March is Women’s History Month and it is a time to celebrate the impact of women in the workplace – from pioneers who fought for equal pay to the modern policies shaping a more inclusive future. 

Workplace equality has come a long way, but there’s still more to do. The gender pay gap persists, career progression isn’t always straightforward, and working parents still face challenges balancing work and life. 

At Strait Logics, we work with HR teams who are tackling these issues firsthand, helping them shape workplaces where flexibility, fairness, and opportunity exist for everyone. 

So, let’s take a look at: 

  • The women who transformed workplace rights. 
  • How far we’ve come (and where we’re still falling short). 
  • The role of flexible work and benefits in shaping the future. 

Meet the Women Who Changed the Workplace in the UK 

Without these women, workplace rights in the UK would look very different today. 

Barbara Castle – The Woman Behind the Equal Pay Act 

Back in the 1960s, pay discrimination was completely legal. Women were often paid far less than men for doing the exact same work. Barbara Castle wasn’t having it. 

As Secretary of State for Employment, she led the charge for The Equal Pay Act 1970 – a huge step forward for workplace equality. 

Why this matters today:
While we’ve moved forward, the gender pay gap still exists, particularly in leadership roles. The next step? Ensuring transparency and action so pay equality isn’t just a law – it’s a reality. 

Dame Margaret Bondfield – The UK’s First Female Cabinet Minister 

A trailblazer in government, Margaret Bondfield was a trade unionist who pushed for fair wages and better conditions for working women. 

Why this matters today:
Her fight for workers’ rights paved the way for modern HR policies that protect employees – especially in industries where women are still underrepresented. 

Helen Pankhurst – Carrying on the Fight for Workplace Equality 

The great-granddaughter of suffragette Emmeline Pankhurst, Helen continues to fight for women’s workplace rights today. She’s an advocate for gender equality, flexible work, and better career progression opportunities for women. 

Why this matters today:
Workplace flexibility isn’t a “nice-to-have” – for many women, it’s the difference between staying in a career they love or leaving the workforce entirely. 

With years of experience in the industry, we’ve seen firsthand how flexible benefits and workplace policies can make a real impact on retention and engagement. More on that later! 

Dame Stephanie “Steve” Shirley – Pioneering Flexible Work in the 1960s 

Back when working from home wasn’t even a concept, Stephanie Shirley built a tech company that hired almost entirely women – many of whom needed flexible work arrangements. 

She proved that productivity isn’t about where you work – it’s about how you work. 

Why this matters today:
Fast forward to 2025, and flexibility is still a game changer – especially for working parents, caregivers, and women balancing multiple roles. 

Then vs. Now: How Women’s Workplace Rights Have Evolved 

What’s changed? 

  • Women can now legally expect equal pay 
  • There are more leadership opportunities, though gender gaps remain 
  • Parental leave policies are better, but not always inclusive. 

What still needs work? 

  • The gender pay gap persists – especially at senior levels 
  • Unconscious bias still affects promotions & hiring 
  • Work-life balance remains a challenge – especially for working parents. 

The good news?
Companies that embrace flexibility and rethink benefits are leading the way in closing these gaps. 

Flexible Work: A Game Changer for Women’s Careers 

One of the biggest workplace shifts in recent years has been the move towards flexibility. 

  • It allows women to stay in the workforce while balancing caregiving responsibilities 
  • It levels the playing field – reducing the penalty for career breaks 
  • It creates more diverse leadership pipelines, as women aren’t forced to choose between career growth and life outside of work. 

Here at Strait Logics, we help HR teams build benefits packages that actually work for employees, from flexible working policies to wellbeing perks that support real-life challenges. 

Supporting Working Mums: Why Benefits Matter 

Let’s talk about working parents – because while things have improved, many mums still struggle to balance it all. 

How to Make Work More Flexible for Working Parents 

Embrace hybrid and remote options – Giving parents the flexibility to manage childcare alongside work commitments can boost retention and reduce stress. 

Ensure career progression isn’t penalised – Flexible working should never be a career blocker. Performance and growth opportunities should be based on skills and impact, not office presence. 

Support dads too! – Equal parental leave helps normalise caregiving responsibilities and creates a more balanced workplace culture. 

Why Enhanced Parental Leave Makes Business Sense 

While it’s clear that enhanced parental leave supports employees, it’s also a smart business strategy. According to the Chartered Institute of Personnel and Development (CIPD), companies that offer family-friendly policies see: 

  • Higher employee retention – Employees are more likely to stay with organisations that support their family needs 
  • Increased productivity – When employees feel valued, engagement and performance improve 
  • Lower absenteeism – Supportive leave policies lead to fewer unscheduled absences and burnout. 

Research also shows that when a woman’s partner takes parental leave, there is a 34% increase in the likelihood of her being physically ready to return to work. This highlights the wider impact of flexible leave policies – not just for new parents, but for long-term gender equality in the workplace. 

At Strait Logics, we work with organisations to create flexible benefits that actually work for modern families. By designing inclusive parental leave policies, businesses can foster a happier, more engaged workforce while driving real results. 

What’s Next? 

We believe that workplaces thrive when they support the people who power them. Flexible benefits, inclusive policies, and forward-thinking leadership don’t just help women succeed – they create better workplaces for everyone. 

As we celebrate Women’s History Month, International Women’s Day, and Mother’s Day, let’s keep the conversation going. 

What’s the biggest workplace change you’d like to see for women?  

Or, if you’re looking for ways to shape a more inclusive, flexible workplace, we’d love to chat. Get in touch today.