Unlocking Leadership Potential: How Upskilling and Career Pivots Can Enhance Gender Equality

In the legal sector and organizations like Grant Thornton, women's representation declines significantly from middle management upwards. Recent research involving 600 women in professional roles revealed that 62% have considered a career change, with 26% looking to pivot within the next five years. The main barriers identified include income loss, age concerns, and caring responsibilities. Here’s how employers can facilitate upskilling and career pivots to support women in senior leadership roles.

Offer Opportunities to Develop New Skills

While most companies provide access to learning, only 31% of respondents reported options for retraining. Investing in skills such as data, digital, and technology is crucial for long-term growth. Organizations can utilize Apprenticeship Levy funds to offset training costs while fostering workforce development.

Consider Where and How People Do Their Best Work

Many businesses advocate for hybrid working, but some leaders push for a return to the office. Since women disproportionately handle childcare, any reduction in flexible work options could hinder their career progression or lead them to leave the company. Employers should base their hybrid work policies on evidence of employee performance and well-being.

Utilize Transferable Skills

The 2025 World Economic Forum’s Future of Jobs report highlights transferable skills like creative thinking, resilience, and agility as increasingly vital. By recognizing these skills, companies can enrich their teams and drive innovation. Strength-based interviewing can help identify these skills and their applications within the organization.

Offer Access to Coaching and Mentoring

Research indicates that senior women benefit significantly from mentorship and sponsorship opportunities. Initiatives like parent mentoring schemes can support individuals returning from family leave, promoting equal parenting and aiding career transitions.

Ensure Policies and Practices Support Non-Linear Careers

Non-linear career paths offer businesses opportunities but also present challenges. Organizations typically favor linear progression, which is often linked to rewards. Shifting this mindset, along with policies to support non-linear careers, is essential for fostering career development and valuing transferable skills. Without a solid framework, non-linear paths may struggle to gain traction compared to traditional linear routes.

Katie Nightingale is the Director of People Consulting at Grant Thornton.