Closing the inequality gap for young women in the workplace

While considerable progress has been made to address gender inequality in the workplace, research suggests we need to be doing more.    

A recent report produced by the Young Women’s Trust found that more than half (53%) of women between the ages of 18 and 30 claimed they were discriminated against at work, up from 42% in 2022.

I’m sure you’ll agree discrimination can have a very real impact on female progression, especially when it occurs during the early stages of an individual’s career. It can shatter women’s confidence levels, harm their mental health and hold them back from having discussions around promotions, pay or flexible working arrangements.   

53% of women between the ages of 18-30 claimed they were discriminated against at work.

And sadly, it doesn’t surprise me that research by the Workplace and Gender Equality (WAGE) Research Programme found that women are less likely to progress out of junior roles or into senior roles and are more likely to be overqualified for the role they are in.  

The CIPD acknowledge the reasons for gender inequality in the workplace are complex and interrelated and include:   

• Pay discrimination  
• A lack of flexible working options  
• Women being the main providers of unpaid caring responsibilities  
• Occupational segregation  
• The undervaluing of women’s work  

Discriminating against young females in the workplace, is not only unlawful, but also means employers are missing out on talent and risk damaging their reputation as an employer of choice.  With the right policies and a commitment to equity, you as an employer can play a pivotal role in closing the inequality gap for women. Not only is this a matter of fairness, it’s also a smart investment in the future of the workforce.

We have put together some tips to help you close the gap.

Promote inclusive recruitment and progression

Use gender-neutral language in job adverts

The language used in job adverts can significantly influence who applies. Research has shown that certain words such as like ‘competitive’, ‘dominant’, or ‘driven’ tend to attract more male applicants, potentially discouraging equally qualified women or non-binary individuals from applying. Consider replacing these terms with gender-neutral alternatives that appeal to a broader audience. For example:

• Instead of ‘competitive’, use ‘motivated’
• Replace ‘driven’ with ‘goal-oriented’
• Swap ‘assertive’ for ‘confident communicator’
• Use ‘collaborative’ instead of ‘commanding’

These subtle shifts in language can help create a more welcoming tone and signal that your organisation values diversity and inclusivity.

Ensure diverse shortlists for interviews

Implement blind recruitment practices where possible by removing names, ages, and other identifying details from CVs. Aim for at least one woman and one candidate from an underrepresented background on every shortlist.

Track promotion rates by gender to ensure fairness

Regularly analyse who’s getting promoted, how often, and into which roles. This helps ensure progression is fair and equitable.

Offer mentorship and sponsorship programmes for young women

Mentors provide guidance and support, while sponsors actively advocate for their protégés’ growth and visibility. By pairing young women with experienced leaders, organisations can help build confidence, expand networks, and accelerate career progression especially in male-dominated fields.

Support flexible and family-friendly work

Offer flexible working arrangements from day one

Women are more likely to take on caregiving responsibilities, which can limit their access to full-time or traditional 9-5 roles. Without flexibility, many are forced into lower-paid, part-time positions or drop out of the workforce altogether.

Enhance parental leave and support returners

By offering equal, well-paid parental leave to all parents and actively supporting employees returning from leave, you can:

• Encourage shared caregiving, reducing the career impact on women.
• Retain skilled talent, preventing career breaks from becoming career setbacks.

Providing support for returners, such as phased re-entry, coaching, or refresher training helps rebuild confidence and ensures a smooth transition back to work, keeping women on track for leadership and higher-paying roles.

Normalise flexibility for everyone

Flexible working must be seen as a benefit for all, not just for women or parents. When both men and women feel equally empowered to use flexible options, it helps dismantle outdated gender roles and promotes a more balanced workplace.

Invest in skills and development

Provide training in leadership, negotiation, and digital skills targeted at young women:

• Leadership training will help young women build confidence, develop strategic thinking, and prepare for management roles.
• Negotiation skills will be crucial for addressing pay disparities, empowering women to advocate for fair compensation and advancement.
• Digital skills from data analysis to coding will equip women to thrive in high-growth, high-paying sectors like tech and finance.

Support apprenticeships and internships

These programmes provide hands-on experience, build confidence, and open doors to higher-paying careers, especially in underrepresented fields like tech and engineering.

Conduct and act on gender pay gap audits

Analyse pay data regularly

Look at pay by gender, age, and role. This transparency helps you identify where disparities exist and what’s causing them – whether it’s under-representation in senior roles or across specific departments.

Create a transparent action plan

Outline specific steps, assign responsibilities, and share progress openly with staff. Transparency builds trust and shows a genuine commitment to equity.

Foster an inclusive culture

Train managers

Train managers on unconscious bias and inclusive leadership. This will help managers recognise and reduce hidden prejudices in hiring, promotions, and daily interactions

Celebrate and amplify young women’ voices

Showcasing their achievements in internal communications and events. Encouraging them to speak at meetings, panels, or industry forums. Creating platforms for them to share ideas and lead initiatives. This not only empowers individuals but also signals a culture that values diverse perspectives and future leaders.

Set measurable diversity goals

Set diversity targets and hold leadership accountable for progress. These targets might include increasing the percentage of women in leadership or reducing the gender pay gap by a specific amount. To ensure impact, link progress to leadership performance reviews and regularly report outcomes. Accountability at the top drives real, lasting change throughout the organisation.

Further advice and support

If you have would like further assistance on how to reduce pay gaps and build a more inclusive workplace, please call our Advice Line on 0345 073 0240 (selecting option 2) for more specific guidance, tailored to your individual company.