Elevate Equity 2026: Increasing women's career expectancy

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A new survey from The Open University found that there is no gap in aspiration between young men and women when it comes to wanting to managers in the future. Yet a second survey of employers found that senior leadership teams still tend to skew towards men.

Our survey also showed continuing occupational segregation with young women and men still drawn to towards different sectors. A lack of role models is reducing access to some careers, while limited of support and flexibility is impacting retention in careers that have been traditionally female-dominated.

Hosted by TV presenter, mathematician and equality advocate Rachel Riley, this live online broadcast brings together experts and employers from across business, education, healthcare and STEM to explore how organisations can help women enter, thrive and progress throughout their careers.

Across three expert panel discussions, speakers will share practical approaches to:

• Widening access to STEM and digital careers
• Improving retention in female-dominated professions
• Supporting more women into leadership and decision-making roles

You'll hear real-world examples of skills development, employee support initiatives, sponsorship, allyship and career progression strategies that are helping women build longer, more rewarding careers.

Broadcast agenda

10:00-11:00

With women underrepresented across these areas, this session explores how access barriers are shortening career expectancy before it fully begins.

This session will cover:

• Why are women still underrepresented in STEM and digital despite years of intervention?
• The “leaky pipeline” effect: where and why women drop off before and during early career stages.
• Structural vs perceived barriers: skills confidence, accessibility of pathways, and workplace culture.
• The role of flexible and modular learning (including part-time and distance study) in widening access.
• How employers can rethink hiring: transferable skills, potential over pedigree.
• Early career support and onboarding: setting women up for long-term career sustainability.
• Collaboration between education providers and employers to create scalable talent pipelines.

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The panellists

Elizabeth Barr

Lead for Cisco Networking Academy

Anne-Marie Imafidon

CEO of Stemettes
Trustee for the Institute of the Future of Work

Phebe Mann

Deputy Chair of Council, Institution of Civil Engineers
STEM Champion, Inspiring Women in Construction and Engineering
Open University Associate Lecturer

Josh Robertson

Founder, Engineer a Career

11:30-12:30

Even in sectors dominated by women, high attrition and limited progression are shortening careers—highlighting that representation does not equal equity or longevity.

This session will cover:

• Why high female representation does not translate into long-term retention or leadership progression.
• The impact of economic drivers, including caring responsibilities.
• The role of flexible working, return-to-work pathways, and lifelong learning in boosting retention.
• Access to meaningful progression: are development opportunities aligned with real career pathways?
• Sponsorship and mentorship: unlocking advancement opportunities.
• Examples of reskilling and upskilling initiatives extending career longevity.

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The panellists

Corinna Thomas

Senior Programme Lead, NHS England

Dr Helen Casey

Senior Lecturer in Social Work, The Open University

Alice Choi

Chief Operating Officer, Prezent Inc & Women of Influence mentor, Cancer Research UK

Jane Lambert

Registered Nurse & CEO of Makewell

13:45-14:45

With women still underrepresented in senior leadership, this session explores how organisations can convert longer, more rewarding careers into leadership and senior roles.

This session will cover:

• Why career longevity alone doesn’t guarantee progression into leadership.
• The leadership gap: from workforce participation to decision-making power.
• The business case: linking gender-diverse leadership to organisational success.
• What effective allyship looks like in practice—from leadership teams to line managers.
• Sponsorship, advocacy, and opening pathways to senior roles.
• Embedding inclusive leadership behaviours across organisations.
• Measuring progress: how organisations track and incentivise equity outcomes.
• Building leadership pipelines that support the next generation of women leaders.

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The panellists

Priscilla Li

Vice President at frog, Capgemini Invest

Professor Josie Fraser

Deputy Vice-Chancellor, The Open University

Mark Cameron OBE

CEO, The 5% Club

Puja Patel

Head of UK Universities and Migration Lead, Santander

Register now

This broadcast is aimed at business leaders, HR professionals, people managers and learning and development practitioners. We look forward to welcoming you online.

Please note that all participants are expected to adhere to our Code of Conduct to help ensure a positive and productive experience for everyone.