The Broken Rung: How Discrimination and Inequality Continue to Hold Back Young Women in the Workplace

Young women in the UK continue to face persistent gender inequality and discrimination in the workplace, according to the latest report from the Young Women’s Trust. Despite significant strides toward equality, young women remain systematically held back by biases, both overt and subtle, that hinder their professional growth. This year, half of young women (50%) reported experiencing discrimination at work, an increase from 42% in 2023. Behind these statistics lie real stories like that of Sarah*, a young woman from London who faced derogatory comments about her gender and nationality from her manager, was labeled “emotional” for raising concerns, and struggled to gain recognition for her work.

Sarah’s experience exemplifies the so-called "broken rung"—the invisible yet very real barrier many young women face at the start of their careers, where they are discouraged, overlooked, or sidelined in ways that prevent them from advancing. This phenomenon is not just anecdotal; it is systemic, and it has serious implications for gender equality and the economic well-being of young women across the UK.

The "Broken Rung" and its Widespread Impact

Despite growing awareness of gender bias, the numbers paint a bleak picture. According to the Young Women’s Trustsurvey, 34% of HR professionals reported witnessing discrimination against young women in the past year. More troublingly, 28% of HR decision-makers acknowledged that it’s harder for women to progress within their organizations, and 15% still hold the outdated belief that men are better suited for senior roles. These statistics highlight a systemic bias that goes beyond individual behavior and reflects structural barriers preventing young women from climbing the career ladder.

The impact of these obstacles extends to young women’s earnings, with an average income gap of £4,000 between young women and their male counterparts. This disparity is evident early in their careers and only widens over time, particularly for those who are funneled into lower-paying roles or part-time positions to accommodate domestic or caregiving responsibilities. Alarmingly, 56% of young women describe their financial situation as uncomfortable, compared to 40% of young men, further emphasizing the financial strain caused by this inequality.

Job Insecurity: A Growing Concern

Job insecurity is another pressing issue, with 42% of young women working in zero-hours contracts, compared to 33% of young men. These contracts offer no guarantees of consistent work hours or income, leaving young women vulnerable to financial instability. The uncertainty and lack of security faced by young women in the workforce create additional barriers to career progression and long-term financial independence.

The situation is even more challenging for racially minoritised young women, who experience compounded discrimination based on both their gender and race. For instance, 60% of racially minoritised young women worry about receiving fair pay, compared to 55% of all young women. Similarly, 46% of racially minoritised young womenare concerned about job security, compared to 36% of young women overall. These statistics underscore the unique challenges faced by young women who are marginalized not only because of their gender but also due to their racial or ethnic backgrounds.

The Economic Case for Change

The economic impact of gender inequality in the workplace is significant, not just for young women but for society as a whole. By failing to fully harness the potential of young women in the workforce, the UK is depriving itself of a valuable talent pool. The Young Women’s Trust has called for a series of measures aimed at addressing these disparities and ensuring that young women are given the same opportunities for success as their male counterparts. Their recommendations include:

1. Ensuring Equal Pay

Salary transparency, efforts to close pay gaps, and ensuring that roles predominantly held by women are valued at the same level as those held by men.

2. Removing Barriers to Work

This includes expanding flexible working options, creating more inclusive hiring practices, improving employee benefits, and making childcare more accessible.

3. Supporting Career Development

Providing young women with clear career advancement pathways, mentorship opportunities, and internal training programs that help them break through the “broken rung.”

4. Providing Job Security

Reducing the prevalence of zero-hours contracts and offering predictable work hours to ensure that young women have a stable foundation from which to grow professionally.

5. Ending Workplace Discrimination

Creating stronger reporting channels, increasing accountability for employers, and providing better support systems for those who experience discrimination.

Leaders Speak Out: The Need for Systemic Change

Claire Reindorp, Chief Executive of the Young Women’s Trust, voiced frustration with the slow progress on this issue. “In 2023, it’s a travesty that young women still struggle with the broken rung, facing barriers not just to success but to fair treatment. We have a vast pool of talent among young women being held back by outdated attitudes and systemic bias. Addressing these inequalities isn’t just the right thing to do; it’s essential for our society and economy.”

Grace Rose Gwynne, a young barrister, is another prominent advocate for change. She emphasizes that these issues are pervasive across industries. "As a young woman in law, I constantly have to prove myself, fighting both sexism and ageism. The broken rung is real—young women across industries are battling similar barriers to be seen, heard, and valued.”

A Call to Action: Time to Fix the "Broken Rung"

The Young Women’s Trust is calling on both employers and government bodies to take meaningful action. They urge policymakers to prioritize gender equality in the workplace, ensuring that young women have access to the resources, support, and opportunities they need to thrive. The "broken rung" needs to be fixed so that young women can advance without facing undue obstacles based on their gender or race.

As Grace Rose Gwynne poignantly states, “The potential of young women is not just something we can afford to unlock—it’s something we must unlock. Only then can we create truly inclusive workplaces that are reflective of the society we aspire to be.”

Conclusion: Fixing the Broken Rung

The barriers facing young women in the UK’s workforce are not just personal challenges—they are a societal issue that affects the entire economy. Discrimination, unequal pay, and job insecurity hold back talented young women who deserve to be seen, heard, and valued in their roles. It’s time for employers, policymakers, and society as a whole to take bold action to end these inequities. By addressing these issues head-on, we can create a future where young women can break through the broken rung and reach their full potential in the workplace.

References:

• Young Women’s Trust. (2023). Young Women in the Workplace: A Report on Gender Inequality and Discrimination. Retrieved from youngwomenstrust.org
• Young Women’s Trust. (2023). Manifesto for Change: Addressing Workplace Inequality. Retrieved from youngwomenstrust.org
• Gwynne, G. R. (2023). "Young Women in Law: Breaking Through the Broken Rung." The Advocate Journal.