Domain’s Chief Product & Technology Officer on strategic risk, public accountability, and creating real change

For organisations serious about accelerating action on gender equity, setting goals is not enough—leaders must be accountable for delivering results.

Nathan Brumby, Chief Product & Technology Officer at Domain, is clear about his role in driving meaningful change.

With a career spanning multiple industries and continents, he has seen firsthand how mentorship, leadership, and structured career development impact opportunities for women in technology.

As part of ADAPT’s International Women’s Day 2025 series, we spoke with Nathan about unconscious bias in hiring, the importance of calculated risk, and why public accountability is key to progress.

Public accountability in hiring and promotion

Addressing gender equity in hiring isn’t just about good intentions—it requires transparency, measurement, and follow-through.

Nathan has embedded targets into Domain’s leadership accountability framework, ensuring that diversity is prioritised at every stage of recruitment and career progression.

“We’ve actually set targets. Those targets are published. My KPIs for the year are shared with my team, with my peers at an executive level. We’re driving that narrative around better balance, and it’s built into how we hire and promote.”

Beyond setting goals, Domain has invested in leadership dedicated to diversity, equity, and inclusion, embedding this focus into business strategy rather than treating it as an add-on initiative.

Taking calculated risks in career growth

Nathan emphasises that career advancement often hinges on the ability to take calculated risks—a challenge he believes women are often discouraged from embracing.

He recalls a pivotal moment in his own career when he and three colleagues considered a major move to the US to pursue opportunities in technology.

“I went, and they didn’t. Fast forward 25 years, and they have regrets. At the time, we all saw the opportunity, but only one of us acted on it.”

He encourages women to assess risks strategically—fully understanding both the potential challenges and rewards—rather than allowing self-doubt or hesitation to hold them back.

The importance of active sponsorship and career strategy

Nathan highlights the difference between informal mentorship and structured sponsorship, noting that many professionals—regardless of gender—are not strategic about managing their careers.

“A lot of the time, people aren’t being held back—they just aren’t managing their careers with intent. You need cheerleaders, people who actively advocate for your success and push you forward.”

He believes organisations need to do more to formalise career advocacy programs, ensuring that women in tech are not only guided but also championed into leadership roles.

Moving the needle on gender equity

When asked about the single most impactful action organisations should take to advance gender equity, Nathan points to leadership accountability.

“It’s in black and white. It’s my KPI. I can’t avoid it, and that’s the point. If we’re serious about change, we have to track it, report it, and commit to real action.”

Real progress comes when organisations embed diversity targets into performance metrics at the highest levels, ensuring that gender equity is not a discussion point but a business imperative.