what it needs, and you're finally free to lead instead of fighting fires. Time to Break Through The $10 million–$25 million stage is where many companies stall. But it's also where the next level begins. But only if you're willing to shift from gut-driven hustle to insight-driven leadership. Growth doesn't slow because you're doing something wrong. It slows because the way forward demands something different. If you want to break through the ceiling, don't just ask how to sell more. Ask whether your business is built to scale, with financial clarity, strategic insight, and a team that helps you move forward with precision.
