Women in Manufacturing UK aims to boost women's representation to 35% by 2035

Happy #wimwednesday The face of manufacturing is changing and women are leading that change. Key findings from the upcoming Women in Manufacturing UK (WiM) 2025 Report: Leading with Inclusion: → Women now make up 28.4% of the workforce — up 1.6 points from 2023 → 24.8% of managerial and senior roles are held by women → The gender pay gap has narrowed to 14.9% → Representation of women from non-White backgrounds climbed from 9.6% to 13.5% But challenges remain. Nearly a quarter of the workforce will retire within the next decade, 74% of them men and too many women still leave feeling undervalued or limited in their career growth. Here’s what’s shifting: Automation and robotics now handle the most physically demanding tasks, making manufacturing more accessible than ever. Camilla Hadcock said it perfectly in the @manufacturingmanagement report: “We’re no longer intimidated by machinery, we’re mastering it and leading through it.” I couldn’t agree more. 📢 The full report launches on 23 October 2025 at the Women in Manufacturing Conference in Coventry and online. The in-person event is sold out, but you can join the waiting list or attend online: ↴ Agenda → https://lnkd.in/eFYjgKyZ ↴ Register / Waiting list → https://lnkd.in/ehvEATmj See you there. #WiM2025 #WomenInManufacturing #UKManufacturing #Inclusion #Leadership Institute for Manufacturing (IfM), University of Cambridge | IfMEngage | Cambridge Industrial Innovation Policy | High Value Manufacturing Catapult | Innovate UK | Made Smarter UK | Lloyds Business & Commercial

Environment for businesses and women in leadership addressed by white paper 👩💼🌎 The launch of a white paper - Being Seen - illustrates how “paradox of visibility” defines careers for women. A white paper has found a “crisis of visibility” for women in the workplace. Being Seen: Women, Leadership & Visibility at Work presents research into how successful female leaders navigate professional visibility while championing change for others. The research, conducted by Reading-based PR and communications strategist, Antonia Taylor, comes at a critical time. With the World Economic Forum reviewing its forecast to 123 years to reach gender pay parity, The Lovelace Report citing a £3.5bn cost to UK tech as more women leave or stall mid-career and Emma Walmsley’s recent exit of GSK leaving seven women CEOs in the FTSE 100, the need for women's workplace visibility has never been more urgent. Continue reading... https://lnkd.in/ecTCzt7j Nicky Regazzoni, Syndie Simon, Claire Hawes (Williams), Selina Barker, Genelle Aldred, Caroline Goyder, Tamu T. Doyle Clayton ,Broadfield UKK,Macbeth Insurance Brokers & Financial Servicess,KYOCERA Globall,Westcoast Limitedd,Thames Valley Chamber of Commercee,Insider Mediaa,The PR Networkk,Ciphrr,The F Suitee,Grant Thornton UKK,Project Youu TEDxDx #womeninbusiness #launch #leadership #ukbusiness #environment #whitepaper #berksnews #berkshour #businessnews #businessintelligence

The 2025 Prosperity Report tracks Canadian women’s representation in corporate leadership over the past five years. Three key takeaways (to me): 1) Pipeline Decline. Women’s presence in leadership pipelines (direct reports to senior management) dropped from 54.5% in 2022 to 45.3% in 2025. This signals fewer opportunities for women to advance unless systemic changes happen. 2) Intersectional Women Face the Steepest Gaps. -Indigenous women: 3.1% → 1.0% (2021–2025) -Women with disabilities: 5.0% → 3.4% (2024–2025) -2SLGBTQIA+ women remain <1% at the board level This exemplifies why tailored recruit and retainment strategies are essential. 3) Executive Gains Mask Boardroom Barriers. Women hold 40.6% of Executive Officer roles (up from 31.2% in 2021), yet a "glass ceiling" persists with women making up only 37.4% of corporate director board positions. Overall, the report underscores both the progress and the persistent challenges for women in Canadian workplaces —and why systemic supports for some subpopulations to gain equitable access into leadership roles remains critical. #InvisibleNoMore

Gen X women are often deeply committed to creating workplaces where diversity is not just acknowledged but actively celebrated and leveraged. Their pragmatism ensures that these commitments are translated into concrete policies and practices, rather than remaining mere aspirations. This entails actively championing diversity in recruitment and promotion, advocating for equitable compensation, and implementing flexible work arrangements that cater to the diverse needs of all employees. Their independent spirit allows them to challenge existing norms and push for systemic change, even when it is difficult or unpopular. Furthermore, their relationship-focused approach ensures that inclusivity is embedded in the everyday interactions within an organisation, fostering a culture of mutual respect and understanding. As societies grapple with issues of social justice and equity, leaders who can create genuinely inclusive workplaces will be instrumental in driving positive societal change. This commitment to equity is not just a moral imperative; it is a strategic advantage, ensuring that organisations can tap into the full spectrum of talent and perspectives, leading to more robust innovation and better decision-making. Looking further ahead, the projection is clear: the principles that have guided Generation X women will continue to shape organisations and societies in profoundly positive ways. Their emphasis on pragmatic solutions will foster organisational resilience, enabling businesses and institutions to weather economic storms and societal shifts with greater stability. Their independent spirit will drive innovation and agility, empowering teams and individuals to adapt and thrive in dynamic environments. Their commitment to authentic relationships will cultivate inclusive, equitable, and psychologically safe workplaces, enhancing employee well-being and unlocking collective potential. The enduring legacy of Generation X women in leadership is therefore one of creating and sustaining organisations that are not only successful in a traditional sense but are also deeply human-centric, adaptable, and built for the long haul. They are not just leading for today; they are architecting a more sustainable, equitable, and ultimately, more humane future for leadership, leaving an indelible positive imprint on the generations to come. Their model offers a powerful testament to the fact that effective leadership is not a static achievement, but a continuous journey of learning, adaptation, and commitment to building a better future for all. Susie Barber Susie B. Finishing School Of Etiquette Education https://lnkd.in/g_ZrGWHv Author's Website: www.susiebarber.com #SusieBarberAuthor #Leadership

