The government has recently released updated guidance to help organisations advance gender equality in the workplace. Unlike theory-based approaches, this advice is intended to be practical and grounded in evidence of what actually works.

The document sets out effective actions, supported by strong evidence, and promising actions, where research shows potential but is not yet extensive.

This resource can be used to shape action plans within your business, supporting the creation of a more inclusive working environment. Below is a short overview of what the guidance covers.

Begin with the data

The first step recommended is to take a data-driven approach. The guide includes questions that may highlight where gender disparities exist. For example:

  • Are women more likely to be hired into lower-paid roles compared with men?

  • Do starting salaries or bonuses differ between genders?

  • Are individuals becoming “stuck” at certain levels in your organisation?

  • Do part-time staff have equal opportunities to progress?

Working through these types of questions allows you to focus your initiatives more effectively.

Four stages of the employee lifecycle

1. Hiring and selection

Standardising recruitment and selection processes is highlighted as an effective way to reduce bias and ensure the right candidate is chosen.

One of the strongest findings is that flexibility is highly valued. Job adverts that make flexible working options explicit receive significantly more applicants, and women are more likely to apply for senior roles when flexibility is offered.

Employers are encouraged to structure interviews in a consistent and transparent way—asking all candidates the same questions and scoring them against the same criteria.

Pay and promotion policies should also be set out clearly. Stating the salary range and whether pay is negotiable is strongly recommended.

2. Talent management, learning and development

Gender equality goes beyond recruitment—supporting and retaining staff is just as important.

Transparency around promotion, pay and reward processes is a central recommendation. Employees should understand the criteria for pay increases and the basis for promotion decisions.

Managers should be held accountable for their choices, ensuring decisions are evidence-based and subject to review if needed.

3. Inclusion and retention

Flexible working arrangements and supportive parental leave policies are crucial for retention, enabling employees to manage both work and home responsibilities.

It is advised that all jobs are advertised and offered with flexible working options. However, employers must also demonstrate commitment in practice. Senior leaders should be encouraged to role model flexible working themselves and advocate for it.

The guidance also underlines the importance of challenging stereotypes—for example, the assumption that women should shoulder caring responsibilities. By enhancing workplace flexibility for everyone, both men and women can balance career and family commitments. Practical steps include:

  • Encouraging men to take up flexible working, avoiding the perception it is only a women’s benefit.

  • Steering clear of rigid “one size fits all” models, such as setting a fixed number of homeworking days, which may inadvertently create a gender gap.

  • Discussing flexible arrangements with fathers as well as mothers when children arrive.

4. Leadership and accountability

Lasting change requires leadership from the top. The guidance suggests setting specific, measurable and time-bound goals that are ambitious yet realistic. Progress should be monitored and reviewed regularly.

Some organisations appoint a senior diversity lead or establish a dedicated task force with the authority to drive progress. This approach has been associated with better outcomes for women in the workplace.

Final thoughts

The guidance includes many further suggestions across these four areas that may be useful for your organisation.

Fostering a culture of inclusion not only improves fairness but also broadens your talent pool and helps build a motivated, diverse workforce. The full guidance is well worth reviewing in detail, and you can access it here: https://www.gov.uk/government/publications/how-to-improve-gender-equality-in-the-workplace-actions-for-employers/how-to-improve-gender-equality-in-the-workplace-actions-for-employers