This year, International Women’s Day centered on the theme ‘Accelerate Action,’ encouraging practical steps to tackle the systemic challenges and biases women face in their personal and professional lives.
To commemorate, we invited our people at Distinct to anonymously share their perspectives on women’s professional challenges, with actionable career advice to help navigate these barriers. Additionally, we explore the latest data on gender equality in the UK.
Five key career growth challenges faced by women
When we asked our consultants: What do you feel are common working challenges for women and the best ways to overcome them? Five key areas were pinpointed.
1. Pay inequality: What is the UK’s gender pay gap in 2025?
As reported by the Trades Union Congress (TUC), the UK’s gender pay gap dropped from 14.3% to 13.1% in 2025. While this progress is encouraging, this figure means women worked an average of seven weeks unpaid in 2025, compared to their male colleagues. The disparity also fluctuates between age groups, as shown below.
As advocates for closing the UK’s gender pay gap, Distinct reviewed its salaries throughout 2024 to guarantee equal base pay for the same roles at the same levels.
2. The need for part-time work to balance caregiving responsibilities
This month, PwC’s Women in Work Index reported a female full-time employment rate of just 68.9%. The TUC highlighted that many UK women require part-time work to continue their career ambitions while undertaking unpaid caregiving responsibilities.
One our employees noted: “There is no silver bullet to increase gender equality, but if employers aren’t offering flexibility, they are unlikely to improve this issue.” Similarly, another shared, “My part-time hours are crucial to fit around childcare. Without this, I wouldn’t be able to work, despite investing so much of my life into building my career.”
3. Maternity leave and expectations for women to become mothers
In 2021, a University College of London study found that working mothers earn 45% less than they would without children, and this difference can last up to six years—a significant example of the ‘motherhood penalty.’ Further, a 2023 study revealed that women who don’t (or intend to) have children still experience hiring barriers due to employers assuming their potential fertility.
As contemplated by an individual at Distinct: “Gender differences are truly highlighted when women reach a certain age and some employers assume they plan to start a family.“ Another continued, “If employers are worried about productivity and focus, I’m yet to meet a mum who returns without being able to organise, multitask and get business done. As the saying goes, ‘if you want something done, give it to a busy mum.’”
4. Female under-representation at the senior-level
Grant Thornton’s 2025 ‘International Women in Business Report’ shows the UK has surpassed the global average for women in senior roles, yet they hold just 34% worldwide. At the current pace, gender parity isn’t projected until 2051.
Emphasising a need to hasten this progress, a response explained: “When a board of directors has ten men and one woman, junior-level women often look up and believe they only have a 1 in 10 chance of reaching seniority. The responsibility then falls on that female leader’s shoulders to metaphorically hold the door open, supporting other women to reach that level.”
5. A need for tailored career advice
As McKinsey’s 2024 ‘Women in the Workplace’ report highlights, women face persistent barriers from the start of the corporate pipeline to C-suite positions. Our survey participants believed career advice often does not consider these gendered challenges.
Our career advice for women to navigate professional barriers
Taking this fifth point into account, we asked: What is your advice for women, whether in their early to mid-careers or at the senior-level? Compiling anonymous responses, our team’s actionable advice included:
- Ask key questions in job interviews and do your research
One recruiter advised to choose your employer wisely, even in early careers. “Don’t be afraid to ask questions. It’s just as much about you finding the right employer, as them finding the right employee. How do they describe their culture? What career growth is available?”
“Something to look for in a new employer: women. Are there women in their leadership team? Did they progress through the business? What are their maternity and menopause policies? What do their Glassdoor reviews say?”
- Believe in your worth and evidence your achievements
One response affirmed that women working at all levels should: “Always support your ideas with facts, challenge when necessary, and to not allow anyone to make you question your value.” Another echoed, “Showcase your talent. Use data, be confident, and don’t let imposter syndrome hold you back from a deserved job, promotion, or salary.”
- Negotiate for better pay
In 2022, YouGov found that only 33% of women had asked for a raise throughout their careers. This individual encouraged: “If you believe you deserve a pay rise, speak to your manager. When negotiating, be upfront about what salary you want and why that figure is fair, with data as evidence. If they decline, ensure you leave the conversation with clear, measurable targets to achieve that pay rise.”
Taking actionable steps toward gender equality
At Distinct, we actively work to dismantle career challenges caused by gender inequality, through significant milestones such as our enhanced maternity pay. Leading by example, all our female board members work part-time to balance caring for their families and this option is available to staff at all levels. In line with this, our pro-rata sales targets ensure equal career growth opportunities for part-time recruiters.
As concluded by a mother in our team: “I am incredibly grateful to work for a company that supports my work-life balance. These benefits allow me to be present for important moments in my children’s lives, enhancing my well-being and strengthening my loyalty to Distinct.”
Work with Distinct
At Distinct, we strive to educate ourselves on equality issues and actively work to dismantle barriers for working women. If you’re searching for a new job with better flexibility, culture and career progression, contact us today.
