SHEILA FLAVELL CBE IS THE COO FOR FDM GROUP AND IS PASSIONATE ABOUT DIGITAL SKILLS AND DIVERSITY.
Sheila has over 31 years experience in the global tech sector. She played an integral role in FDM’s flotation on AIM in 2005 and was a key instigator of the management buy-out of the Group in 2010 and the subsequent listing onto the main FTSE Market in 2014. Sheila’s knowledge of the sector has been crucial in driving FDM’s global expansion programme, taking them into the FTSE250.
She spearheads the ‘Global Women in Tech’ campaign and created FDM’s hugely successful Returners Programme. Sheila is President of TechUK and member of the Government’s Digital Skills Council.
Despite progress in narrowing the gender pay gap, women still face significant challenges in reaching and thriving in leadership positions, particularly in the tech sector.
FDM Group, a global business and technology consultancy, achieved a median gender pay gap of -5.1 percent in favour of female employees in 2024, driven by initiatives like the Returners Programme which encourages women back into the tech sector after a career break. However, the median gender pay gap across the UK remains at 7.7 percent according to ONS data.
The future of business success is increasingly linked to female representation in leadership. Research indicates that companies with at least one-third female representation on their executive boards are estimated to be 10 percent more profitable than those with all-male boards.
Yet, women still encounter unique barriers that hinder their progression into senior roles, leaving them underrepresented at the highest levels and limiting both career opportunities and overall business success.
The Competitive Edge
Female leaders bring unique skills to leadership roles that can greatly benefit businesses. One key skill is creative problem-solving. Women often tackle challenges with fresh perspectives, finding innovative solutions that are vital in today’s fast-changing business environment.
This creativity helps businesses stay competitive by discovering new opportunities, streamlining operations, or improving outdated processes. Without it, companies risk a lack of progress by sticking to old methods, ultimately falling behind from competitors.
Although it may seem a little cliché, women bring stronger ‘soft skills’ than men. These include emotional intelligence, and empathy, which are crucial and fundamental elements that can lead to a business’s success.
Women in leadership positions can understand and connect with their team members’ emotions and perspectives. This leads to a supportive workplace culture, where employees feel valued and motivated, leading to higher morale, engagement, and productivity.
Empathy also enables leaders to handle conflicts more effectively and support employee well-being, both of which are crucial for long-term success. Without empathy, companies risk a negative culture that can lead to higher turnover, burnout, and lower productivity, making it harder to attract top talent in a competitive job market.
Diversity in leadership has become a business imperative, with female leadership now recognised as a strategic priority for long-term success. As more women are integrated into senior roles, companies gain a competitive edge through the broad range of skills and experiences they bring. Gender-diverse teams are proven to excel in problem-solving and adaptability, leading to innovative solutions and increased productivity.
Research consistently links female representation on boards with improved financial outcomes. Fortune 500 companies with high female board representation report impressive advantages: an 84 percent increase in return on sales, 60 percent on return on invested capital, and 46 percent return on equity.
Female leadership isn’t just a “nice-to-have”, it’s a revenue driver. Women bring creativity, empathy, and diverse perspectives, creating engaged teams and innovation. This boosts productivity, adaptability, and ultimately, financial gain. Companies with strong female representation see higher returns, proving that gender diversity is essential for sustainable growth and a competitive edge.
Overcoming Gendered Roadblocks
Achieving gender equality in leadership requires addressing the impactful, challenges women face such as unconscious bias, societal expectations, lack of mentorship, and limited access to high-impact opportunities.
Unconscious biases often favour traits associated with male leadership, resulting in men being more likely to secure top roles despite equal qualifications. Women also face double standards and heightened scrutiny, which can be improved by awareness initiatives like diversity training and structured recruitment processes.
Societal expectations, especially around work-life balance, impose further constraints, contributing to a “motherhood penalty” that affects pay and career progression. Inclusive policies, like flexible work options and fair parental leave, can support women in balancing their careers and family without compromise.
Lastly, mentorship and sponsorship are crucial for women’s leadership development. Access to mentors provides guidance and role models, while sponsors advocate for female talent, helping women secure growth opportunities. This support system bolsters confidence, skills, and visibility for future leaders.
Empowering Change
By addressing these challenges, organisations can unlock the full potential of their female leaders, enriching their leadership ranks with diverse perspectives that drive success.
Initiatives such as mentorship programmes and returner schemes provide vital support for women re-entering the workforce, enabling them to build confidence and grow into leadership roles.
For example, FDM Group’s initiatives, including the ‘She Lives Tech’ and ‘Girls Into Tech’ programmes, aim to close this gap further and create a lasting impact on gender diversity in technology. FDM’s Returners Programme has been particularly effective, supporting over 550 people, many of them women, back into the workforce since 2015 and can actively support women’s leadership journeys. These initiatives have contributed to a -2.5 percent mean gender pay gap.
By tackling unconscious biases, promoting mentorship, and creating opportunities for women to re-enter and advance in the workforce, businesses can unlock valuable untapped potential, boosting both profitability and innovation.
