Empowering women in the workplace

A Robert Walters research piece conducted as part of the Empowering Women in the Workplace programme investigated the reasons why women leave the workforce, and why women continue to be underrepresented in business at the senior level.

The question is no longer why women were exiting the workforce, but rather, what employers could do to attract and retain talented women in their business.

This research, based on a survey of over 100 women working in professional disciplines, explored the effectiveness of strategies to empower and advance women in the workplace, looking at areas such as flexible working, mentoring, leadership, and what women themselves considered to be a successful career.

Key Findings

• 83% of those surveyed believed women were underrepresented in business leadership.
• Nine in ten women ranked flexible work options for parents as important, but only half of employers offered these.
• 58% of women surveyed believed family pressures or commitments outside of work held women back.
• 43% of women who took a career break felt they were disadvantaged when they returned.
• 37% of women surveyed said they would change jobs to find an employer with a better maternity policy.

What Matters Most to Women at Work

The research highlighted that nearly all respondents (98%) ranked pay, work-life balance, and fulfilment at work as important for job satisfaction. A collaborative workplace was also highly valued, with 97% saying it mattered to them. Women placed the highest value on fulfilling and rewarding work, and many identified the opportunity to provide regular feedback and work for a company with ethical business practices as essential.

When asked about reasons for changing jobs, women cited improved work-life balance (31%), better career development opportunities (23%), a more fulfilling job (22%), and a bigger salary or bonus (17%) as their main motivators. This demonstrates that a one-size-fits-all approach to talent acquisition may not deliver the best outcomes, and employers should consider a range of factors when shaping their strategies.

Barriers to Progression and Representation

The research found that family pressures and commitments outside of work were the most commonly cited reasons for women being underrepresented in senior management. Other significant barriers included:

• Difficulty returning to work after having children (43%)
• Management promoting men over women (41%)
• A workplace culture that does not foster diversity, inclusion, and equality (32%)
• Lack of strong female role models at work (30%)

Over half of women who took a break from their career felt they were disadvantaged when they returned, and 43% found it difficult to return at the same level. These findings highlight the importance of supportive family and maternity policies, as well as a culture that values diversity and inclusion.

Strategies for Empowerment and Advancement

Mentoring and personalised development plans were seen as highly effective strategies for supporting women’s career progression:

• 82% of women surveyed believed mentoring programmes helped build gender diversity.
• 94% valued personalised development plans in helping them succeed.
• When asked about the single most important factor in achieving career success, 44% cited having a mentor or sponsor at senior management level, and 20% said formal leadership training sponsored by their employer would be most beneficial.

Employers were encouraged to develop clear gender diversity policies, offer flexible working arrangements, and provide strong support for women returning from career breaks. The research also suggested that businesses should communicate their diversity strategies clearly during workplace induction, as 77% of women felt this was important.

Family-Friendly Policies and Retention

Family-friendly policies were identified as a key factor in retaining talented women. The most important policies included:

• Maternity leave over the statutory entitlement (60%)
• Opportunity to come back to work part-time (59%)
• Maintaining regular contact with employees on maternity leave (36%)
• Flexible working arrangements (86%)

Employers who offered additional maternity leave benefits and ensured women were kept engaged during their leave were more likely to retain female talent

Conclusion

The research concluded that creating a culture that valued diversity, inclusion, and equality was essential for attracting and retaining talented women at all levels of business. Employers who invested in clear policies, flexible working, mentoring, and supportive family-friendly practices were best positioned to empower women and build a more diverse leadership pipeline for the future. 

If you would like further details or advice on implementing these strategies in your organisation, please get in touch with one of our Robert Walters consultants.