June 2023
Price: £95 PLUS VAT
Format: DOWNLOADABLE PDF
This conference brought policymakers and stakeholders together to consider latest thinking on policy and best practice to promote workplace equality.
It took place following the publication of the updated FTSE Women Leaders Review, which found that the 2025 target for FTSE 350 boards has been met three years early, with 40.2% of FTSE 350 board roles now held by women. Delegates discussed the way forward for achieving the Review’s next ambition, 40% of women in FTSE 350 leadership teams by 2025.
It also followed the DHSC Women’s Health Strategy for England, and the government response to the House of Commons Women and Equalities Committee report into menopause and the workplace.
The conference was a timely opportunity for delegates to examine and address potential issues in the implementation of the strategy’s ambitions, as well as priorities for occupational health services, the way forward for ending workplace taboos, and improving openness and cultural acceptance.
Attendees also assessed next steps for improving recruitment, progression, and experiences and safeguards within the workplace, alongside measures to aid the accessibility and provision of childcare, with recent studies suggesting that two-thirds of women with childcare responsibilities believe they have missed out on career progression as a direct result.
Further sessions explored the creation of workplace strategies and policies designed to support women through challenges such as the menopause and pregnancy loss, what is needed from employers, colleagues and supporting services to promote continued participation, and to reduce barriers to employment and career development.
Overall, the agenda brought out latest thinking on:
- workplace culture: considering the principles of productive and inclusive workplace culture - driving cultural change - breaking taboos - measures for monitoring progress
- pay: tackling disparities in pay - priorities for disclosure and reporting
- tackling barriers to progression: developing effective and accessible routes - implementing flexible working options - considering the long-term impacts of the pandemic - designing changes to workplace practices, conditions and culture
- childcare provision: improving accessibility and provision of childcare - considering the impact of and options for parental leave and flexible working policies
- wellbeing: improving awareness of health challenges - taking the recommendations in the Women’s Health Strategy forward - design and implementation of menopause, mental health and menstrual polices
- recruitment: the impact of recruitment processes and strategies on female participation and experiences - utilising evidence and lived experience to inform strategy - tackling bias and discrimination in the hiring process
- talent pipelines: embedding mentoring and support into workplace practice and policy - providing CPD and advancement options - setting appropriate progression targets - monitoring performance and experience
The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the DBT; DfE; DESNZ; Department for the Economy, NI; DfT; DWP; Department of Public Expenditure, NDP Delivery and Reform, ROI; DHSC; GLD; HMPPS; HMRC; Home Office; VOA; The Scottish Government; and the Welsh Government.
