How ‘passion, continuous learning, and fearlessness’ has revolutionized the workplace for women

The workplace is an ever-evolving space – we only have to reflect upon the past decade to see the rapid advancement of technology, the wider acceptance of remote working, and the slow-but-sure closure of the gender pay gap, to name just a few advancements.

Although we could take a deep dive into different dynamics that have shaped the working world for it to become what it is today, UNLEASH wanted to focus on the impact it had on one particular demographic – women.

But before we get started, let’s set the scene by going back in time. 

It’s the 1800’s – right in the middle of the Victorian era. Women were expected to be the “Angel of the House,” meaning they show unwavering devotion to their family and home. But, many were also expected to participate in paid work, too, which often limited them to factory, workshop, or domestic service positions. 

Opportunities to progress were therefore slim, and pay was low.

Now, jumping back to the 20th century, a stark improvement has been made. However, there’s definitely still room for more progress.

Especially when it comes to that top quartile of leadership positions. 

The gender pay gap still exists, women are still outnumbered in many professions – particularly in STEM careers – and a lack of policies makes navigating fertility and motherhood an often uncomfortable topic.

But to gain a stronger understanding of not only how far we’ve come, but also how far we’ve still got to go, UNLEASH spoke exclusively to four senior female leaders: ServiceNow’s Kelley Steven-Waiss, Mailchimp’s Michelle Taite, Klowt’s Amelia Sordell, and Deel’s Nadia Alaee.

Being a women in the workplace was “uncomfortable” and “impractical”

If you think of a leader – what do they look like?

Does this image change if you’re asked to think of a female leader? Hopefully, not too much.

When talking to Kelley Steven-Waiss, ServiceNow’s Chief Transformation Officer, she explains how this image has transformed over her time in the workplace.

She says: “When I was still in college in the late 1980’s, I worked as a teller for a bank and had to stand all day in heels and wear dresses with hosiery. 

“It was not only uncomfortable – it was impractical. Being a woman in business now has less to do about what you wear and more about how you carry yourself and your expertise. 

Of course, we still have a long way to go in terms of how we define appropriate behaviors for being ‘aggressive’ or ‘ambitious’. Additionally, I still think we have different norms for women vs. men in that regard. 

“I would love to see the day when we aren’t having to talk about bias towards gender and we can focus on the needs of the workforce in general.”

And for many, the ‘power heel’ was a symbol of female importance. But now, with more businesses encouraging employees to bring their authentic selves to work, this is becoming an archaic stereotype. 

For Amelia Sordell, CEO of personal brand agency Klowt, this couldn’t ring more true – in some respects.

“When you work for Klowt, you’re representing Klowt. And we’re a premium agency,” she explains. “That being said, some of the team turn up in jeans, a lumberjack and trainers – others in heels and a suit. 

“It’s about being clean, pressed, and presentable but also allowing people to showcase their identity and personality through their clothing… in a premium way.”

Continuous learning, authentic leadership, and flexible working

Having the right attire won’t make or break a woman’s career – don’t get us wrong. 

Having the right skills and traits are much more crucial. For Mailchimp’s CMO, Michelle Taite, these have been passion, continuous learning, and fearlessness.

“I was fearless in that I took a jump into what was, in the 2000s, a very male-dominated industry – and because of that experience, I always advise peers to be fearless in asking for opportunities, even if they don’t always exist,” Taite shares. 

“By authentically engaging with every facet of my role – both as a professional and as an individual – I can bring a rich tapestry of experiences and perspectives to the business context to make an impact. 

It’s through this lens of authenticity, passion and inclusive leadership that I am able to foster environments where innovation and inclusivity flourish.”

Taite’s perseverance is testament to women’s success over the years, with the number of women in leadership positions slowly but surely increasing.

In fact, according to McKinsey’s Women in the Workplace report 2023, the number of women in C-suite positions has increased from 2015 (17%) to 2023 (28%) – including those in Vice President and Senior Vice President positions.

With this in mind, Nadia Alaee, People Officer at Deel says that this is due to women increasing their confidence and their ability to “get the job done.”

“Women come together, learn from each other’s successes, and influence others to return to work as more authentic versions of themselves,” Alaee explains. 

“As more and more companies go remote, success in the workplace is less influenced by the so-called power suit and is directly linked to performance and strong outputs. 

“Whilst these role models have initiated significant change, business leaders must avoid becoming complacent in the race towards gender equality as much more work still needs to be done.”

And Alaee’s views strike another poignant topic for women: Flexible working.

In recent research from Flexa Careers, UNLEASH found that jobs offering core hours have increased in demand from employees, with 27% requesting greater flexibility at work. However, few jobs actually offer the benefit of flexibility. 

Although this may seem like an easy win for gender equality, Alaee warns HR leaders that this benefit shouldn’t be introduced to just “paper over the cracks” of gender inequality at work.

Offering a number of alternatives, she says: “Businesses can continue to level equality by streamlining hiring practices. For example, adopting technology – such as AI-powered tools – allows businesses to search CVs anonymously during the initial screening process.” 

This, Alaee expresses, can ensure decision-makers review applications based purely on facts, reducing the impact of biases related to names, genders, and backgrounds.

Businesses can continue to offer remote and flexible working policies to level the playing field,” Alaee continues. “This allows employees, particularly women, parents, and caregivers, to have a better work/life balance and even re-enter the workforce after periods of leave.

“Offering alternative daily work solutions, policy changes, and training requirements are all key to ensuring that remote working hasn’t just put gender equality out of sight and out of mind.”

Workplace equity means something different to all of us – whichever gender we identify as. And even though there’s still clearly still room for improvement, it’s also important to reflect on the progress that has been made – thanks to leaders such as Steven-Waiss, Taite, Sordell, and Alaee.

But while taking their thoughts into consideration, how do you think the workplace has changed for women since the beginning of your career?

And, maybe more importantly, where would you like to see it when your career comes to an end – and how can you do your part in achieving this?