The Silver Economy is driven by women, who live longer, account for the majority of global consumer spending, and balance successful careers with demanding caregiving responsibilities. Despite persistent systemic barriers, women continue to lead, innovate, and shape the future of the economy. In GCOA’s latest blog, CEO Michael Hodin highlights the key role women play in powering the Silver Economy and the path forward toward greater equity and opportunity. These insights draw upon the recent report from GCOA and the WISE Council, “Paving the Path For Women in the Silver Economy: Stories of Leadership, Vision, and Action,” which features inspiring interviews with women leaders driving innovation across industries. Read the blog now: https://lnkd.in/eFB9-vry    Read GCOA and WISE Council's report here: https://lnkd.in/gtNmwG7r

At Women in Work, our mission is clear: to create a future where businesses embrace gender equity as both a moral imperative and a competitive advantage. With less than 7 weeks until we take the stage in New York, here’s 7 reasons why the Summit is set to spark a lasting impact: 1️⃣ It connects equity to business success Gender equity isn’t just the right thing to do - it’s linked to profitability, productivity, and retention. 2️⃣ It drives action, not just conversation The Summit equips organizations with practical steps to embed policies and programs that support women at every stage of life. 3️⃣ It translates research into impact Complex clinical, legal, and societal findings are made accessible to leaders who can use them to shape workplace change. 4️⃣ It strengthens influence within organizations Participants gain strategies to persuade senior leaders, influence stakeholders, and overcome resistance to change. 5️⃣ It amplifies under-represented voices and stages From menstruation to menopause and beyond, the Summit ensures inclusive dialogue that reflects the full spectrum of women’s experiences. 6️⃣ It convenes the right changemakers Bringing together executives, HR leaders, DEI professionals, and advocates ensures the people who can move the needle are in the room. 7️⃣ It delivers measurable progress With a focus on ‘measuring what matters,’ the Summit highlights what works, what doesn’t, and how organizations can track real outcomes. This is more than an event; it’s a catalyst for systemic change. Together, we can redefine the future of work for women, and for everyone. 📍WiW Summit, New York Academy of Medicine, November 18  🔗 Learn more and register now: https://lnkd.in/ehttp67i #WomenInWork #WISummitUS #GenderEquity #Leadership #Inclusion #FutureOfWork

Excellent new report from Moving Ahead called Headwinds and Tailwinds looks at the lived experiences of women on the path to the C-suite. I was particularly pleased to see the first action point Reform EDI and bridge the gap between policy and progress. Many felt that the focus should be shifted toward inclusive practices that benefit all employees universally, rather than focusing efforts exclusively on specific groups, which some may perceive as divisive. I agree with this. ✨Today too many people do not see themselves represented in EDI work. ✨This needs to change. ✨This starts by involving men. Inclusion benefits everyone. I have seen the shift in participants when you involve men. 19th November is International Men's Day. What plans do you have in place to connect men with your EDI work? It is time to dial up efforts. It is time to go all in. Happy to connect if you want to talk about ideas on how you can do this.

“Australia must recognise the untapped potential of women entrepreneurs and women-led businesses,” says Angela Priestley, Co-Founder of Women's Agenda.   “There are incredible opportunities to support these women with procurement, funding and a more robust care infrastructure. Without this shift, we risk more burnout. Imagine women-led businesses moving from surviving to thriving.”   The 2025 Women’s Agenda Report highlights some exciting progress for Australian women in business, but also the barriers still holding many back: ⚠️ Burnout 💰 Less funding 🤝 Slower client pipelines   It’s not all bad news. From greater representation to stronger networks, there are clear wins in the data. And, as Priestley notes, with the right policies, partnerships and investments, women-led organisations can really begin to scale.   Explore the report findings, linked in the comments below.   #CommBankBrighterPerspectives #Leadership #CBAWomenInFocus

Too many senior women are stepping away from the corporate world just as they’re positioned to make their greatest impact. Why? And more importantly, what can actually be done about it? Last night at the London Stock Exchange, we launched a powerful new report in partnership with Hult International Business School: Headwinds and Tailwinds. This report, sponsored by Laing O'Rourke, FTSE Women Leaders Review and 30% Club UK digs deep into the lived experiences of women on the path to the C-suite, revealing what’s driving them out, and what actually works to keep them in. In this special edition of Connect, we unpack the findings, share solutions, and spotlight the voices of women leaders who are pushing through the resistance to lead with impact. Plus an Executive Interview with Richard DeNetto, Chief Executive Officer of Change the Race Ratio who shares the strategic challenges keeping him up at night, our October Reads and Resources and a tip from record-breaking adventurer and Moving Ahead speaker, Alex Staniforth's memoir 'Icefall'. Full issue including report: https://lnkd.in/gUBydATQ

In male-dominated sectors of the economy, such as manufacturing, the gender skew can easily become a cultural bias and with it comes consequences that are not helpful to the Australian economy. For instance, according to Jobs and Skills Australia, occupations with highly gender-skewed workforces are significantly more likely to experience skills shortages.      Gender plays a role across the economy, with only a third of Australia’s businesses being owned by women. The Australian Chamber of Commerce and Industry (ACCI) has enacted the Future Maker program which seeks to shift more women into business ownership and leadership, starting at the practical level. If we can get more women to own and lead businesses, what economic and social benefits could we unleash? https://lnkd.in/eqn643ef