Survey Reveals Gender Bias in Senior Roles at Private Firms
A recent survey indicates that women occupying senior positions in private companies are almost certain to encounter gender bias. The study conducted by the law firm Cripps highlights that all 101 directors and founders surveyed reported experiencing gender-based bias, with an overwhelming 95 percent acknowledging that it impacted their careers.
Women within firms generating revenues between £10 million and £300 million across various sectors, including real estate, retail, leisure, technology, and financial services, identified six primary obstacles hindering their career advancement. These barriers encompass access to affordable childcare, flexible work arrangements, wage equality, insufficient support following parental leave, and limited opportunities to demonstrate leadership capabilities.
Victoria Symons, a partner at Cripps, remarked, “Many mid-sized businesses often cite resource constraints as a reason for not addressing these issues, particularly while they focus on growth within budgetary limits. Nonetheless, significant improvements can be achieved through minor adjustments that are feasible for businesses with limited cash flow.”
She recommended that companies implement mandatory gender-bias training and create more flexible work settings, alongside providing mentoring and childcare assistance.
Over one-quarter of senior directors noted that taking a career break to start a family hindered their ability to reach their potential sooner, while 20 percent reported difficulties in balancing work and caregiving responsibilities.
This research emerges just a month ahead of modifications to the Worker Protection Act, which will require employers to adopt more rigorous measures to combat sexual harassment. Starting October 26, organizations will be mandated to “take reasonable steps” to avert sexual harassment occurring in the workplace, including incidents involving third parties.
In a recent announcement, the Equality and Human Rights Commission, which oversees equality standards, provided guidance for employers outlining necessary actions. This includes formulating and effectively communicating a solid anti-harassment policy and conducting regular risk assessments to uncover potential areas of sexual harassment, along with associated preventive measures.
The Commission stressed the importance for employers to remain alert to workplace dynamics and recognize potential “warning signs” by engaging with employees through one-on-one meetings, surveys, and exit interviews.
Kate Palmer, employment services director at Peninsula, an HR consultancy, noted that the tightening of sexual harassment regulations is particularly relevant in light of the allegations against Mohamed Al Fayed, former owner of Harrods, involving claims of sexual assault and rape by former employees.
“Concerns must not be overlooked or neglected, nor should employers adopt measures and believe their responsibilities conclude there. These initiatives require ongoing evaluation to ensure effectiveness and to update protocols as gaps are identified or legislation evolves,” she stated.