Gen Z's job confidence gap: Randstad's UK report

Women are being hired for more entry-level roles than men, but this is a trend driven more by industry shifts than equity gains. Sectors fueling entry-level growth — healthcare, hospitality, and HR — are predominantly female-dominated and offer lower pay. Meanwhile, higher-paying, male-dominated fields like tech and finance have slowed hiring. While women make up 54% of entry-level hires in 2025, exceeding their 50% share of the workforce, this growth really reflects the distribution of jobs, not necessarily progress in opportunities. Read the full article linked below to learn how current economic shifts shape who’s “winning” in the entry-level job market.

Most women change jobs multiple times before realizing the real issue isn’t the job, it’s misalignment. I’ve worked with so many professionals chasing the next role, only to find the same confusion following them. I’ve been there too, until I discovered that clarity starts within, not on a job board. When you understand your values, strengths, and what truly drives you, your career direction becomes clear again. If this spoke to you, follow me for more career clarity shifts. #careerdevelopment #careeryouniverse #careerreinvention

Most women change jobs multiple times before realizing the real issue isn’t the job, it’s misalignment. I’ve worked with so many professionals chasing the next role, only to find the same confusion following them. I’ve been there too, until I discovered that clarity starts within, not on a job board. When you understand your values, strengths, and what truly drives you, your career direction becomes clear again. If this spoke to you, follow me for more career clarity shifts. #careerdevelopment #careeryouniverse #careerreinvention

It’s 2025 — yet we still come across job posts stating “Male candidates preferred” or “Female candidates preferred.” In today’s world, where diversity and inclusion drive innovation and performance, such language has no place in modern recruitment. Unless a role is genuinely gender-specific (and very few are), preference based on gender only limits opportunity and excludes capable talent. Let’s be clear: skill, integrity, and performance are not determined by gender. When we recruit inclusively, we build stronger, more creative, and future-ready teams. It’s time to retire bias — subtle or direct — from our hiring practices. #Hiring #Recruitment #DEI #TalentAcquisition #FutureOfWork #InclusiveHiring

🔍 Are women over 40 being overlooked during redundancy and hiring decisions? Back to my new favourite magazine and a surprising article around women over 40 and hiring decisions. Because, according to Women’s Health UK (Oct 2025), when companies restructure, women aged 40+ face a disadvantage. Research by the Centre for Ageing Better discovered that: ➡️ Women over 40 are 50% less likely to be called back for a job interview than men of the same age and ➡️ 36% less likely to be called for interview than younger women It seems there are 3 things driving this crisis: 👩💼 Ageism & sexism; outdated perceptions that women over 40 are “less adaptable.” 💔 Redundancy stigma; visibility reduces and networking becomes even more essential (but difficult) and can lead to a loss of confidence 🚫 Hiring bias; a “career gap” after redundancy often counts unfairly against us. But what is likely being ignored is what we can bring: depth, resilience, leadership, experience and insights that may be not be found elsewhere. If you lead, hire or influence: ✅ Audit your hiring data: who’s missing from the shortlist? ✅ Value experience: it’s not a risk, it’s ROI. Bit shout out to the #OpenToWork legends who are supporting my networking journey Sarah, Jack Jess, Jack, Charlie & Nina. If you're building your network too then please reach out. #agediversity #redundancy #inclusivehiring #leadership #40plustalent

You’ve heard this 100s of times: “Men apply with 60% qualifications, women wait for 100%.” It’s a catchy line. But, did you know it lacked data to back it up? LinkedIn’s (real) research shows that women on average are: - Less likely to apply for jobs they view on the platform - Less likely to apply for roles more senior than their current position - More likely to be hired than men when applying for the same role We've been placing women for years so here's our take on this: 1. Women take longer to consider a role. ↳ When hiring, simply be patient. Allow time for thoughtful decisions and don't simply shortlist the first 3 applicants.. 2. Women are tired of being offered opportunities just because they’re women, rather than their skills or experience. ↳ This is hurting DE&I efforts, instead of supporting them. 3. In a heterosexual relationship where both partners are working, women have to be more stable, travel less, and be prepared to work part-time. ↳ When hiring, please be sensitive to the candidate’s life pressures. P.S. Did you know the "60%-100%" stat isn’t true? Find links in the comments.

I have long been thinking about writing about the current political and economical situation... why? within my past 12 years in the D&I world, I believe it has never been so clear on this global scale why Diversity & Inclusion matters and what the challenges are to achieve this. Fears and various barriers are created by groups to actively prevent and actually destroy diversity and a safe environment and instead to create a reality that fits their understanding of the world. The political and organisational stages currently demonstrate what regularly happens in systems. Here some points in a nutshell that I hope we can do better in our teams and organisations: - Power and fear is used to implement one's personal agenda with the attempt to shut down the opinion of others. Now, if you do not depend on your leader / job, you can continue to voice your point of view and fight against it. If you are financially depended and this imposes a safety threat to you and your family, you might see little options... . What you can do? Create a psychological safe environment by your actions. On a personal level, tell your team and individuals in your 1:1s what is important to you, check in with them how they currently feel, listen and learn. On a project level, let your team share their point of views first, before you as a leader share yours to avoid group think. - Family members, friends and those that obey to what you are saying are hired for crucial roles to help fulfill your personal ambitions, with clear benefits only for people like yourselves. Not only the gender and colour of one's skin but also the perceived beauty of someone can have a positive or negative impact on the hiring. What you can do? I know many try hard to find great candidates and yes, it is not always easy... AND be clear on your biases (that we all have including me, you, your leaders and recruiters...) and act against them (e.g. you can set yourself fair share targets). Reach out to groups that you usually do not reach out to. Be aware that hundreds of biases can play out but do not let this overwhelm you. You can start small and just make visible who you have hired so far. What are the proportions of different groups from your past hires compared to your society / job market? I have seen teams where a male leader tend to hire only young "attractive" women. Or teams where there are no women at all. Or even more critical, functions like HR where the majority are women and only the top leader is a man. What about your team and hires? - The Whistleblower process is not functioning. Ethics & Compliance are run by people who are biased, promises are made without following up on them and people are not held accountable. What you can do? Ensure that there is a functioning Speak Up process with a team that functions based on integrity and doing the right thing. Have the same procedures and standards apply for every individual, no matter which level of the organisation.

