1LV and Withers hosted an exclusive panel of business leaders to debate whether UK workplace really can #AccelerateAction in the journey to gender equality
A panel of experts and business leaders emphasised the need for systemic change to address persistent inequalities faced by women in the workplace. Discussions at the One Loud Voice debate, in partnership with Withers to mark International Women’s Day (IWD) 2025, centred around how traditional ‘pathways designed by men’ create barriers, and what steps are needed to foster true equality.
The conversation featured Ruth Handcock, CEO of Octopus Money, alongside other prominent voices including Vivienne Artz OBE, COE of FTSE Women Leaders Review, Keith Richard, CEO Consumer Duty Alliance, and Denis Jackson, CEO at The Law Debenture Corporation. They highlighted the complex challenges women encounter in their careers. Jackson said that because of his wife’s experiences he witnessed from an early age that the ‘rules of the game’ seemed designed for ‘a different demographic’.
Systemic Barriers and ‘The Machinery’
Luisa Baldini from Composure Media chaired the discussion, which revealed a consensus that systemic issues are at the root of the problem. Key challenges identified included:
Hiring practices: A tendency to prioritise experience over skills, particularly in professional services, creates a systemic bias. This reluctance to ‘take a risk’ on skills limits opportunities for women.
The ‘Glass Cliff’: The phenomenon of women being promoted into leadership roles during times of crisis, which increases their risk of failure, was cited as a damaging pattern.
Unequal judgment: Women are often judged differently than men, with language used to describe them carrying negative connotations – for example, where men are referred to as ‘ambitious’, women are ‘aggressive’.
Lack of Data: Richards emphasised that a lack of comprehensive data hinders the ability to
identify and address specific barriers.
Modesty vs. Confidence: Women may be perceived as lacking confidence due to societal expectations of modesty, which can impede career progression.
The ‘Sticky Middle’
Research from the FTSE Women Leaders Review revealed the challenges faced by women in banking, specifically those in the sticky middle, sometimes referred to as the ‘missing middle’ (ages 30-45). A key finding contradicted the misconception that women in this age group don't desire advancement. Instead, they often leave roles for negative reasons (such as not getting promoted), while men tend to leave for positive reasons like higher pay and promotions. This contributes to the broader issue of the gender split.
Aspirational leadership
Handcock, sharing her experience as a CEO, stressed the importance of making leadership roles appear aspirational. She noted that the way such roles are often portrayed can deter potential candidates. She emphasised the joy she derives from seeing people succeed, a sentiment often absent in how men discuss leadership.
The debate extended to whether the system or women themselves needed to change first. The consensus leaned towards systemic change but also acknowledged the need for women to navigate the existing system while remaining authentic.
Calls for action and change
Panellists offered various solutions and perspectives on how to achieve greater equality. Jackson stressed the importance of listening to the needs of women and creating a supportive work environment. He also urged a shift in hiring practices, with companies taking more risks on skills over experience.
Richards advocated for training, education, and mentoring programmes with a focus on translating intent into tangible outcomes. Artz emphasised the need for resilience, and encouraged women to pursue their careers authentically, creating their own pathways. And Handcock called for changes to parental leave policies to promote shared responsibility.
Creating a culture of equality
The discussion also addressed the importance of company culture and responsible management in fostering equality. Participants noted that senior women are more likely to thrive in mission-driven environments. Jackson highlighted the role of learned behaviours in perpetuating inequality, while Artz cautioned against ‘representative diversity’ that lacks substance. Richards said there is a willingness to change in many organisations, but a lack of understanding among some leaders on how to implement it effectively.
The panellists considered the next generation and the challenges ahead. Artz noted that the onus shouldn't be solely on women to solve these issues. She also observed that Gen Z have different expectations around workplace equality, and that a balanced approach is needed, where men understand the benefits of an inclusive workplace and society for everyone. A key point was made about getting women into Profit and Loss (P&L) roles earlier in their careers, as too often board quotas are being met with non-executive appointments simply because women lack P&L experience to make it to executive level.
The discussions to mark IWD underscored both the need to accelerate action, and the complexities that hinder the dismantling of systemic barriers and prevent the creation of truly equal opportunities for women in the workplace.
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