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Recent research suggests that women graduates rarely encounter discrimination until they leave school or university.  In the relatively enlightened environment of higher education where females account for 56% of the student population this does not sound unreasonable. So you may be thinking that being a women will not affect your career. It’s true that significant advances have been made by women in the workplace over the last 30 years we but still suffer from discrimination.

Women account for over half of the student population and gain higher class first degrees than men yet female graduates can still expect to earn, on average, 15% less than their male counterparts. Discrimination is even worse in areas traditionally dominated by men (from law to construction to academia).

This page is designed to give you some practical advice so that you can overcome barriers to your career development by providing advice to help you improve your career planning, develop your confidence and identify opportunities for employment and further support.

Contents

• It is in a business’ interest to employ a more diverse workforce

• Find an employer who is women-friendly

• Challenging Discrimination

• Top Tips for Breaking through the Glass Ceiling.

• Top Tips for Women

It is in a business’ interest to employ a more diverse workforce

First things first, it is important to recognise that it is in a business’ interest to employ a more diverse workforce, for several reasons:

• A diverse workforce is a more creative workforce capable of challenging and bringing fresh thinking and innovation with it.

• Women are increasingly better skilled and better educated than their male counterparts accounting for more than half of university graduates.

• Introducing flexible working patterns for women makes financial sense. Nationwide Building Society estimated that a 30% increase in their rate of return from maternity leave over a 10 year period saved them over £3 million.

Find an employer who is women-friendly

However, whilst it is clearly in a business’ interest to be women-friendly, many unfortunately are not. So here are few tips for how to find those that are. Finding an employer who recognises the importance of such a balance and who is ready to offer the same opportunities to men and women, can make a crucial difference in managing a successful career.

Do your research on the company, e.g. check out:

• Their Website and their Equal Opportunities Policy

• Recruitment Publications

• Careers Fairs/Employer Presentations at University

• Media

• Application Packs

Think about the following:

• Are there any case studies of current staff?  If so what do they tell you about the organisation's attitude to women?

• Are women as strongly represented as men in the organisation as a whole?

• Are women represented in senior management? 

• What career development opportunities are there?  Does the company offer further training or study leave?

• What values is the organisation promoting through the various media?  What particular skills and competencies does it emphasise?  All these reflect the organisational culture.

• What is it really like to work for the organisation?  Speak to staff at recruitment events.

• Is the organisation actively promoting its commitment to equality through various media e.g. press and trade publications?

• Is the organisation participating in any Equal Opportunity campaigns or schemes such as the Employers for Work/life Balance?

• Does the organisation publicise details of additional benefits that may affect you as a woman e.g. on-site child-care facilities, training programmes or flexible working arrangements? 

Challenging Discrimination

You can ascertain your rights from two very important documents, The Sex Discrimination Act and the Equal Pay Act.

The Sex Discrimination Act was introduced in 1975 (amended in 1986) and makes it illegal to treat anyone, on the grounds of gender, less favourably than a person of the opposite sex. It is also illegal to discriminate against people because they are married.

The Equal Pay Act makes it unlawful for employers to discriminate between men and women in terms of their contracts of employment.

If you need more information on the legal side of women and work, and tribunals, some useful starting points may be NUS, Citizens Advice Bureau (CAB) and Equal Opportunities Commission (EOC)

Top Tips for Breaking through the Glass Ceiling.

What is the Glass Ceiling?

This is an imaginary term used to describe the invisible barriers that exist within organisations and which block women from attaining senior positions. 

How do I break through the Glass Ceiling?

The more women are able to fulfil their potential in careers or whatever they choose (and likewise that men are recognised as parents and allowed to be stay at home dads) there will be a culture change as to what men and women are assumed to be.  

1. Understand where the Glass Ceiling starts

• Women are often channelled into "people", HR, administrative or research-type functions which are seen in many organisations as secondary or support roles.

• Our own perceptions of what types of work women do, formed by our own local influences, inform our choices.  

• Discrimination within organisations limits women's opportunities by "steering" individuals into the sort of support functions listed above. 

2. Identify opportunities for promotion in the workplace

3. Do your research

4. Develop your skills base Look out for opportunities, both internally and externally, to broaden your skills base.  Identify development opportunities within your field

• Develop leadership skills

  Women are often seen to lack the leadership skills of a manager. Undertake recognised accredited qualifications in management or leadership so that your skills are formally recognised by an external body.  These may be specific qualifications linked to that industry or general qualifications such as the Diploma in Management Studies.  

• Find a Mentor

  Formal mentoring programmes, where staff are paired with more experienced colleagues (often at management level) exist within many organisations. Take advantage of such opportunities.  If such schemes don't exist create your own opportunities by contacting members of the management team within your organisation or advising your line manager of your wish for such support.

• Build a Network

  Seek out any internal support or networking initiatives within the organisation that will allow you to build up a network of contacts.  Additionally, identify any external organisations that exist to support women within your profession. 

5. Maintain your Profile

Regardless of your organisation's promotion policy you need to maintain a profile. How management views you will have an impact on your promotion opportunities. In other words stay visible. Achieving results will not help your career if you stay in the background.  Be articulate in meetings; promote the value of your role to decision-makers.  Look for opportunities to participate in as many working groups as possible, particularly those with decision-making authority. Identify opportunities to work with other departments to raise your profile with other managers.

Try not to allow outside commitments to restrict you from taking on extra responsibility. Don't assume that a more senior role will mean you can't maintain a work/life balance. When applying for promotion identify the time and travel commitments involved and find out whether flexible arrangements, re-prioritising and appropriate delegation would allow you to manage the change.

Top Tips for Women

• Use positive language in application forms, CVs and at interviews.

• Be brave! Men traditionally go for jobs where they meet only 30% of the job spec whilst women wait untill they reach 80%

• Highlight the value of all your experience

• Identify the skills you have gained and match these to employers' needs.

• If you are considering a career break put in place strategies to aid your eventual return.

• If you are returning to work have a plan: identify any development needs, find work experience opportunities.

• Make use of the vast support network available to women both in and outside work.

• Acknowledge discrimination exists but remember it can be challenged.

• Target companies with good Equal Opportunity policies, particularly organisations promoting female-friendly initiatives.