A quick summary:
Women bring invaluable skills, fresh perspectives, and strong leadership to the workplace. But let's be real - there are unique challenges they face at different points in their careers. Even in 2025, the playing field is far from level: only 10% of FTSE 100 CEOs are women, and the UK gender pay gap remains over 13%. From starting out to stepping into leadership roles (and everything in between), the right support system makes all the difference. Companies that focus on Learning & Development (L&D), Diversity, Equity, Inclusion and Belonging (DEIB), mentorship, and real-life considerations like fertility, maternity, and menopause create an environment where women can truly thrive.
Building Confidence and Finding Direction
Starting out in the professional world can be both exciting and overwhelming. Where historically women have faced barriers to success from day one, organisations can help women hit the ground running by offering:
Learning & Development (L&D)
Remove barriers to success by investing in formal and informal training, and encourage uptake. Women are 20% less likely to spend time on L&D than their male counterparts, largely due to external pressures such as childcare. Invest in L&D early in careers to set the standard for continuous development.
Mentorship coaching
Pairing young professionals with experienced mentors opens doors and boosts confidence. It helps women learn how to communicate more effectively, and navigate inevitable workplace politics. Give women the tools to succeed with leadership training, negotiation skills, and career planning.
Diversity, equity, inclusion and belonging (DEIB) initiatives
A supportive, inclusive culture ensures women feel valued and heard- from day one.
Fair pay and career groh
Clear pathways for promotions and pay transparency help prevent gender gaps before they start.
Juggling Growth and Leadership
Supporting women through career growth or reassessing their career goals is crucial for fostering long-term success and wellbeing. Companies can play a key role by offering:
- Flexible work options: Hybrid schedules, remote work, and flexible hours make it easier to balance work and personal life. This goes beyond the cliches of childcare: women often shoulder caring responsibilities for older family members, are less inclined to travel in the dar during winter months due to safety concerns, and are more likely than men to suffer with chronic illnesses that make flexibility crucial.
- Leadership development programmes: Learning how to lead is crucial for anybody in a managerial position, but investing in leadership programs for high-performing women also inspires women in the workplace to apply for promotions they may otherwise have lacked the confidence for. It’s one of the best ways to promote equality in the workplace and balance gender gaps.
- Coaching and peer networks: Encouraging women to join leadership programmes, peer groups, and external networks builds confidence and support, alongside unlocking opportunities to join new projects and access a wider network.
Fertility, Maternity, and Menopause Support
Offering fertility benefits, enhanced parental leave, carer and adoption leave, family planning support, and smooth return-to-work programs helps women successfully balance their careers and their life as a new parent. But not every woman will have children, so it’s also crucial to address challenges like period symptoms, endometriosis, menopause, and postpartum depression, which can have a profound impact on women but are often overlooked. A lack of menopause support in the workplace can cause companies to lose talent - shockingly, in the UK, 1 in 10 women have left their jobs due to menopause symptoms and not feeling supported in the workplace. Since menopause is not a one-size-fits-all experience, it is vital to introduce flexible, menopause-friendly policies and programmes to create a more inclusive and supportive environment.
Leading, Mentoring, and Navigating Menopause
Senior women bring experience, leadership, and perspective- but they also face age-related biases and menopause-related challenges. Here’s how companies can ensure they stay engaged and empowered:
- Executive coaching and board opportunities: Help women step into top leadership roles and board positions.
- Menopause awareness and support: Normalise the conversation, offer healthcare benefits, and create policies that support this stage of life.
- Ongoing learning and career transitions: Encourage continued education, career shifts, or phased retirement options.
- Legacy and mentorship: Create opportunities for senior women to mentor the next generation and leave a lasting impact.
Creating a Workplace Where Women Thrive
Supporting women at every career stage isn’t just the right thing to do - it’s smart business. Companies that prioritise L&D, DEIB, mentorship, and life-stage support create workplaces where women can succeed, innovate, and lead. When women thrive, everyone benefits.
Heka offers a health-led benefits platform that delivers on all fronts, with personalised options designed to support every individual. With Heka, you can start focusing on the things that really matter- supporting your team’s wellbeing and empowering them to achieve their personal and professional goals. Ready for benefits that actually make an impact? It’s time to invest in a solution that works for everyone.
