In the latest episode of the c-suite podcast’s ‘Charity Spotlight’ series, we focus on The Young Women’s Trust, a charity supporting women aged 18 to 30 in low or no pay jobs, that is at the forefront of tackling gender inequality in the workplace.
Our guests were:
Hosted by Debbie West, the episode delved into critical challenges faced by young women and proposed actionable solutions.
Key Findings from the Young Women’s Trust Survey
Claire Reindorp provided an overview of the charity’s survey, highlighting:
- Financial Disparities: 41% of young women reported worsening financial conditions over the past year, compared to 27% of young men. Over half of the young women surveyed felt dread regarding their finances.
- Workplace Discrimination: More than half of young women experienced workplace discrimination, rising to 61% for racially minoritized groups. This has tangible effects on pay, career progression, and mental well-beng.
- Employment Inequalities: Women in their twenties earn 20% less annually than their male peers, often due to being overrepresented in low-paying sectors and underrepresented in leadership roles.
Reindorp emphasized that systemic barriers prevent young women from equitable career advancement, framing the twenties as a “make-or-break” decade for achieving gender parity in pay and opportunities.
Corporate Partnerships and Support Initiatives
Deloitte’s Role
Claire Burton outlined Deloitte’s partnership with the Young Women’s Trust, initiated in 2022. Key initiatives include:
- Funding and Services: Deloitte contribute with a “Power Hours” service, designed to foster peer networks and workplace navigation skills for young women.
- Employment Opportunities: Run programs such as their internal Banking Operations Academy which is effectively a higher trained deploy type model for individuals into the banking sector.
- Pro Bono Support: Deloitte advised the charity on organizational efficiency, digital strategies, and leadership agility. These efforts aim to maximize the charity’s impact.
- Policy Enhancements: Deloitte implemented progressive family-friendly policies, such as equal parental leave, additional paid leave for parents whose child requires neonatal care, and flexible working options. Burton highlighted how these measures align with the firm’s commitment to inclusion and gender equity.
Personal Impact: Philippa’s Story
Philippa Rawlinson, a trainee solicitor, shared her journey overcoming financial and systemic challenges in the legal sector. Key takeaways included:
- Challenges Faced: Balancing single parenthood with the demands of pursuing a legal career, such as costly qualifications and a lack of accessible internships.
- Support Received: Leveraging mentorship, networking, and initiatives like the Young Women’s Trust helped her secure a training contract.
- Advice for Others: Philippa encouraged young women to embrace resilience, seek mentorship, and challenge imposter syndrome.
Her story highlighted the transformative potential of supportive employers who value diverse experiences.
Recommendations for Employers
Reindorp and Burton outlined actionable strategies for businesses to support young women:
- Pay Equity: Ensure salary transparency and avoid perpetuating pay gaps through biased practices.
- Flexible Working: Offer enhanced parental leave and adaptable work arrangements.
- Mentorship and Training: Invest in line manager training and employee sponsorship programs to foster inclusive workplaces.
- Zero-Tolerance Discrimination Policies: Establish clear protocols to combat workplace biases and harassment.
The Young Women’s Trust provides a guide for employers, emphasizing these practices.
Looking Ahead
The Young Women’s Trust plans to expand its Power Hours program, increase research into insecure work, and advocate for stronger enforcement of workers’ rights. Reindorp underscored the importance of addressing systemic inequalities early in women’s careers to reduce long-term disparities such as the pension gap.
