The Lionesses’ success gets the ball rolling on equal opportunities for women at work

?The Lionesses brought it home in the first England win in a major tournament since 1966.

And would you believe that women weren’t even allowed to play the sport back then, as a result of an FA ban which wasn’t lifted until 1970?!

Which goes to show: women are capable of achieving anything, despite the barriers that unfortunately remain in place to this day.

I’m particularly inspired by the Lionesses’ success as the mother of two daughters.

This ground-breaking victory solidifies that it is no longer a man’s world. A woman can reach whatever goal she puts her mind to.

Though of course, we still face challenges… For example, almost half of workers still believe particular jobs are exclusively male or female.

Clearly, we have work to do, to level the playing field and ensure that all barriers to success for women are broken down.

We owe it to ourselves, to our daughters, and to our granddaughters to present to them a world where they are free to pursue their dreams, without risk of discrimination or judgement.

We must do away with the notion of typically male-dominated industries and instead, ensure career pathways and progression opportunities for women in sectors like football, science, construction, finance, and I.T, for example.

Thankfully, we are seeing more and more female trailblazers, each paving the way for women to succeed.

I want to give a special mention to American actress Nichelle Nichols. She passed away this week but leaves an incredible legacy that has shaped the future of women in work. She is best known for her role in 1960s sci-fi TV series Star Trek and broke barriers in her role as Lieutenant Nyota Uhura in the series, becoming one of the first black actresses in the US to play a figure in authority.

And that’s not all: she was later employed by NASA in a bid to encourage more women and African-Americans to become astronauts.

In truth, there are many individuals who have worked hard to break down barriers and put women on the same social standing as their male counter-parts – Marie Owens, the first female police officer in the U.S, back in 1891; Karren Brady, who has spent over 30 years in the traditionally?male-dominated?football industry; and Katharine Graham, the?first woman to lead a Fortune 500 company - to name but a few.

But we need to work harder to ensure those barriers crumble beyond repair and can never be erected again. We must push for parity and equal opportunities for all, until we no longer have to write articles like this, until it’s common and expected even, for women to thrive in every single avenue of the working world.

We need to actively call out gender bias, stereotyping, and discrimination, put an end to harmful ‘banter’ and instead create an environment which is diverse, equitable, and inclusive.

I want my daughters to grow up knowing that there is nothing standing in their way to success. Whether they want to don a hard hat and work on a building site, whether they want to be a Finance Director, or a sports journalist. That the world is their oyster and theirs for the taking.

And I imagine every parent feels similarly. That with every generation, we get closer and closer to true equality.

The onus falls on each and every one of us to challenge our bias which makes it difficult for women to move ahead – whether it’s deliberate or unconscious. And employers too can take various actions to better support the success of women in the workplace.

It is crucial we stop assuming that women take on the role of primary caregiver, and instead, place an emphasis on equally shared responsibilities between mothers and fathers.

Sure, the offering of flexible working arrangements – like part-time working, flexi-hours, or hybrid/homeworking - can prove beneficial to supporting women at work. But these must be offered out to working dads too to even the playing field.

Take this shocking statistic for instance: Only a quarter of eligible fathers took time off following the birth of a child in 2020. Just 176,000 men took paternity leave in 2020-21, compared to 652,000 women who took maternity leave over the same period.

Is this down to a lack of communication as to a working dad’s rights in the workplace? Or is it because new fathers and fathers-to-be may not feel comfortable in requesting leave? Or maybe it’s a money issue…

Either way, effective family-friendly support for male employees has been linked to improved working conditions and job opportunities for female equivalents, who are often overlooked for promotions due to taking time off for familial responsibilities.

Similarly, women should not be penalised for their caring responsibilities, or for having to take time off work for gender-related conditions.

Treating employees differently or less favourably can lead to claims of sex discrimination and in some cases age/disability discrimination where conditions like menopause and endometriosis come into play.

At present, annual gender pay gap reporting is mandatory for all companies with over 250 members of staff. But smaller organisations may also see the value in conducting their own to evaluate the number of employees from underrepresented groups and pro-actively take steps to increase this.

And if your issue as an employer is getting women in the workplace in the first instance, you should review your recruitment practices.

Ensure the process is designed with all applicants in mind; this might mean removing more aggressive language’, including statements, reaching out to underrepresented groups by hosting open days specifically for women, to encourage them to get into a particular field, and utilising blind recruitment strategies.

Next, consider unconscious bias training for your managers to recognise and remove bias, and ensure mentoring and development opportunities to help females progress at work.

All of these measures must be complemented by a clear zero-tolerance approach to any form of bullying, discrimination, or harassment.

Ultimately, this will enhance the working environment and provide a well-rounded staff force which businesses can leverage to optimise success.

So, here’s the score: businesses who fail to actively support women and diversity in the workplace will suffer the consequences, namely, struggling to fulfil roles and retain their staff. Many workers now place a priority on inclusive and diverse workplaces that value each and every member of staff.

Let’s kick discrimination to the curb, avoid foul play, and work toward that ultimate goal: equality in the workplace.