RW - foRWard Health & Wellbeing eMag - June 25 - Flipbook - Page 17
How organisations can empower
women in their careers
Actionable strategies for
embracing gender diversity
Our research reveals clear di昀昀erences in how men
and women perceive leadership. While 68% of men
admire leaders who empower others, only 52%
of women say the same. Women place greater
importance on authenticity and ethical leadership,
with 32% 昀椀nding it most inspiring compared to just
18% of men. Women are also slightly more likely
to be inspired by leaders who navigate complex
situations, with 13% identifying this as a key trait
versus 9% of men.
Creating a workplace where women can thrive
requires deliberate and sustained action. Here are
some key strategies employers can implement to
move from good intentions to lasting impact:
These 昀椀ndings suggest that
women are more inspired
by leadership that re昀氀ects
authenticity, values and
emotional intelligence, while
men are often drawn to actionoriented, directive leadership.
This highlights the need for leadership development
programs that re昀氀ect a broader range of values
and motivations, especially for women who
continue to be underrepresented in leadership
roles.
Balanced leadership teams o昀昀er a mix of strengths
and perspectives, resulting in be琀琀er decisionmaking, stronger team dynamics and a culture
that re昀氀ects the diversity of the workforce. By
aligning leadership approaches with what women
value, businesses can build more inclusive cultures,
improve retention and enhance their reputation in
a values-driven talent market.
1. Embed gender diversity into
your organisation’s DNA
Drive meaningful change by integrating gender
diversity into your core business strategy. Set clear,
measurable targets for female representation,
particularly in leadership roles, and include diversity
metrics in performance evaluations and strategic
planning. Ensure senior leaders actively model
inclusive behaviours and foster a culture of equity
and accountability.
2. Make ED&I policies visible
and actionable
Clear and consistent communication is key. Ensure
all employees understand your ED&I policies and
provide managers with the training needed to
implement them e昀昀ectively. Regularly review
policies, enforce them consistently, and create safe,
accessible channels for feedback and reporting
to encourage accountability and continuous
improvement.
3. Build inclusion into every stage
of recruitment
Design hiring processes that reduce bias and
support equal opportunity. Use gender-neutral
language in job ads, implement blind screening
and structured interviews, and assemble diverse
hiring panels. Ensure shortlists consistently include
quali昀椀ed women to drive balanced representation
across all roles. Explore our Diverse Hiring
Diagnostic to identify opportunities and embed
inclusion at every step of your recruitment process.
4. Support 昀氀exibility and family
responsibilities
Normalise 昀氀exible working by o昀昀ering accessible
options such as hybrid work, 昀氀exible hours, and
job sharing. Implement equitable parental leave
policies and provide structured return-to-work
support. Recognise caregiving responsibilities and
remove career penalties to create a workplace
where all employees can thrive.
