More needs to be done: Zoe Lewis on the power of flexibility and transparency

Gender equality has improved significantly, but more needs to be done to change the mindsets of businesses when hiring, writes Zoe Lewis (pictured), founder and CEO of The Listening Centre.

What inspired your career or business journey?

I wanted to see more diversity at board level and being the founder of one of the most executive coaching businesses is a great way to make that happen.

I'm thrilled to share that we have successfully helped hundreds of female leaders make their way through from frontline to management and many onto the roles that were previously out of women's reach - chief roles, chief executive officers, chief financial officers and more.

The prime challenges that women face at board level are:

• Unconscious bias and stereotypes: Leadership is still associated with male traits, leading to women being judged differently or overlooked for board roles.
• Lack of sponsorship and networks: Women often miss out on key advocates and informal networks that drive board appointments.
• Track record expectations: Boards prioritise P&L experience and prior board roles, which fewer women have due to systemic barriers in career progression.

What’s the biggest challenge you’ve faced as a woman in business and how did you overcome it?

Juggling being a mum and striving for senior roles.

I was told I couldn't secure a senior position as the role required me full time in Manchester - five days a week away from my children.

I asked about flexible hours, part-time and work from home, all of which were a firm no.

I was subsequently given redundancy and took the initiative to start my own business.

I now run an executive coaching business which thrives on elevating underrepresented talent to board level - I kind of want to say 'suck it' to those who said it wasn't possible to be a mum and an effective board member.

What’s one key piece of advice for women looking to succeed in your industry?

No is their story, not yours, make it happen!

How has gender equality in business changed and what still needs to improve?

Gender equality has improved significantly over the years, but there is a still a lot of inherent sexism and misogyny that still shapes boardroom dynamics, from biased selection processes to the way women’s leadership styles are perceived and valued.

Organisations need to go beyond surface-level diversity targets and actively challenge bias in board appointments.

This means implementing transparent selection criteria, ensuring diverse hiring panels, and prioritising sponsorship over mentorship.

Senior leaders should actively advocate for women rather than just offering advice.

Creating a culture where different leadership styles are valued, rather than conforming to traditional (often male-dominated) norms, will drive real change.

How has being part of GBCC supported your business or career?

The Greater Birmingham Chambers of Commerce has been a powerful network in supporting my mission to drive impactful leadership and gender equality in the workplace.

As we mark International Women's Day 2025, it's clear that while progress has been made, barriers still exist for women at the top.

Through meaningful connections and access to key opportunities, the Chamber plays a vital role in championing diverse leadership and empowering women to break through boardroom bias.

This year’s IWD theme is Accelerate Action. Given that gender parity may take until 2158 what does IWD mean to you, and how can we drive faster change?

It's an opportunity to accelerate the plan - it's really not that hard!

Some easy changes are:

Demand transparency and accountability – Organisations must publish clear data on gender representation at leadership levels and commit to measurable action, no more vague promises, just real progress.

Break the bias in hiring and promotion – Challenge outdated leadership criteria, ensure diverse panels, and actively sponsor women into board-level roles. Merit isn’t gendered.

Redesign work for equity, not just inclusion – Stop fitting women into broken systems, fix the systems. Flexible working, parental leave equality, and pay transparency must be the norm, not the exception.