IWD 2026: Embracing The Power of Femininity at Work
KEY TAKEAWAYS
- Strong leadership does not require women to adopt ‘masculine’ behaviours – workplaces perform better when empathy, intuition, and emotional intelligence are valued as core strengths.
- Persistent structural barriers remain, reflected in the UK gender pay gap and the small proportion of female CEOs – which makes visible role models and sponsorship crucial.
- Women can navigate bias and double standards by asserting their right to be heard, and reframing labels like 'bossy' as evidence of confident leadership.
- Building a more inclusive workplace is a shared responsibility – organisations need to tackle discrimination, create more speaking and development opportunities, and normalise diverse leadership styles.
3 MIN READ
By Arianna Mortali, Chesham Grammar School
"You don't have to play masculine to be a strong woman."
—Mary Elizabeth Winstead
Since the 1980s, women have been assuming greater responsibility in the workplace, rising to higher ranks, breaking down gender barriers as well as the infamous ‘glass ceiling’, and striving to create a more equitable environment where both male and female employees are valued equally. Yet, the ideology that has been largely promoted for many years is that women need to behave like their male counterparts in order to excel in their field – especially male dominated fields such as finance and technology.
This belief devalues traditionally feminine qualities such as empathy, intuition, and emotional intelligence that are essential to keeping a workplace functioning. To build strong connections with clients and employees, establish healthy workplace relationships, and foster loyalty and trust within businesses, we must encourage the more feminine attributes that society has discouraged in the world of work.
Discrimination in the Workplace
In 2025, women in the United Kingdom earned 91 pence for every pound a man made. This is largely because women are less likely to reach high-ranking positions that pay higher salaries. For example, only 9.4% of FTSE 100 companies have a female CEO. A couple of factors for this shockingly low percentage are the underrepresentation of women in influential positions, as well as the gender bias. It is essential that young women have inspiring female role models in the world of work to look up to, so that we believe it is promising to climb the career ladder as women.
Women’s Experiences in Their Careers
I am a 16 year old woman, soon to start my A-Levels, one of which is a STEM subject. For my post-GCSE work experience, I spent time with Cambridge Management Consulting, where I spoke to several women and had insightful conversations with them about their experiences of working as females in male-dominated environments. One woman I spoke to said she believed that her feminine attributes allowed her to connect more with the people she worked with and provide a more personal touch to her business. Speaking to this successful woman led me to further believe that femininity in the workplace is going to pave the way to a more inclusive work environment for the future, where there is a healthy balance between traditional masculine and feminine behaviours.
I also had a discussion with another female leader, who provided another view on how to strive as a woman in the workforce. She informed me that she hadn’t felt being female hindered her career, merely because she didn’t let it. One of the main lessons I took away from our conversation was that as women, we need to believe we deserve to be heard, land good jobs, promotions, and hold leadership positions. In the 21st century, it is long overdue that we all recognise that women deserve success just as much as men, and we should not allow the gender bias to change this view.
She also showed me that it is important not to let double standards hold us back in our careers. For example, women leaders are often criticised for being ‘bossy’ when a man behaving the same way is called ‘assertive’. She wisely suggested viewing that negative stereotype as a positive attribute.
If being labelled ‘bossy’ simply means acting as a strong confident leader, women should in fact strive to defend these attributes and reframe them – as well as helping others to understand their prejudices and bias.
Creating a More Inclusive Tomorrow
It is becoming increasingly apparent that many young women desire to be leaders; 40% of Gen Z women looking for new jobs want leadership, teamwork, and management training. So how can we begin to shift the outdated view that masculine qualities are more valued in leadership roles?
Businesses must ensure that any gender-based discrimination is addressed, and encourage women to actively participate in meetings, present at conferences and share their ideas. It is important to show women in the workforce that they are not less valued than men, and that they have equal opportunities to excel. Furthermore, female leaders should set an example for younger women by embracing their femininity to show being feminine is a strength and not a weakness. This includes being more empathetic, compassionate, and collaborative, which not only forms strong workplace relationships, but also ensures that everyone (men and women alike), feel valued and heard in the workplace.
Therefore, true inclusivity in the workplace doesn’t come from women having to mirror men, it comes from valuing the strengths that both femininity and masculinity bring. By encouraging women to speak up, take leadership opportunities, and be authentic in who they are, we can pave the way to a more utopian workplace environment, where all people are treated with compassion and respect.
About Us
Cambridge Management Consulting (Cambridge MC) is an international consulting firm that helps companies of all sizes have a better impact on the world. Founded in Cambridge, UK, initially to help the start-up community, Cambridge MC has grown to over 200 consultants working on projects in 25 countries. Our capabilities focus on supporting the private and public sector with their people, process and digital technology challenges.
What makes Cambridge Management Consulting unique is that it doesn’t employ consultants – only senior executives with real industry or government experience and the skills to advise their clients from a place of true credibility. Our team strives to have a highly positive impact on all the organisations they serve. We are confident there is no business or enterprise that we cannot help transform for the better.
Cambridge Management Consulting has offices or legal entities in Cambridge, London, New York, Paris, Dubai, Singapore and Helsinki, with further expansion planned in future.
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