How we can build inclusive workplaces for women

During our International Women’s Day event a panel of industry experts discussed barriers and solutions to creating inclusive workplaces for women. WCVA’s Elen Notley shares key points from the discussion.

International Women’s Day (IWD) is a moment to reflect on how far we’ve come – but also on how much further we have to go. Recent rollbacks in diversity policies from global corporations and a decline in the number of women in senior leadership roles in the UK serve as stark reminders that progress is not guaranteed.

IWD has existed for over 100 years, and each year it falls on my Gran’s birthday which is fitting seeing as she is such a strong role model. During her career, my Gran was the bread-winner while my beloved Bumpy (Grandfather) took on more responsibilities in child care and eventually caring for my Gran’s elderly parents.

Speaking with her at her 80^th Birthday party on Saturday I asked her about International Women’s Day and she noted how during her career she was very often the only woman in the room. She said she had to work harder and be better than all the men in order to progress. And while this must have been challenging, she also noted how lucky she had been to be able to pursue her career.

My Gran returned to work just six weeks after giving birth. She had support at home with her parents looking after my mum and my Bumpy was willing and able to step in and care for her parents when the time came. This is unusual even now let alone back then, which demonstrates how difficult it can be for women to progress in the workplace.

THE ONGOING FIGHT FOR GENDER EQUALITY IN THE WORKPLACE

It shouldn’t be ‘unusual’ or ‘lucky’ that women are able to overcome caring responsibility, health issues, gender bias and sexism to engage in careers in the same way as men. So what can we do as individuals and employers to encourage equality?

In many ways the voluntary sector is leading the way in this space, demonstrating best practices for inclusive workplaces. At our IWD event, experts from employment law, policy advocacy, and frontline charity work came together to explore some of these barriers women still face and what can be done to overcome them.

Here’s what they had to say….

WOMEN’S HEALTH IN THE WORKPLACE: THE NEED FOR OPEN CONVERSATIONS

Women’s health remains a taboo topic in many workplaces, despite the significant impact that conditions such as endometriosis, menopause, and other chronic health issues have on employees.

• Take a co-productive approach to policy-making, involving staff in the process to ensure policies reflect their needs.
• Provide flexible working arrangements and reasonable adjustments that acknowledge the impact of women’s health conditions.
• Engage expert organisations such as Fair Treatment for the Women of Wales (FTWW) and Endometriosis UK to deliver training and support.
• Foster a culture of openness and empathy, ensuring employees feel safe to share their experiences without fear of discrimination.

‘Companies that recognise women’s different health needs, rather than treating staff as numbers, do much better.’ – Fflur Jones, Darwin Gray.

Rachel Joseph, the 2022 winner of our Young Volunteer of the Year Award and Fair Treatment for the Women of Wales (FTWW) volunteer, gave us this top tip for employers considering women’s health issues:

‘Educate yourself on female health inequalities in Wales and the UK and take steps to creating a safe, supportive workplace in this context. If your employees have felt silenced in the medical spaces meant to help them, that distrust may carry over into the workplace – your employees may not feel empowered enough to communicate their needs to you. Disrupt the cycle of silence.’

POLICY CHANGES: WHAT NEEDS TO HAPPEN AT A NATIONAL LEVEL?

Many workplace issues stem from policy failures at a governmental level. Our panel identified several areas where change is urgently needed:

• Childcare reform: Wales’ childcare system remains complex and difficult to navigate, particularly for parents of children under three.
• Stronger legal protections: Discrimination against pregnant women and new mothers remains common, yet the timeframe for taking legal action is only six months – often too short for women returning to work to identify and challenge unfair treatment.
• Closing the gender pay gap: Large companies must report their pay gaps, but smaller organisations and the public sector should also be encouraged to track and address disparities.
• More women in decision-making roles: Political representation matters. Without women at the table, policies affecting them are less likely to be prioritised.

‘Unless we have equality between men and women in leadership, these issues won’t be made a priority.’ – Nerys Evans, Cavendish Cymru.

SEXISM AND GENDER BIAS: MORE THAN JUST MICRO-AGGRESSIONS

Sexual harassment and casual misogyny continue to shape women’s workplace experiences. Many women, particularly those in leadership positions, report being overlooked, underestimated, or outright harassed.

‘I don’t know any woman in politics who hasn’t faced sexual harassment.’– Nerys Evans, Cavendish Cymru.

What can be done?

• Believe women when they speak up.
• Strengthen HR policies to ensure complaints are taken seriously.
• Foster networks where women can support each other.
• Challenge workplace cultures that normalise casual sexism.

BREAKING DOWN BARRIERS FOR WOMEN FROM BLACK AND MINORITY ETHNIC BACKGROUNDS

Women from Black and Minority Ethnic backgrounds face additional workplace challenges, including cultural barriers, discrimination, and a lack of representation in leadership roles.

Key steps to improve inclusivity:

1. Mentorship & sponsorship – Pair Black and Minority Ethnic women with senior leaders to support career progression.
2. Bias training – Educate staff on unconscious bias and discrimination.
3. Diverse hiring panels – Ensure recruitment practices are fair and inclusive.
4. Safe spaces – Create employee resource groups where Black and Minority Ethnic women can connect and find support.
5. Community engagement – Partner with organisations that advocate for underrepresented women.

‘Employers need to look at individuals in a holistic way, not just as a number, that’s how we can get the best out of people, by understanding their circumstances and culture and showing empathy when they need it. Then individuals will be more productive because they feel supported’. – Jumana Mohamed, BAWSO

TOP TIPS FOR EMPLOYERS: CREATING A MORE INCLUSIVE WORKPLACE

1. Develop strong, inclusive policies – Ensure policies on flexible working, parental leave, and health accommodations reflect the diverse needs of women.
2. Offer training and awareness sessions – Educate staff on gender bias, health inequalities, and workplace discrimination.
3. Encourage open conversations – Normalise discussions around women’s health, childcare responsibilities, and career development.
4. Support women in leadership – Create clear pathways for career progression and mentorship.
5. Commit to transparency – Regularly review and publish gender pay gap data, even if not legally required.
6. Collaborate with experts – Work with organisations that specialise in women’s rights, health, and workplace equality.

THE WAY FORWARD: TIME TO TAKE ACTION

With increasing threats to workplace equality, we cannot afford to be complacent. As our panel emphasised, we must actively challenge discrimination, advocate for stronger policies, and ensure that women’s voices are heard in decision-making spaces.

Progress is possible – but only if we work together.

Let’s not just talk about change. Let’s make it happen.

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