Proven Ways to Boost Gender Equality at Work and Why It’s Good for Business

As CEO of SF Recruitment and a Trustee for the work-life balance charity Working Families, Saira Demmer is a strong advocate for gender equality in the workplace.

She believes that improving workplace equality is not just morally right — it’s commercially smart. From her perspective, gender-balanced teams are a business advantage: they drive stronger financial returns, inspire innovation, and improve talent retention.

Her stance is backed by both her experience in recruitment and the growing body of evidence, including the recent UK Government report published on 11 August 2025 by the Office for Equality and Opportunity and the Women and Equalities Unit. This report provides evidence-based actions employers can take to make measurable progress on gender equality, spanning recruitment, progression, retention, and leadership.

“Diversity in the workplace isn’t a ‘nice to have’, it’s a performance driver. If you ignore it, you’re leaving money on the table.”
— Saira Demmer, CEO of SF Recruitment & Trustee, Working Families

Why Gender Equality is a Commercial Advantage

Gender equality isn’t simply an HR policy or CSR talking point — it’s a proven route to business growth:

• Profitability – Companies with gender-balanced leadership enjoy 5–20% higher profit margins than those with less diverse management. (Source: International Labour Organization)

• Innovation – Organisations with greater workforce diversity are 70% more likely to capture new markets. (Source: Harvard Business Review / Centre for Talent Innovation)

• Retention – Flexible, inclusive cultures help retain top performers, reducing costly turnover.

• Economic Impact – Closing the gender gap in labour participation could add up to £150 billion to the UK economy by 2025. (Source: McKinsey & Company)

Five Evidence-Based Strategies to Improve Gender Equality at Work

The Government’s recommendations are grouped into five key areas. Here’s a summary of the most impactful actions employers can take.

1. Hiring & Selection

Include multiple women on shortlists — proven to increase representation.

Use structured interviews and skills-based assessments — reduces bias.

Advertise jobs as flexible and clearly state salary ranges — promotes fairness and attracts diverse talent.

Commercial Impact: Companies with gender-balanced leadership enjoy 5–20% higher profit margins. (ILO)

2. Talent & Development

Increase transparency around pay, progression, and rewards — ensures equity.

Implement mentoring, sponsorship, and networking programmes — particularly valuable for career progression.

Commercial Impact: Diverse companies are 70% more likely to capture new markets. (Harvard Business Review)

3. Inclusion & Retention

Offer flexible working rights and make flexibility the default — critical for retaining staff with caregiving responsibilities.

Support shared parental leave and normalise flexibility for all genders.

Commercial Impact: Businesses with at least 30% women in leadership roles see a 15% boost in net profitability. (ICRW)

4. Leadership & Accountability

Set internal targets for gender representation — goal-setting drives progress.

Appoint diversity leads or task forces — ensures oversight and action.

Commercial Impact: Closing the gender gap in labour participation could add £150 billion to the UK economy by 2025. (McKinsey)

5. Evaluate & Improve

Use data to identify gender imbalances and measure the impact of changes.

Regularly review and adapt strategies to maintain progress.

Commercial Impact: Businesses in the top quartile for gender diversity are 21–27% more likely to outperform industry peers. (McKinsey)

Why This Matters for Every Type of Workplace

Whether your organisation offers full time jobs or flexible work from home jobs, the principles of gender equality apply. Employers who embrace these recommendations can attract a wider talent pool, appeal to candidates seeking flexibility, and strengthen their employer brand.

In competitive markets, the ability to attract, retain, and develop top talent is a clear differentiator. Employers who take these steps not only help create fairer workplaces, they also improve productivity, profitability, and brand reputation.

As Saira Demmer notes, the conversation about gender equality must move beyond ethics into economics:

“When we talk about diversity, it’s not just about doing the right thing for society. It’s about making better business decisions, accessing the full breadth of talent, and creating teams that consistently outperform. That’s what drives sustainable growth.”

At SF Recruitment, we’ve built our reputation on putting people into jobs they love; roles that fit  skills, ambitions, and lives. As a multi-award-winning business, recognised in the Sunday Times Best Places to Work and winner of the Recruiter Awards’ Best Company to Work For and Recruitment Agency of the Year, we lead by example when it comes to workplace flexibility. Through our Flex for Success campaign, we’ve championed flexible working long before it became mainstream, helping clients embrace change and attract the very best talent. By embedding gender equality and flexible working into our own culture — and supporting others to do the same — we’re proving that doing what’s right for people, is also what’s best for business.

You can read the full Government report here:
How to improve gender equality in the workplace: actions for employers (gov.uk)