Despite progress, women in the UK workforce still face an uphill climb when it comes to equality, opportunity, and empowerment.

From persistent gender pay gaps to the invisible load of caregiving responsibilities, the barriers are real but so are the solutions.

Empowerment isn’t just a buzzword, it’s a tangible, practical process of advocacy, skilling up, and mentorship that can help women rise, thrive, and lead.

As Sheryl Sandberg, former COO of Facebook, famously said:

“We need women at all levels, including the top, to change the dynamic, reshape the conversation, and make sure women’s voices are heard and heeded, not overlooked and ignored.”

The Reality Check: Gender pay and opportunity gaps in the UK

According to the latest UK Government data, the national gender pay gap sits at 14.3%, with the gap widening in senior positions and certain industries such as finance, construction, and technology

source: Office for National Statistics, 2024

Women are also underrepresented in executive roles, boardrooms, and high-growth entrepreneurial spaces.

But empowerment isn’t solely about statistics. It’s about creating environments where women not only stay but succeed without having to downplay their ambition, conceal their caregiving responsibilities, or navigate outdated workplace norms.

Breaking Barriers: How to truly empower women at work

1. Advocate for inclusive policies

Workplace policies must reflect the lived realities of women especially around pregnancy, childcare, menopause, and eldercare responsibilities.

• Flexible Working: The pandemic proved remote and hybrid models are feasible. Employers should formalise flexible working options to support women juggling caregiving and careers.
• Enhanced Parental Leave: Parental leave needs to be inclusive and supportive. Encouraging shared parental leave helps redistribute caregiving expectations and reduces career breaks for women.
• Menopause Support: Organisations like Channel 4 have led the way with dedicated menopause policies, offering symptom support and awareness training. It’s time more UK businesses followed suit.

As Melinda Gates said, “A woman with a voice is, by definition, a strong woman.” Inclusive policies help amplify that voice.

2. Skilling Up: Invest in female potential

Empowerment thrives on confidence and confidence grows through skills. Yet, research shows women are less likely to apply for promotions unless they meet all listed qualifications.

source: Hewlett-Packard Internal Report

How to change that?

• Leadership Training: Invest in accessible, female-focused leadership development programmes.
• Digital Upskilling: With industries evolving rapidly, digital literacy and technology skills are non-negotiable for career advancement.
• Confidence Coaching: Women benefit from coaching that addresses imposter syndrome. Self-doubt theme echoed throughout successful coaching journeys.

Shameema Lilley, previous client remarked:

“I reached out to Roksana at what felt like breaking point earlier in the year. I was desperate to break the cycle I was in whereby I had no time for myself and not enough time or energy to focus properly on my daughter. I had allowed work to take over my life and become all consuming. Roksana helped me to put a number of self care measures in place to help combat this. It felt like a lot of work in the beginning but after short time became habit and I can honestly say I look forward to it now. The combination of hypnotherapy, tapping and journaling really worked for me. I can’t recommend her enough. She really helped me to develop boundaries with work and turn my life around. My relationship with my daughter has never been better. I wouldn’t hesitate to reach out to her again if I needed help”

Practical skill-building helps women overcome the challenge and harness the dynamic gifts within them.

3. Mentorship and Sponsorship: The game changers

Mentorship opens doors; sponsorship keeps them open. While mentorship provides guidance, sponsors actively advocate for women, recommending them for roles, projects, and promotions.

• Formal Mentorship Schemes: Organisations like the 30% Club and Everywoman offer UK-wide mentorship programmes focused on elevating women across industries.
• Internal Sponsorship: Leaders especially male allies, must step up to sponsor high-potential women, using their influence to create real opportunities.

Research by McKinsey shows women with sponsors are more likely to be promoted and feel confident seeking senior roles.

Let’s talk about the ‘Invisible Work’

Empowerment also means acknowledging and addressing ‍the hidden factors that often hold women back:

• Pregnancy & Motherhood Penalties: Many women report slowed career progression or pay freezes post-maternity. Organisations must normalise family life and stop penalising mothers.
• Perimenopause & Menopause: These stages can bring brain fog, sleep disruption, and mood swings. Yet, many women feel forced to suffer in silence at work.
• Eldercare Responsibilities: With an ageing UK population, more women are acting as carers for elderly relatives, often with little workplace flexibility or understanding.

Empowered workplaces acknowledge these realities ‍and respond with empathy, flexibility, and concrete support. Women with decades of experience believe it’s untenable for them to continue working when they are dealing with life’s transitions. A huge loss to the workforce.

The ripple effect of empowerment

When women are empowered, the benefits extend beyond individuals. Companies with gender-diverse leadership consistently outperform their competitors, showing greater innovation, financial success, and employee satisfaction

source: McKinsey “Diversity Wins” report, 2023

As former US First Lady Michelle Obama reminds us:

“There is no limit to what we, as women, can accomplish.”

But those accomplishments are only possible when the system evolves to support, ‍not stifle women’s ambitions. If you’re nodding along in agreement then here’s what you can do or suggest to those in positions to influence.

Practical tips for employers and colleagues

Review pay structures: Conduct annual gender pay gap audits and take corrective action.

Create mentorship networks: Encourage senior women and allies to mentor and sponsor emerging female talent.

Normalise flexibility: Offer hybrid roles, flexible hours, and remote work options as standard, not exceptions.

Support for parenthood & caregiving: Provide enhanced parental leave and open conversations around caregiving duties.

Prioritise mental health: Recognise anxiety, burnout, and emotional labour especially among working mothers and offer appropriate wellbeing support.

In conclusion

Empowering women in the workforce isn’t a favour, it’s a fundamental, strategic investment in a more equitable, innovative, and resilient society. It takes advocacy, action, and a cultural shift to ensure every woman feels seen, supported, and able to thrive. An empowered woman at work is more present and this ripple and impacts everyone and everything she touches.

Hi! I’m Roksana. I’m a life coach for women in St Albans, Hertfordshire. I run face to face and online sessions via Zoom. I also specialise in trauma healing. I’m always happy to answer your questions around any of my methods or approaches. Long term changes begin with a guide who has walked a similar path, has a blueprint, will give you support and accountability every step of the way. If you’re interested to know more then please book a FREE call with me.