A report from digital PR agency Reboot Online has found that in 2024 for every 100 men promoted to manager, only 81 women received the same promotion. The company say that at this rate it will take nearly 50 years to achieve gender parity for all women in the workplace.
While this report highlights the inequality that still exists in the workplace, other analysis has indicated some progress is being made. A government report has found that the UK currently leads the world in the drive to increase the number of women on boards with women now occupying over 43% of roles on company boards and in leadership positions at the top of firms. However, many boards and executives are still disengaged, contributing to the corporate failures that impact women in the workplace.
Beth Hope, a ICF PCC executive career coach, says International Women’s Day is a checkpoint to ask what is improving and where further action needs to happen to continue down this positive path.
“Confidence gaps, double standards, and the ‘likeability penalty’ are systemic barriers that require more than reports and conversations,” she says. “Beyond acknowledging the problem, this year’s theme, ‘Accelerate Action’, calls for tangible change through accountability, policy shifts, and creating clear pathways for women to advance.
“Leadership programmes and boardroom tables must surpass token representation and outdated leadership moulds,” Hope adds. “Instead, giving women real access to decision-making power and investing in tailored coaching will equip them with the tools to build influence and lead with confidence, clarity, and impact.”
Sponsorship over mentorship
Beth goes on to highlight the impact of sponsorship over mentorship as a positive shift that can help to move the needle towards real change. “A mentor offers guidance, but a sponsor advocates for you in rooms you’re not in,” she says. “If we want more women in senior leadership, we need to support them for high-stakes projects and ensure they have authentic visibility at the table.”
Sandi Wassmer, CEO of the Employers Network for Equality & Inclusion (enei) says the UK’s position compares favourably with the US but signals an opportunity to do more.
“’Accelerating Action’ means ensuring DEI initiatives are not tokenistic or performative but have a meaningful impact on the day-to-day working lives of those they intend to support,” she says. “This is especially important as US organisations backtrack on their DEI commitments. Now more than ever, DEI budgets are under scrutiny – but this is exactly when businesses must prioritise what truly matters: creating psychologically safe environments, fostering cultures of high emotional intelligence, and ensuring leaders don’t just champion inclusion, but actively role model it to drive confidence.
“Now is not the time to retreat,” concludes Wassmer, “The UK is ahead of the game, but sustained progress depends on embedding inclusion into workplace culture – so that equity isn’t just an aspiration, but a reality.”
