Half (51%) of female professionals in the UK say that their company lacks inspirational female leaders and more than a third (37%) don’t feel that their hard work is recognised as much as their male peers.
That’s according to new research by talent solutions provider Robert Walters, released on the eve of this year’s International Women’s Day (Saturday 8 March 2025), that highlights the barriers women continue to face at work.
One in five women questioned for the research said that they had no example of an inspirational female role model int heir company, while almost a third (30%) said that they 'hardly ever' encounter them. This is despite the 2025 FTSE Women Leaders Review finding that women now occupy over 43% of roles on UK company boards, as well as 35% of leadership roles in 350 FTSE companies.
“The increase in female leaders on company boards and leadership roles in FTSE companies is a sign of positive change,” said Habiba Khatoon, Director of Robert Walters Midlands. “Yet more diverse voices need to be heard in senior leadership to attain greater equality in the workplace and ensure that all professionals feel represented.”
Issues around culture and visibility aren’t the only thing holding women back. The report also notes that the UK’s gender pay gap still stands at 13.1%, while almost half of female professionals complain that when they do try to advance their position at work, they are met with inadequate opportunities or support from their employer.
For example, research from Simplyhealth has revealed that 3.5 million women have considered quitting their jobs due to a lack of menopause support whilst figures from the Fawcett Society suggest that one in ten working mothers leave work due to challenges with balancing family responsibilities.
According to the Robert Walters research, the top three most important workplace benefits to female professionals were: professional or personal development programmes (cited by 40%); childcare & family-planning benefits e.g. childcare allowance, flexi-work (cited by 34%); and menopause / menstruation leave (cited by 21%).
“Personal development plans should be designed to address the specific challenges faced by women at work,” Habiba Khatoon said. “Aspects like providing flexible work options for caregiving responsibilities, setting realistic and achievable targets as well as providing women experiencing menopause leave options that don’t jeopardise their career growth.”
