This International Women's Day, the global community is rallying behind one urgent message: We need to #AccelerateAction for gender equality.
The World Economic Forum's sobering prediction that full gender parity won't be achieved until 2158 – five generations from now – underscores the critical need for immediate and decisive action. As a recruitment agency working across multiple industries, we at James Andrews have a unique perspective on both the challenges and opportunities for creating more equitable workplaces.
In this blog, we'll share practical advice for employers looking to make meaningful change, alongside real experiences from women within our organisation who are benefiting from our equality initiatives.
The Current Landscape
At the current rate of progress, it will take 133 more years to reach gender equality. This isn't just a statistic – it's a call to action that no forward-thinking organisation can ignore.
Gender equality isn't just the right thing to do; it's also good for business. Research consistently shows that diverse teams outperform homogeneous ones. Companies with gender-diverse executive teams are 25% more likely to achieve above-average profitability compared to their counterparts.
Practical Steps Employers Can Take
1. Implement Transparent Pay Structures
One of the most powerful ways to address gender inequality is through transparent pay and progression structures. At James Andrews, this approach forms the foundation of our equality initiatives.
Our Compliance Manager Roxanne Scott shares: "From first joining there is a clear and transparent pay structure and progression pathway that eliminates gender pay gaps. Enhanced maternity leave is also offered to those who qualify and those who have come back off maternity leave have had flexible working hours/patterns approved if needed."
Advice for employers: Conduct regular pay equity audits and establish clear salary bands for all positions. Make the criteria for advancement transparent to all employees, and consider publishing anonymised pay data internally to build trust.
2. Create Merit-Based Progression Pathways
Ensuring that advancement is based on performance rather than other factors is essential for creating a level playing field.
Talent Acqusition Manager Jo Dufficy notes: "Both women and men at James Andrews have equal opportunity to progress with promotions and career advancements being based on meritocracy and performance."
Advice for employers: Develop objective criteria for promotions that focus on measurable achievements. Implement regular performance reviews with clear feedback and development plans for all employees. Ensure that leadership and management opportunities are accessible to everyone.
3. Support Working Parents
The "motherhood penalty" remains a significant barrier to gender equality in the workplace. Progressive parental leave policies and flexible working arrangements can make a substantial difference.
Talent Acquisition Executive Lauren Golder shares her experience: "After returning to James Andrews after my first maternity leave I was able to take up part time hours to work around childcare opportunities as well as set working from home days to coincide with this. I was then also able to change my hours slightly after returning from my second maternity leave to provide further flexibility dropping two children off to childcare/school."
Advice for employers: Offer enhanced parental leave where possible, implement flexible working options, and create a culture where utilising these benefits isn't seen as a lack of commitment. Consider providing childcare support or subsidies as part of your employee benefits package.
4. Provide Equal Opportunities for Career Development
Access to training, mentoring, and networking opportunities should be available to all employees regardless of gender.
Rachel Birbeck, Associate Partner within our Executive Search brand Lincoln Cornhill Executive, reflects on positive changes she's witnessed: "When I joined initially years ago it was male dominated, however I think from the recent promotions of two females to Directors in London this has proved that they have taken steps to achieve gender quality. Hopefully more female directors in the future!"
Advice for employers: Implement formal mentoring programs that connect women with senior leaders. Offer leadership development initiatives specifically designed to address the unique challenges women face in advancing their careers. Set targets for gender representation at all levels of your organisation.
5. Foster an Inclusive Culture
Creating a workplace where all employees feel valued and respected is fundamental to achieving gender equality.
Chloe Vickers, a newer team member within our Leicester office, shares: "I have only been here a short while however I would say that so far I have had a very positive experience when it comes to being listened to, being given opportunities to provide feedback, make suggestions to improve work etc."
Advice for employers: Provide unconscious bias training for all employees, especially those involved in hiring and promotion decisions. Establish clear policies against harassment and discrimination, and ensure they're consistently enforced. Create forums where employees can provide feedback on company culture and practices.
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Health and Wellbeing Support
Addressing women's specific health needs is another important aspect of workplace equality. At James Andrews, we provide anonymous access to women's health services through Heka, covering everything from fertility services to menopause support.
Jo comments: "I was aware that Heka offered women's health services but I actually didn't know it was anonymous! For some I can see this being reassuring to access certain products which could be sensitive for a female whilst maintaining their privacy."
Advice for employers: Consider implementing specific health and wellbeing initiatives that address women's needs. Ensure these services are easily accessible and, where appropriate, confidential. Train managers to be supportive of health-related absences and accommodations.
Looking to the Future
When asked about their hopes for the future as female employees at James Andrews, our team members shared ambitious goals including:
"To become a Director."
"To progress into management and continue to grow within the company."
"I hope that we continue to see female employees progress and achieve their goals at James Andrews and that we see more women reach Director level at the company as we grow."
"To be able to develop my career further with additional training and take onboard new tasks as part of this. Furthermore this will hopefully enable a promotion."
These aspirations reflect a workplace where women feel empowered to aim high and see a clear path to advancement – exactly the kind of environment all employers should strive to create!
The Business Case for Accelerating Action
Beyond the moral imperative, there's a compelling business case for advancing gender equality. Companies that lead in this area typically experience:
Improved ability to attract and retain top talent
Enhanced innovation and problem-solving
Better understanding of diverse customer bases
Stronger financial performance
Enhanced company reputation
The Time for Action Is Now
The theme of International Women's Day 2025 – #AccelerateAction – couldn't be more timely. Waiting until 2158 for gender equality isn't just unacceptable; it's unnecessary. With committed leadership and practical policies, employers can make significant strides toward creating more equitable workplaces right now.
At James Andrews, we're proud of the progress we've made, but we recognize that the journey continues. We're committed to continually evolving our practices to ensure all employees have equal opportunities to thrive and advance.
This International Women's Day, we challenge all employers to reflect on their own practices and take concrete steps to accelerate action for gender equality. The future of work depends on it.
As a recruitment agency, James Andrews Recruitment Solutions is committed to helping organisations build diverse and inclusive teams. Contact us to learn more about how we can support your diversity and inclusion goals.
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