Studies have shown that the link between women in the workplace and a country’s economic growth is closely connected. Despite this, globally women are not paid or rewarded equally to their male colleagues and remain underrepresented in the workplace, as well as proportionally less represented in senior roles.
What’s more, our research shows that only one in ten women aspire to reach managing director or CEO level in the UK. This is concerning as women are more ambitious than men when it comes to manager roles meaning that their ambition is being cut short.
Our report will take a deeper look into the many issues creating a gender divide in the workplace.
Inspiring leaders, developing female talent
Both women and men are equally ambitious.
- 64% of women and 65% of men stated that they aspire to reach a leadership position in their career.
There is still a major disparity with pay between men and women.
- 86% of males stated that they think there is equal pay between genders compared to 56% of females.
There is a large disparity in opinion on career opportunities between the sexes.
- 81% of males believe that the same career opportunities are available regardless of gender compared to 55% of women.
Women feel they cannot self-promote in the workplace.
- Only 42% of women feel they have the opportunity to self-promote and communicate their ambitions in the workplace, compared to 58% of men.
Alistair Cox, CEO of Hays plc, says:
“It is a worrying reality that so few women aspire to reach the most senior roles in their organisation. The fact that their career ambitions are being cut short is particularly concerning, given that women are very ambitious when it comes to manager and director roles.
There needs to be better support from all sides around gender diversity in order to promote women at the top. There is currently a severe imbalance between men and women in their views about pay and recognition for female workers. Just 22% of men compared to 44% of women believe that equally capable male and female colleagues are not paid or rewarded in an equal manner.
Companies also need to be more transparent about what is being done to support the advancement of women, including formal gender diversity policies. The majority of respondents said their organisation either didn’t have a diversity policy (44%) or they weren’t sure if one existed (28%).”