Latest news with #male-dominated
Telegraph
4 days ago
- General
- Telegraph
The sexual harassment epidemic tainting British business
When Amy got her first job as a bus driver at the age of 20, she wasn't prepared for how uncomfortable it would be to work in such a male-dominated industry. 'You think everyone is going to be like your dad. You don't realise that other people's dads are like this – it's mind-blowing,' she says, reflecting on the decade of workplace sexism she's faced at multiple bus depots. 'People say 'oh, it's just banter' – that's the biggest problem. Older men think it's a compliment if they make a sexual remark.' Like many women, Amy*, says she doesn't want to 'ruffle any feathers' by complaining. After all, she knows many others who have had it far worse. But she is exhausted by the constant jeers from the men she works closely with. 'In the summer when it's hot, I don't wear tights – there's usually a sexual remark from the men in the canteen when I go upstairs. They also make comments like 'you should be on the catwalk, not driving a bus'. They don't realise that it feels uncomfortable.' An increasing number of women working at companies from City institutions to household names are coming forward with stories of harassment in the workplace. Despite believing that we live in more enlightened times compared to the 1970s or 80s – when women were effectively treated as second-class citizens in the workplace – sexual harassment remains an epidemic tainting British business. Male-dominated hierarchies Amy almost counts herself lucky – other women she has spoken to have felt so unsafe at work that they have eventually quit. Poppy*, who is in her 20s and works in the construction industry, recalls being repeatedly targeted and harassed by two senior men she used to work with. They would tell her that women belonged in the kitchen and would send inappropriate messages. 'I ended up separating from my fiancé because of the stress. It affected every part of my life,' she says. 'My hair is curly and one of the bosses didn't like curly hair, so he paid me to go and straighten it because he said I looked a mess.' Poppy, who was also told early on in her career that having a child would ruin her future job prospects, believes that sexism is ingrained across corporate Britain. While most cases go unreported, there have been several high-profile cases in recent months and no sector is immune – almost half the fashion retail employees surveyed by Drapers think sexual harassment is 'common'. More women are also coming forward to recount tales of harassment at well-known British employers. The BBC is now facing questions over its knowledge of Gregg Wallace's behaviour after 50 more people came forward with allegations against him, months after hundreds of allegations of sexual misconduct emerged against ex-Harrods owner Mohamed Al Fayed. Wallace has denied the sexual harassment allegations. Al Fayed died in 2023. A government survey in 2020 found that 29pc of employees experienced some form of sexual harassment in their workplace in the previous year – but the real figures are thought to be far higher. 'Most UK businesses are still structured around male-dominated hierarchies,' says Poppy. 'Despite more inclusive policies, culture often reflects outdated gender norms – there is still an old boys' club power structure.' These are not stories from generations gone by. Despite widespread efforts to crack down on sexual harassment at work and hire more senior women into top jobs, UK plc continues to have a problem. 'I don't think it's improved in the last decade – maybe more women have the confidence to report it, but the sexist comments from men aren't slowing down,' adds Amy. Rise of the 'bad apples' Internal training documents show that senior City staff are being taught the very basics when it comes to behaviour. 'Do not sexually harass a colleague,' reads a presentation for a top law firm, adding that unwanted behaviour includes 'grabbing, groping, kissing, fondling or brushing against another's body'. It also urges lawyers to avoid 'leering' at co-workers and to steer clear of 'unwelcome massaging'. Such training sessions have spiked as managers increasingly fear legal action from potential victims. Data from online learning provider iHasco shows that sign-up rates to their sexual harassment courses have shot up 862pc in just a year, in part because of a new law which forces employers to do more to prevent sexual harassment at work or at work events. In some organisations, staff now need official permission to drink alcohol at client parties. Yet attitudes aren't shifting. A poll by trade union Unite found that 34pc of women still do not believe that there is a zero-tolerance approach to bad behaviour at work, with one in four suffering work-related sexual assault. Alarmingly, over a quarter of the women polled said they have been shown porn at work by their co-workers. Some think sexism has become worse in recent years. One HR chief, who did not want to be named, thinks there has been a 're-emergence of unpalatable characters', particularly since the rollback of diversity, equality and inclusion (DEI) programmes under Donald Trump, who ordered a ban on the policies. The effects are being felt in the UK, with some leaders even overheard boasting about how they can say whatever they want now, the person adds. Businesses, regulators and the government are now scrambling to do more to stamp out toxic behaviour amid rising concerns for women in the