Why we need to support women into leadership roles

In addition to the economic benefits, having women in leadership positions can lead to more equitable policies and wider representation of employees’ interests. They can serve as role models and mentors, inspiring women to pursue opportunities and shatter the glass ceiling.

Stonewater has an equality, diversity and inclusion (EDI) team that has supported an evolution in the way the organisation operates and progress towards equality at a leadership level. Across our board, chief officer group and operational directors group, there are 11 women and 14 men.

A workshop with the board in 2019 led to a movement to embed equality, diversity and inclusion at all levels of the organisation. The ‘I am Stonewater’ initiative, which encourages colleagues to share information about themselves to help everyone feel able to bring their whole selves to work, was born.

“The inclusive culture has created an environment where colleagues’ children often pop up in meetings, along with pets, and other family members can be seen bringing a very welcome cup of tea during a long Teams call”

One of the many network groups that emerged was the Gender Equality Working Group, later known as Alliance, with its inaugural event held in honour of International Women’s Day 2020.

This group continues to be a powerful catalyst for change at Stonewater, including championing a greater gender balance within the leadership team.

But the work hasn’t stopped there. The networking groups continue to hold events supporting and promoting EDI issues, encouraging all Stonewater’s colleagues to bring their true selves to work.

To mark International Women’s Day last month, the team organised events to engage and encourage equality, including a lunchtime seminar discussing women in leadership roles and how to support working mothers.

The seminar focused on breaking down barriers and removing obstacles for working mothers. Women from across the business discussed why they became leaders, what barriers they have faced as women and whether or not women can have it all – and whether or not that is even a valid question.

Colleagues were encouraged to share their experiences, challenges, struggles and stories, emphasising that it is essential for everyone to hear what women go through in leadership roles in order to make an impact.

“Despite the progress made, there is a long way to go towards achieving gender parity in leadership globally… It will take 132 years to close the gender gap at the current rate of progress”

The session also covered support for working mothers, highlighting the guilt factor, challenges and personal stories of mothers across the business. Just because someone is the primary person responsible for childcare, it shouldn’t hold them back in their career.

The inclusive culture has created an environment where colleagues’ children often pop up in meetings, along with pets, and other family members can be seen bringing a very welcome cup of tea during a long Teams call.

Stonewater’s commitment to EDI has led to a more inclusive culture, allowing working parents to balance their careers and personal lives. However, Stonewater recognises that, even with its own inclusive work practices, there is still learning to be done and change to be implemented.

Despite the progress made, there is a long way to go towards achieving gender parity in leadership globally. According to the World Economic Forum, it will take 132 years to close the gender gap at the current rate of progress.

We must work together to break down barriers that discourage women from reaching their full potential and ensure that women’s voices are heard and valued in all areas of society.

Pav Johal, finance business partner; Cordelia Johnney, head of equality, diversity and inclusion; and Maria Hathaway, head of finance business partnering, Stonewater