6 ways to drive change and help women find success at work

#1 — ‘FACE-TIME’ CULTURE

One of the biggest challenges in many organisations is ‘face-time culture’ — the belief productivity is linked to physical presence.

I’ve seen this firsthand in corporate sales, advertising and the legal industry. Even today, many companies value presence over performance. This disproportionately impacts women, who are more likely to work flexibly due to caregiving responsibilities.

The switch to remote work was an opportunity to level the playing field. With all employees in the same situation, equality should be easier to achieve.

Yet for employees who choose to work flexibly, advancement often suffers. Research by Deloitte found that 95% of women believe requesting or taking up flexible work will hurt their promotion prospects.

Remote work limits visibility, making it harder to influence, build relationships and network. As workers return to the office, choosing flexibility could compromise your career progression.

So what can you do about it?

• If you’re a leader, set clear performance metrics tied to results. Then make pay and promotion decisions based on outcomes, not office hours
• Lead by example — work remotely when possible and encourage your team to do the same
• If you’re working flexibly, make your contributions visible. Regularly update your boss on your progress and achievements

When you challenge face-time culture, you create a workplace where people thrive based on outcomes — not office hours.

#2 — THE BATTLE BETWEEN BALANCE + BURNOUT

The culture of overwork and burnout in the corporate world impacts women more than men. With the constant struggle to balance personal lives with work, many women choose to put their careers on hold — or feel the effects on their health and wellbeing.

According to the Deloitte report, women take on the bulk of caregiving responsibilities. Sixty percent are also the primary carer of another adult — compared to just 5% of men.

But flexibility isn’t the real issue, with most employers offering it. The problem is the blurred lines between work and home life. When you’re always ‘on’, you never completely switch off from work.

Countless times, I’ve seen women working full-time but paid for 3-4 days. Employers hiring someone part-time — yet expecting them to be ‘on call’ every day. Or employees doing significant overtime to try and keep up.

The solution? Setting boundaries.

I always say you can’t control external circumstances, only your response. At an individual level, focus on what you can control — your own time. Set clear boundaries, communicate them, and hold yourself accountable.

For leaders, let go of unrealistic expectations, monitor workflow and team capacity levels. Check in on their wellbeing and look out for signs of burnout. Set an example by sticking to your own boundaries — and positively reinforcing those who do too!

When you set better boundaries, you will win the battle between balance and burnout

#3 — BIAS WHEN HIRING

There’s been a strong focus on equality when hiring and while progress has been made, barriers still remain. Throughout my former recruitment career, I observed plenty of unconscious bias.

I’ve seen hiring managers dismiss candidates over career breaks, caregiving assumptions or requests for flexible hours. And on one or more occasion, women were even asked in interviews if they had or were planning to have children.

So what can you do about it? Take ownership of your job search and how you position yourself.

Keep your resume concise and focus on your most recent experience — the last 5 years (up to 10 max). Address career gaps upfront or leave them off if they aren’t relevant, like six months maternity leave during a five year tenure. And be upfront about your needs at interview, so you can tackle any concerns head-on.

For leaders, creating a fair recruitment process starts with awareness. Challenge outdated assumptions, stay open-minded when shortlisting candidates and ensure hiring decisions are based on skills — not bias. And don’t stop there — educate your team and encourage them to do the same.

When you own your experience and position yourself with confidence, you will help hiring managers see your potential — not make assumptions.

#4 — BARRIERS TO PROGRESSION

Overcoming recruitment bias is critical — and so is the development and advancement of existing female employees. There’s plenty of talk about getting more women into leadership and gender targets are a great start. But they don’t fix the real issue — women are still being paid and promoted less than men.

Over the years, I’ve noticed two very different approaches to job applications. Men are more likely to throw their hat in the ring for a potential role, even if they meet only two of the five key criteria. Meanwhile, women tend to focus on the 5% gap in their experience and some won’t even apply if they don’t tick every box!

Compared to their male counterparts, women are also less likely to ask for a pay-rise, promotion or negotiate the terms of a new job offer. The majority of men state what they want, while many women are afraid to ask! While there are exceptions, this is a big reason for the major imbalance in pay and level.

Another barrier to progression for many women is the belief they have to choose. They want flexibility and career success — but feel they must sacrifice one to have the other. It breaks my heart when I see driven, educated working mothers put their careers on hold.

They tell themselves they ‘have to’ wait until their kids are at school full-time before even thinking about what they want next. So they avoid asking for a pay rise, promotion, applying for a job or changing careers for years. And time again, I see them wait until they’re so unhappy or burnt out, they have no choice but to make a drastic change.

This isn’t true. If you want more from your career, take ownership and start now. Small, consistent actions add up — and the sooner you begin, the faster you’ll get where you want to be.

As a leader, don’t wait for the women in your team to speak up — ask them about their career goals. Support their growth, connect them with female mentors and help them create a career plan. Then, hold them accountable.

When you advocate for yourself, you will take control of your career progression.

#5 — GIRL, INTERRUPTED

Women not only struggle with getting a seat at the table — but being heard once they’re there. Research reveals women are more likely to be interrupted, called ‘emotional,’ or have their judgment questioned — especially in senior roles.

Constant interruptions chip away at confidence, limit visibility and stall career progression. And this response isn’t only coming from men. Women are often the biggest critics of one another.

So what can you do about it?

For leaders, pay attention to who dominates discussions and who gets overlooked. Set the tone by actively inviting women to contribute and reinforcing their expertise. When women are heard, they succeed — and so does your organisation.

If this happens to you, call it out. Reclaim the floor when interrupted, back up your points with data and speak with confidence. Support other women in meetings by amplifying their ideas and ensuring they get credit.

When you own your voice, you take control of your leadership — and your career.

#6 — WOMEN SUPPORTING WOMEN

Another challenge which shows up in the workplace is a lack of support amongst women. Too often, we can be our own worst enemies and quick to criticise or compete with one another.

I’ve worked in roles and industries like sales and professional services, where men held the majority of leadership. In the ‘noughties’ corporate world, women still felt they had to compete to ‘be successful’. As an ambitious high-achiever with a lot to prove, I saw this in the female leaders above me — and did the same.

Promoted to my first management role in my mid 20’s, I hadn’t yet developed the emotional maturity to effectively lead others. I was overly competitive, had high expectations for myself and my team and looking back, wasn’t always easy to work with! But I also faced challenging situations and criticism from other female colleagues.

There was simply a lack of collaboration and support for one another.

Thankfully, this is shifting. Studies show women leaders invest more time into mentoring other women, promoting flexibility and driving diversity in hiring. But these efforts take extra time and energy — and too often, they go unrecognised by employers.

So how can we change this?

For senior leaders, don’t just talk about diversity — recognise and reward the women driving these changes. Get involved in mentorship programs and create a culture where women don’t feel they have to compete to succeed.

As an individuals, instead of competing, support your female peers. Whether it’s mentoring, sharing opportunities, or amplifying their voices, collaboration fuels career growth for all women. Celebrate and advocate for women’s achievements — not just on International Women’s Day, but every day!

When you support other women, you will help create a workplace where everyone thrives.

So there you have it — the six biggest challenges holding women back at work and how to overcome them. My hope is these insights help you take ownership of your career, advocate for yourself and support other women to do the same!

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Stacey Back is a career planning specialist, certified career coach + speaker. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.