workplace. The Financial Conduct Authority, the City watchdog, has expanded rules around harassment and bullying in order to stop 'rolling bad apples' who abuse colleagues in one job from job-hopping undetected. Last year Parliament's influential Treasury select committee raised concerns that women in finance were afraid to speak out about abuses in the workplace because of perceptions that the City is a 'man's world,' with MPs accusing HR departments of protecting sexist bosses. The Government also wants to ban bosses from covering up sex scandals by outlawing the use of non-disclosure agreements (NDAs) in the workplace to silence victims. In 2018, The Telegraph was prevented from revealing allegations against Sir Philip Green, the former Topshop owner, after five ex-employees signed an NDA. The change will be provisionally written into Labour's incoming Employment Rights Bill, which will return to the House of Lords this week. Yet despite the raft of changes, recruitment bosses and victims aren't so sure that behaviour will change any time soon. Most stories of harassment at work are never discussed, so abuse goes unnoticed under the surface. 'Cultural change is a slow process. The legacy of patriarchal structures is still based on leaders who aren't primary caregivers or take parental leave, and these systems are historically not designed to address inequality,' says Amanda Rajkumar, Adidas' former global head of human resources. 'There remains a fear of speaking up because it is neither recognised nor rewarded. Whilst there is increased support and emphasis on robust and independent grievances and investigations, many cases go unreported, with women feeling undervalued and disrespected. 'There are many women with genuine instances of sexism, from pay issues to inappropriate senior management behaviour. Still, more often than not, they decide not to pursue a formal route, as they know it will damage their career. This is one of the reasons women leave companies.'
Forbes
08-07-2025
- General
- Forbes
Build Strategic Influence When You're Not In The Male Inner Circle
Yann Dang, Aspire Coaching | Leadership & Emotional Intelligence Coach for Women in Male-Dominated Industries | Host of The Balanced Leader. In male-dominated industries, many high-performing women rise through grit, expertise and results. Yet despite their proven value, they often find themselves on the outside of critical influence circles—especially when those circles are part of a long-standing male inner circle. They have a seat at the table, but not always a voice that drives decisions. Influence Requires More Than Access Visibility isn't the same as influence. You can be present in the room and still feel invisible in the conversation. You can share an idea—then watch it gain traction only when someone else repeats it. In my work as a leadership coach for high-achieving women, I've seen this play out repeatedly: capable, strategic leaders whose contributions are essential, yet whose power remains conditional. The reason isn't lack of ability; it's lack of strategic influence. The Influence Gap Isn't About Likability—It's About Strategy Influence is relational. It hinges on how others perceive your credibility, clarity and presence—especially when you're outside the male inner circle. But here's where it gets complicated: Many women feel conflicted about how to show up in these spaces. They don't want to compromise their values, self-censor or play into outdated norms. So they hold back. They wait for fairness. They resent the system—and understandably so. The Influence Shift: From Frustration To Authentic Connection Influence isn't about belonging. It's about being understood—even by those who don't look like you or come from the same networks. To gain access, leaders must expand their toolkit—and often flex behaviors traditionally outside their comfort zone. The goal? Move from oppositional positioning to strategic partnership without losing authenticity. But before that shift can happen, a deeper challenge must be acknowledged ... When Frustration Becomes Self-Sabotage In my work with senior women in male-dominated environments, I've seen how resentment—however justified—can erode strategic clarity. When a woman begins to believe 'they won't listen anyway' or 'they only promote each other,' she may stop showing up with influence in mind. She becomes guarded in meetings, short in emails or reactive in tone. Over time, the very behaviors meant to protect her power start to undermine it. Instead of positioning herself as a thought partner, she's perceived as emotionally distant or resistant to feedback. Instead of seeking allies, she avoids those who hold influence—especially those inside the male inner circle. Instead of asking clearly for what she wants, she waits for recognition that may never come. This isn't a flaw—it's a protective response. But one that quietly reinforces the very power dynamics she's working so hard to change. Influence Requires Intentionality, Not Approval Strategic influence doesn't mean people-pleasing or passivity. It means knowing how to: • Speak directly without defensiveness • Frame ideas in ways that resonate with others' priorities • Build trust before challenging the status quo • Ask for what you need—even when it feels risky This kind of leadership is nuanced. It's not about being louder. It's about being heard—because your message is tailored, timely and anchored in authority. A Real Example Of Strategic Influence In Action A senior leader I worked with was