Kate Cahill joined Court Network as Executive Director in January 2026 and has already made a strong start in the role. She has been actively engaging with stakeholders, progressing implementation of the Strategic Plan, and visiting courts across Victoria and Queensland to connect with staff and stakeholders.
Kate brings significant leadership experience to Court Network. Most recently, she was CEO of Griefline, where she led the expansion of the Victorian phone service into a national service and guided a dedicated team of staff and volunteers supporting people navigating grief.
As well as being an organisational leader, Kate is also a yoga instructor, avid reader and mother. Ahead of International Women’s Day, I sat down with Kate to discuss its 2026 theme, Balance the Scales. Balance the Scales is a promise that every woman and girl – regardless of background or identity – should be safe, heard, and free to shape their own lives.
Thanks for chatting with me, Kate! Let’s get warmed up, what does, ‘Let’s balance the scales together’ mean to you personally?
To me, it means recognising that imbalance exists and working collectively to both identify what is creating the imbalance (like equal pay and discriminatory policies and practices) and collectively working to lessen or remove the obstacles and even up the scales.
So, recognition, understanding and then action towards equity?
Exactly!
Considering this, and with your leadership experience, what responsibility do you think organisational leaders have in ‘balancing the scales’?
Leaders have a responsibility for their own actions and attitudes as well as creating organisational systems and processes that support gender equality. This is not just something to showcase on International Women’s Day, but rather something that needs attention and focus every day.
What do you mean by ‘their own actions and attitudes’?
I believe we have a responsibility to act and speak in a way that supports the organisational culture and broader community we want to create. If we want to have a society where there is equality, we need to act in a way that supports that
Interesting, and where do you see intersectionality fitting in with this?
If by intersectionality you mean recognising that individuals hold multiple identities and that the intersection of those identities can create unique and compounding forms of disadvantage then firstly, recognising that it exists! And making sure we have the right people in the rooms where discussions on barriers or policy are taking place. For example, when considering a change for flexible working arrangements do you have people with all types of caring responsibilities present, not just those with children, and do you have people with cultural responsibilities around dates of significance? What is not being considered and needs to have attention brought to it?
Great response! So, what does balanced leadership mean to you?
I love this question! For me, it’s making sure I’m looking after my whole self (body, mind and spirit) so I can be fully present at work and at home and considering both heart and head when making decisions. It also means taking different viewpoints and perspectives into consideration, and adjusting my style or decision making based on what the situation needs rather than always being fixed to one way of operating.
I’ve already seen you do this in the few weeks we’ve worked together! I think your flexible approach builds the trust of staff.
Thank you! I hope so.
What signs of progress give you hope that the scales are starting to balance, and what still needs urgent attention?
Seeing more women completing high school and higher education, the rise in women in previously male dominated industries and occupations and flexible/part-time working arrangements becoming more common.
What still needs urgent attention is the gender pay gap, particularly in the private sector, and ensuring meaningful flexible work options at all levels of the organisation are available for women returning from parental leave or managing work with caring responsibilities.
Ah yes, the constant battle between caring and working – you’d think we’d have better systems and understandings by now!
Absolutely! Unfortunately, it still seems to depend on where you work and who your manager is, which is why I think it’s so important managers take on that intersectional lens when practicing balanced leadership.
So true! Well, to finish on a positive note, what is one action you think everyone reading can do to help balance the scales?
Reflect on what is preventing the scales from being balanced now – what is preventing women here and around the world from getting a fair go. Everyone will have something that is within their control to start shifting the balance – that might be just acknowledging that disadvantage exists or highlighting a discriminatory policy at your workplace and requesting it be reviewed.
Thanks so much for your time Kate, and happy International Women’s Day!