Why women often hesitate to apply for a job, and what we can do about it! 🤔 In my work across the UK transport market and executive search, I’ve noticed a recurring pattern. When it comes to applying for new roles, women tend to self-screen more strictly than men. The statistics help us understand why, and what can be done to change it. ➡️ What the numbers tell us: 🔴 Around 32% of women say a lack of confidence is a major barrier to progressing their careers, compared with 25% of men. 🟢 Research from SEEK shows that 32% of women are unlikely to apply for a job if they don’t tick every skill listed, whereas only 20% of men say the same. 🔵 LinkedIn’s data suggests that women usually apply when they meet 100% of a role’s criteria, while men are comfortable applying when they meet around 60%. Interestingly, women tend to apply for fewer jobs overall. ➡️ What’s going on here? Women are more likely to rule themselves out of roles because they feel they must check every box. Men, on the other hand, are generally more comfortable applying for stretch opportunities even if they don’t meet every requirement. This isn’t about ability, it’s about confidence, risk appetite, and how job adverts are written. ➡️ Why this matters, especially in transport, public sector, and non-executive roles: Boards and employers who genuinely want diverse perspectives can end up missing out before the process even begins. The irony is, when women do apply, they are statistically more successful. ➡️ A few ideas to close the gap: ⭐ For candidates: Apply even if you don’t meet every single bullet point. If you have most of the skills and the right attitude. Speak to mentors, gain advice and knowledge from others. ⭐ For leaders: Encourage and mentor women to apply for stretch roles. Seeing other women take that leap has a powerful ripple effect. In short, women often wait until they feel completely ready before applying, while men are more likely to go for it sooner. The challenge for all of us is to create the confidence, culture, and clarity that helps more women take that step forward — because the talent is already there 🙌 At Intuitive, we realise that we work in a male dominated sector. All of us at Intuitive are passionate about driving that change! At the end of the day, it doesn't matter what gender you are, it's all about skill and experience, however, we need to focus more on the stats above, to make sure that everyone gets a fair opportunity! If you are looking gain any advice or if you are ready for a new challenge, Intuitive has some fantastic senior leadership roles available, why not get in touch! 🙌 [email protected] #diversitymatters #diversity #womenintransport #railwayfamily #executivesearch #letsmakeadifference

People often say women today have equal opportunities. But reality, tells a different story. Recently, I received a pre-interview call from a reputed nutrition company for a remote position, a great fit since I’ve been looking for flexible options that allow me to continue working even if I relocate after marriage. The conversation was professional until this question came up: “Are you planning to get married soon?” Followed by, “Within 6 months? …Within 3 months, maybe?” When I honestly said there was a possibility, I was told they “needed someone long-term.” I clarified that my very reason for choosing *work-from-home* was to ensure continuity, regardless of relocation. Then came the offer: a fresher’s salary. Despite years of professional experience and the fact that I’ve upgraded myself with a PhD in Nutrition, my expertise wasn’t valued. Ultimately, the call ended with a promise to “check with seniors.” I never heard back. This isn’t an isolated story. My sister, who worked in corporate, was denied re-entry after her maternity break, labelled a “fresher” despite years of proven work. She’s now upskilling herself, to be re-hired as a fresher, judged purely by the gap, not her capability. It’s disheartening how much weight is placed on a woman’s "marital or maternal" status over her "skills, perseverance, and education". We talk about empowering women, but empowerment starts with opportunity, fair, unbiased opportunity. To all women out there upskilling, restarting, relocating, your worth isn’t measured by your marital timeline. It’s defined by your talent, consistency, and resilience. #WomenEmpowerment #GenderEquality #WorkplaceBias #EqualOpportunities #BreakingBarriers #WomenProfessionals

💫 Every woman deserves a chance to prove herself after a career break or maternity break. It’s my humble request to every hiring manager and talent acquisition team — please don’t judge a woman’s capability based on a career gap. A break doesn’t mean she has lost her skills, dedication, or potential. Many women step away from work for valid personal reasons, but their commitment, experience, and talent remain intact. It’s truly disheartening when profiles get ignored just because of a gap. All we need is one opportunity to prove ourselves again. Let’s create a workplace culture that values skills, passion, and determination over timelines. 🌸 #WomenInWorkforce #CareerComeback #Hiring #DiversityAndInclusion #CareerBreak #MaternityBreak #WomenEmpowerment #USStaffing #USITRecruiter #HiringManagers