frustrated by being excluded from key strategy discussions. Her instinct was to pull back—stop offering ideas unless explicitly asked. Instead, she chose a different path. She identified a shared priority with the COO, proactively shaped a solution and presented it with clarity and confidence. By aligning her message with the broader business need—and delivering it with grounded authority—she gained influence not by force, but by focus. That one move repositioned her as a trusted strategic partner. Building Influence Is A Long Game—But It Starts With One Shift Influence isn't granted. It's cultivated. And it begins the moment a leader stops waiting for permission—and starts leading with clarity, composure and conscious connection. For women navigating the dynamics of the male inner circle, this shift is everything. Because you don't need to change who you are to be influential—you need to trust that your voice, when used strategically, is powerful. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
Fast Company
30-06-2025
- Business
- Fast Company
5 unexpected roadblocks for women entrepreneurs—and how to overcome them
Every entrepreneur faces challenges on their professional path. Many women, in particular, share experiences of doubt and difficulty in making their voices heard. But rest assured, there are tried-and-true ways to get you past these speed bumps and back onto the right track. In my two-decade career at Christie's auction house, I learned to navigate these dynamics. And when I eventually left to start my own talent agency, I had to use strategies I learned from my time in the male-dominated corporate world to get buy-in from new clients. My ability to speak up in rooms full of men, pitch ideas to them, and feel confident doing so proved to be critical. The truth is, entrepreneurial life can have a higher barrier to entry for many women. But common obstacles don't need to stop you in your tracks. Here are five hidden roadblocks women should anticipate—so you, too, can approach any business challenge confident in your ability to own it. Decision-makers don't look like you A common issue women face when they walk into a pitch meeting is a room full of people who don't look like them. As a result, when they start to pitch their product or idea, the people in the room can't relate and the deal falls apart quickly. But knowing this will likely be the case gives you all the power. Do your research before you walk in the room so that you know exactly who you are going to be pitching to—that way, there are no surprises. Find out as much as possible about everyone who will be in the room so that you can find a natural point of synergy to connect you. Since you've done the prework, you can ask leading questions that will steer the conversation in the way that you want. Don't hesitate to practice your pitch on friends who might be similar to the people you are about to pitch to, so they can punch holes in your presentation. The more prep work you do, the easier pitch day will be. Juggling invisible labor Are you drained at the end of the workday, only to walk in the door at home to find that you are in charge of everything there, too? The second shift is a common trap for working women. And it can stop today. Have conversations with your partner early and often about dividing invisible work at home. The sooner you get into a rhythm where you're both aware of what it takes to keep a household moving, the less time you will spend arguing about it. Together, list out everything that has to get done around the house, and allocate it according to the things you are good at or like to do—until you get to the tasks neither of you want to do. Tackle those together. You can't do it alone, nor should you. Limited access to funding Women have access to less than 3% of venture capital money; it's a shocking disparity that bears repeating. So be loud. This statistic will only improve the more we talk about it. Tell anyone and everyone who needs to hear it that women need more access to capital. If you're a woman seeking VC money, get in touch with organizations like Female Founder Collective or Female Founders Fund, who help connect women with potential investors (and invest as well). Make the issue known, and align yourself with communities working to solve it. Limited access to networks My father always says 'network or die'—meaning not that you'll die if you don't network, but your network certainly will. Fewer women than men in positions of business leadership means that curating connections is essential. If you find that your network isn't growing, or your world seems small and you need a larger reach, it's time to take matters into your own hands. Organize a breakfast with a friend and ask her to invite six people you don't know. Do the same with your network. Make it meaningful, not just transactional. At the event, let each person talk about their work and life, then ask a question that everyone at the table has to answer. Artificial timelines The world of constant updates that we live in can make success seem easy—as though if you aren't killing it all the time, you aren't successful. If you find yourself scrolling on social media, concerned that everyone else is miles ahead of where you are supposed to be, say this to yourself as often as you need to: 'I am living life on the timeline I am supposed to be on. Things will happen when they are meant to happen and not before. I am exactly where I need to be.' You will arrive—roadblocks in your rearview mirror.
