As we observe this year’s International Women’s Day, the theme “Accelerate Action” resonates deeply within the healthcare sector. Despite women comprising a significant portion of the healthcare workforce, gender disparities persist, particularly in leadership roles. It’s imperative that the next decade focuses on actionable strategies to bridge this gap.
From Recruitment to Retention and Leadership
While attracting women to the healthcare profession is essential, retaining them and facilitating their progression into leadership positions is equally crucial. The attrition rate among female healthcare professionals is concerning, often attributed to workplace environments that lack support for their unique challenges. Many women feel the need to work harder to prove themselves, manage biases related to their leadership styles, and navigate cultures that weren’t designed with them in mind. To truly “Accelerate Action,” we must shift our focus towards retention, development, and leadership.
Recommendations for Progress
Pay Transparency and Regular Equity Audits: Organisations should actively review, and address pay disparities to ensure equitable compensation for all employees.
Creation of Leadership Pipelines for Women: Investing in mentorship, sponsorship professional development courses, and clear pathways to leadership roles can promote diverse voices, leading to better decision-making and innovation.
Flexible, Inclusive Policies Supporting Retention: Implementing comprehensive parental leave policies, robust return-to-work support, and fostering workplace cultures that accommodate caring responsibilities without penalty are vital.
Bias Training with Real Consequences: It’s insufficient to merely conduct workshops. Bias must be actively identified and addressed in hiring, promotions, and daily interactions to cultivate a truly inclusive environment.
Holding Organisations Accountable: Moving beyond vague diversity commitments, companies should provide transparent data and reporting on progress, demonstrating tangible efforts towards creating a more equitable workplace.
HCML’s Commitment to Gender Equity
At HCML, we are dedicated to transforming gender equity from a mere talking point to a tangible reality. Our reward and recognition structures are equitable, and we maintain transparency in career progression. We take pride in our culture, where women are both supported and empowered. Our hiring processes are designed to eliminate bias, and we ensure that flexible working options enable all employees to thrive. While acknowledging that there’s always more work to be done, we are committed to creating an environment where women not only join our company but also stay and grow with us.
Supporting Women Beyond the Workplace
At HCML, our commitment to empowering women extends beyond the workplace. This year, in honour of International Women’s Day, we are proud to support Bristol Women’s Voice through our Bake for Change fundraiser. Our team is coming together to raise vital funds to help women experiencing domestic abuse access the support and resources they need to rebuild their lives. Initiatives like these reflect our belief that gender equity is about more than just workplace policies—it’s about driving real change in society. If you’d like to contribute to this important cause, you can support us here: HCML Bake for Change.
Call to Action
This International Women’s Day, I challenge every organisation to move beyond aspirational statements and take real, measurable action. Don’t just celebrate the women in your business; actively work to change the structures that may be holding them back. Share how your company is closing pay gaps, supporting career progression, and making healthcare a sector where women want to stay. If you’re not doing this yet, now is the time to start.
By committing to these actions, we can ensure that the next decade brings about meaningful progress in achieving gender equity in healthcare.