As the newly appointed CEO of The Pipeline, it was an honour to be part of the dynamic panel discussion we hosted at the Labour Party Conference this year. Alongside The Pipeline's Chair, Professor Geeta Nargund, and esteemed leaders Karen Blackett OBE, Vivienne Artz OBE, and Lisa Hollins, we explored a crucial question: Why is progress on gender parity so slow, and what can be done to accelerate it?
We were also joined by the Minister for Women and Equalities, Rt Hon Anneliese Dodds, whose passion for this issue was clear. Her words resonated deeply when she said, "We cannot continue to ignore evidence." Dodds emphasised that the government recognises women as essential to a stronger economy. This mirrors Chancellor Rachel Reeves' commitment to embedding women’s work into the heart of our economic narrative. The message was unequivocal - gender parity is not a luxury but an economic necessity.
This has never been more urgent. The slow pace of change is frustrating, but we are committed to accelerating it. The stakes are high: we cannot build a prosperous, fair, and thriving economy without women in leadership roles.
So, why are we still falling behind?
Our discussion at the conference illuminated key barriers that continue to hold women back, even as we see efforts to promote gender parity across sectors. However, we also shared practical solutions, actions that organisations can adopt right now to make a tangible difference.
Practical Steps for Gender Parity:
- Setting Clear Targets for Gender Parity
Establish measurable targets for gender equality and ensure transparency through regular reporting on progress. Organisations that are truly committed to parity must be open and accountable for their actions. - Active Sponsorship
It’s not enough to mentor women - we must sponsor them. Sponsors advocate for women in spaces where their voices are often unheard, pushing them forward in their careers, opening doors that might otherwise remain closed. - Leadership Accountability
Progress on gender equality must be tied directly to leadership performance. This includes linking executive pay to tangible advancements in gender parity. When leaders are held accountable, real change becomes a priority, not just a box-ticking exercise. - Targeted Development Programmes
Providing women with the right tools to succeed through bespoke leadership development and networking opportunities is essential. At The Pipeline, we specialise in women-only leadership programmes tailored for large organisations in both the public and private sectors, because we know that focused support yields results. - Building Inclusive Cultures
We must create environments where women can truly thrive. This means rethinking traditional workplace cultures, addressing biases, and ensuring that inclusion is not just a buzzword, but a lived reality.
The Way Forward
It was inspiring to hear each of the panellists share their experiences and insights, illustrating that while the road to gender parity may be long, it is not impossible. The solutions are clear. The evidence is undeniable. Now, we must all commit to accelerating change.
At The Pipeline, we’ve always believed in action. And as CEO, I can assure you that we will continue to push for practical, actionable steps to close the gender gap. We will work with businesses, governments, and leaders across the UK to make gender parity a reality - not just because it’s the right thing to do, but because it is critical to building the strong, inclusive economy that we all want to see.
We must create environments where women can truly thrive. This means rethinking traditional workplace cultures, addressing biases, and ensuring that inclusion is not just a buzzword, but a lived reality.
Liz Stanley is the CEO of The Pipeline and is an expert in behavioural and cultural change. She has over 30 years' experience building consulting practices that develop high-performing leaders, teams and cultures. She also holds a PhD in Organisational Psychology from the University of London.
