Study Finds Hybrid Work Hinders Women’s Promotion Prospects
CBI and the University of South Wales say many female employees risk slipping through the cracks on the route to senior positions, even as hybrid schedules become widespread.
The joint bi-annual study, titled 2026 Women’s Leadership Benchmark for Wales, collected responses from more than 200 staff across Welsh firms and public bodies and was released on 15 October.
Researchers found that 57% of participants reported that working flexibly makes them “less visible” to supervisors, a perception that could reduce promotion chances.
At the same time, 65% view flexible arrangements as a boost for climbing the corporate ladder, up from 53% in the 2024 edition.
While 79% feel their employer actively promotes gender parity, only 46% say the same organisation holds itself accountable for measurable progress.
Clarity around advancement routes appears to be waning; just 39% say pathways are transparent, down from 44% previously, and 48% believe promotions rely solely on merit.
Ambitious staff not yet in management – roughly six in ten – want to lead but report uncertainty about how to move forward. 75% feel comfortable raising the issue with a senior colleague, yet only 66% can identify the appropriate contact.
A strong consensus, 94%, acknowledges that unconscious bias can influence appointment decisions, and 95% agree it can dampen confidence when individuals consider promotion.
Reports of discrimination have risen slightly, with 8% noting an increase in gender-based bias and 26% saying they have been assigned tasks deemed unfair because of their sex.
Effectiveness perceptions remain high; 98% believe female leaders perform as well as their male counterparts, but this drops to 78% when asked whether they are taken as seriously.
Nearly all participants indicated that gender equality delivers clear benefits for organisations, highlighting a broad consensus on its business value.
The report urges firms to examine whether flexible-working staff retain equal access to learning programmes, high-profile projects, senior mentors and sponsorship opportunities.
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It also calls for a clear mapping of how career development connects to specific openings, ensuring employees can see the steps required for advancement.
Employers are encouraged to move beyond tallying gender-equality policies and instead assess how those policies influence everyday decisions and employee interactions.
Additional guidance suggests reviewing workload distribution to confirm that flexible arrangements remain sustainable alongside caring responsibilities that many women continue to manage.
“Talent and self-belief are not enough,” said Katie Spackman, CBI Wales Deputy Director.
She added that businesses must act now, emphasizing that progress cannot wait while women remain on the margins of promotion conversations.
Dr Lauren Josie Thomas, lead researcher at the University of South Wales, noted that capability is no longer the question.
Thomas also announced that the research team will next explore where gaps appear, why they persist and what actions can close them, extending the evidence base for policy makers.
The study’s co-authors include HR and leadership lecturer Jayde Howard and gender-inclusion specialist Dr Shehla Khan, all of whom contributed to the benchmark analysis.
Findings will be presented at the CBI Wales Women in Leadership Network AGM in Cardiff, where senior leaders are expected to discuss implementation strategies.
Dr. Thomas Presents Findings at Browne Jacobson AGM
Dr. Thomas will share the study’s results at the CBI Wales Women in Leadership Network meeting held at Browne Jacobson in Cardiff on 15 October. The survey indicates that caring-responsibility pressures on women in leadership have not shifted. Additionally, 67% of respondents say their employer treats gender-equality concerns seriously.
One statement highlighted the partnership: “I’m hugely proud of our collaboration with the University of South Wales and for helping to bring awareness and understanding of the key barriers preventing female employees from fulfilling their potential. Our thanks go to Dr. Thomas and her team, as well as the CBI Wales Women in Leadership Network, for their work since group was formed in 2023.”
