While research shows that daughters are still often overlooked in family business succession plans, a SA winemaking family is bucking the status quo.
University of South Australia social psychologist Leonnie Blumson says despite advances in gender equality in other areas of society, fewer than 10 per cent of Australian daughters were appointed as business successors or heirs.
#CountHerIn was the theme of this year's International Womens Dday, promoting gender equality through women's economic inclusion, which is particularly relevant to family farms and businesses in Australia.
Dr Blumson said sons were still given higher family status than wives and daughters when it came to business, despite a growing field of research showing that women are equally competent business managers as men, often have better people skills and a more creative and innovative leadership style.
Dr Blumson said despite sex discrimination laws and equal opportunity legislation - where daughters can legally contest employment decisions - many middle-aged businessmen remained socially conservative and preferred a structured hierarchy based on sex and age.
"There's also an old-fashioned expectation that daughters will marry and change their name, focusing on family and child rearing rather than business," she said.
A well-known South Australian business bucking that trend is Angove Family Winemakers, a fifth-generation winery and distillery.
Siblings Victoria and Richard Angove are joint managing directors of the company, and sister Sophie works in the vineyard as a viticulturist.
Victoria said her father John Angove brought a new approach to the company's culture, leadership and recruitment strategy when he took over the reins in 1983, hiring purely on merit.
"Growing up, the focus for Mum and Dad was on our education and we were treated equally," she said.
"There was never any question about gender-defined roles; it was all about a love for learning.
"Our family has always had a commitment to equality and opportunity, and this underpins the company's culture."
Dr Blumson said female leaders generally placed more weight on corporate social responsibilities - considering environmental, ethical, philanthropic and economic factors in their decision making.
"They are also associated with reducing fraud, being more innovative, building harmony in a team and resolving internal conflicts, and improving employee welfare and satisfaction," she said.
"It's important we address this gender economic inequality in family businesses.
"Business owners should be encouraged to include all interested children in the family business, tapping into the individual talents of sons and daughters.
"Family businesses should also be made aware that it is unlawful under the Sex Discrimination Act 1984 and the Equal Opportunity Legislation to discriminate against daughters on the basis of sex when employing children in the business."
