The gender confidence gap is well-documented, with research consistently showing that women tend to underestimate their abilities compared to men. This disparity isn’t due to a lack of competence, far from it, but rather a societal issue which can be ingrained from an early age. In the workplace, this confidence gap can significantly impact career progression, decision-making, and overall job satisfaction.

The Confidence Gap and Career Progression

Studies suggest that men are more likely to apply for a job when they meet only 60% of the qualifications, whereas women often wait until they meet 100%. This hesitation means fewer women put themselves forward for promotions or leadership roles, reinforcing gender imbalances at senior levels. While organisations may claim to promote on merit, the reality is that confidence plays a key role in professional advancement.

The Mental Load and Career Impact

As well as the confidence gap, women also bear a disproportionate mental load. From managing household responsibilities such as childcare and eldercare, as well as menopause later on, the invisible labour many women undertake can impact their careers. The motherhood penalty remains a stark reality, with many women facing slower career progression, lower earnings, or even being forced out of the workforce altogether.

Returning to work after maternity leave is a critical period where employers must offer support. After experiencing a life changing event, many women return with reduced confidence, unsure of how to navigate their careers after time away. Priorities are often different, however new skills are built through parenting, and this can enable women to become even more successful and better leaders.

If businesses fail to offer adequate support, they risk losing highly skilled, experienced professionals.

What can businesses do to help?

Flexible working options – Hybrid models, part-time roles, and job shares can help retain female talent.

Return-to-work programmes – Structured support, mentoring, and skills refreshers can rebuild confidence and career momentum.

Open communication – Be vocal about supporting female employees and communicate clearly to the whole company, and ensure it’s part of the culture.

The Cost of Inaction

The UK economy cannot afford to lose talented women due to outdated workplace structures. A more inclusive, flexible approach to work benefits businesses, employees, and society as a whole. If employers fail to support women in rebuilding confidence and balancing responsibilities, they not only contribute to the gender pay gap but also miss out on exceptional talent.

By actively addressing the confidence gap, reducing the burden of the mental load, and creating a workplace where women feel supported at every stage of their careers, we can build a more equitable and prosperous future for all.

Now is the time to act—because when women thrive, businesses thrive.