The UK has seen its credentials as a pacesetter in equal alternatives dented lately, with a outstanding examine discovering that its illustration of girls in work has declined quick than any main financial system since 2020. Amy Speake, CEO of Holmes Noble, explains what consulting corporations can do to forestall additional “haemorrhaging senior feminine expertise”.
Incredible information that the UK is at present celebrating 43% feminine board illustration within the FTSE 350. Nevertheless, a extra sobering actuality is rising for 2026. Based on the newest PwC Girls in Work Index, the UK has fallen to 18th within the OECD international locations rating, down from 10th in 2020. That’s its lowest rating in over a decade, marking the steepest post-pandemic decline of any main financial system.
It’s a warning sign. Whereas quota-chasing at board stage is clearly working, the underlying expertise engine is stalling. And from my vantage level in govt search, I can let you know precisely why: consulting and advisory corporations have mastered policy-led range and inclusion, however they’ve largely ignored a crucial cultural bias that’s haemorrhaging senior feminine expertise. I name it the ‘govt double commonplace’.
The unstated benefit
Right here’s what I observe repeatedly in partner-track conversations: a male chief with a stay-at-home partner is seen as ‘strategically supported’. His home preparations are seen as a aggressive benefit, releasing him to be ‘always-on’ for shoppers. But a feminine chief in an an identical state of affairs? She’s a social anomaly. Eyebrows elevate. Questions emerge about her priorities, her dedication, even her authenticity as a working mom.
We’ve constructed a complete skilled infrastructure round one mannequin of govt success – and it’s solely male. The end result? We’re dropping distinctive feminine expertise not as a result of they’ll’t do the work, however as a result of they refuse to carry out a model of management that requires them to apologise for the very assist buildings their male friends take as a right.
The hole metric drawback
The boardroom numbers look spectacular till you look at what’s occurring additional down the pipeline. The UK’s 7.8% labour power participation hole displays challenges throughout the complete feminine workforce, however these obstacles intensify exponentially as girls climb in direction of partnership. In consulting particularly, the place consumer service fashions collide with outdated assumptions about home assist, the attrition turns into acute.
I’m watching senior girls choose out of partner-track roles not as a result of they lack ambition, however as a result of they’ve completed the maths. They see male colleagues with full home assist programs being rewarded for his or her dedication, whereas girls in equal conditions face refined (and typically not-so-subtle) questions on their dedication. The message is obvious: your assist construction is just reliable should you’re male.
Because of this focusing solely on boardroom illustration masks the true drawback. We’re celebrating range on the prime whereas the expertise pipeline under is structurally unsound. You possibly can’t repair a leaking pipeline by solely measuring what comes out the tip.
Past flexibility theatre
Most corporations have responded to this problem with flexibility initiatives. They’re providing hybrid working, part-time partnerships, compressed hours. These are worthwhile, however they’re additionally performative in the event that they don’t deal with the underlying cultural assumption: {that a} high-performing govt’s house life ought to look a sure manner.
Actual progress requires recognising home bandwidth as a reliable enterprise asset, no matter who holds it. When a male associate’s partner manages the house entrance, that’s strategic planning. When a feminine associate has the identical association, it ought to be equally unremarkable. Till we normalise non-traditional home assist as a driver of govt output – for everybody – we’re merely rearranging deck chairs.
2026: Coverage vs actuality
This April, the Employment Rights Act introduces obligatory Equality Motion Plans for giant employers. On paper, this could drive change. In observe, these plans will stay performative until corporations are keen to dismantle the stereotype of what govt success ‘ought to’ appear like.
The query consulting leaders should ask themselves is uncomfortable however important: are we genuinely dedicated to retaining senior feminine expertise, or are we dedicated to retaining senior feminine expertise who carry out management precisely as males do? As a result of proper now, the info suggests the latter. And it’s costing us.
Shedding our aggressive edge
On the UK’s present charge of progress, it should take 33 years to shut the gender pay hole. Consulting corporations that proceed to function on outdated assumptions about govt home preparations will discover themselves more and more unable to compete for the very best expertise.
The answer shouldn’t be sophisticated: look at your cultural assumptions about what ‘supported’ management seems to be like. Ask why a male associate with a stay-at-home partner is well known whereas a feminine associate in the identical state of affairs is questioned. And recognise that till you possibly can reply that query actually, your Equality Motion Plan is simply costly paperwork.
Different international locations are constructing their expertise pipelines, so why can’t we? Based on the PwC Girls in Work Index, Iceland, New Zealand, and Luxembourg set the benchmark for gender-balanced workplaces. With out daring motion, the UK dangers falling additional behind.
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