Earlier this year we surveyed 6,000 workers to gain detailed insight into the current status quo of UK workplaces, and to assess the persistence of gender discrimination. Our 2022 gender equality in the workplace report looked at what employers are doing to support their employees across multiple sectors, and what workers would like to see from them in 2022.
Upon analysis of the results, it soon became clear that a lack of female mentors is holding the nation’s women back in their careers. When questioned about the factors that stand to have the greatest impact upon their careers, 55% of female survey respondents stated that the absence of female role models was at the top of the list.
the importance of a gender-diverse workforce
While increasing diversity and inclusion within an organisation is more commonly recognised as being of strategic importance for future success and innovation, it’s been proven that employees are frequently found to be happier and more engaged in diverse and inclusive workplaces; all of which leads to increased performance, improved profits, and lower levels of attrition.
In addition to capturing the thoughts and opinions of women around the country with regards to workplace gender equality, we spoke to some of Randstad’s very own senior female leaders to lean on their expertise and pass on any tips and advice for young people starting out in the workplace or looking to grow their careers. We’re fortunate enough to have some inspirational female role models within the organisation, led by our CEO - Victoria Short:
“Diversity, inclusion and wellbeing are embedded in our heritage, an integral part of how we do business.
Our approach to inclusion and wellbeing, keeps that in mind. We’re focussing on employee wellbeing, on embedding inclusion and ensuring that employees have greater opportunities to get involved. We are committed to creating a culture that encourages collaboration, where it’s the norm to bring together diversity of thought, creativity and collective and individual employee experiences to help shape and inform our decision making.
How we live our values defines how we do business. How we value and respect our people, their diversity, experiences and uniqueness defines the culture of our organisation now and in the future. Bringing both these elements together defines how successful we’ll be in meeting the current and future needs of our clients, our candidates, our partners and our people.”
Top tips from Randstad’s female leaders on career development and progress for women looking to advance their careers:
Confidence starts with “con”
A common theme emerged from the female senior leaders we spoke to about career progression for women: the importance of overcoming a lack of self belief and confidence in ability. Every person we spoke to admitted to having moments or ongoing periods of self-doubt when they didn’t believe in their own success or potential.
Thema Bryant-Davis, a psychologist and professor of psychology at Pepperdine University in California talks about how a lack of role models for women has an impact on whether people feel they do - or don’t - belong in corporate environments and leadership positions. Without representation there’s no “signal of the possibility of advancement or how to manage the realities of stereotypes in order to advance.”
‘96% of men and women surveyed said that having a female manager would either improve their working day, or would maintain it at the same level.’ - Randstad Gender equality in the workplace 2022
One female leader pointed out that confidence starts with “con”, an adjective that means “assurance based on insufficient grounds.” If you feel like your work is not worthy of being confident over, you can be assured that anyone appearing confident feels the same. Everyone, regardless of seniority is likely to suffer with imposter syndrome at some point - just knowing that is the important bit. Practice confidence in small areas, perhaps speaking up in a meeting or pushing to get the answers you need from stakeholders and you’ll find your confidence grows.
In parallel with that message, do not believe other people’s beliefs about your limitations. Their reflections of you are not the truth and don’t let them underestimate you. Every decision you make puts you in control of your career and you will find your professional strength as you continue to prove this to yourself.
Taking ownership of your career
Overcoming confidence barriers and adapting a new proactive approach will enable you to step out of your comfort zone. Many people hold themselves back solely because they are afraid of what people might think - we like to encourage women to seek stretch assignments and additional training courses offered by employers for development.
Make an effort to put yourself out there and meet new people. Set up informational interviews with like-minded professionals, strike up a conversation with someone at a conference, and attend in-person or virtual networking events. Even the most experienced professionals find the prospect of networking with peers a daunting one, however, if you can get over the nerves and prepare correctly, working the room at industry events can really help you enhance your career prospects, build up your confidence and allow you to get a better understanding of your industry. Remember, you don't always have to be a confident extrovert to succeed at networking.
Don’t put your career in other people's hands - really think about what you want - you are in control!
Setting career goals is an important first step in the right direction. For more information on how to set meaningful career goals, see Randstad Risesmart’s advice article here.
Don’t get too comfortable
Our gender equality report revealed that when it comes to career advancement, 7% of women across all industries report having been passed over for promotion due to perceived gender discrimination, while just under one in ten say they have been offered a less important role because of their gender. It doesn’t come as a surprise that when looking at the same data filtered by male only responses, the percentages are lower.
Keep your curiosity alive, observe, learn and remember to put yourself forward. In workplaces that are predominantly male, women are less likely to put themselves forward for opportunities, as they doubt their capability more so than men. When it comes to appraisals, this can mean that they are overlooked for progression.
It’s a good idea to consciously put yourself forward for opportunities – whether it is leading on a new project, attending an event or organising the office party. Doing this means you are more likely to be noticed, and it will give you tangible examples to draw on during job interviews and appraisals, meaning you’re more likely to stand out and succeed.
“The positive news is that women have been making great strides in the boardroom: 40 per cent of directors on the top boards of UK plc are now women, compared to 12 per cent in 2010. Parity of board seats is now a realistic prospect in the UK.
“There is also, perhaps, less organisational bias against women. I hold an executive leadership role at a top recruiter – something that was not an option for my highly intelligent mother. Everything has changed and nothing has changed. Outside non-executive boards, lower down the organisation or in smaller businesses, it’s a very different story and these findings reflect that. ”
