At Female BreadWinners we concentrate on two areas:

  1. Helping professional women develop political savvy, heightened visibility, stronger sense of career direction and increased overall confidence.
  2. Helping organisations to develop and retain the female employees who will lead them into a rapidly evolving marketplace.

Female Breadwinners.com is for women who earn a significant if not majority amount of the household earnings.  And the Big Secret? This is actually a large group of women and growing all the time! More women than men are graduating university,  women make up to 80% of all consumer decisions and companies now realise women in senior leadership positions bring better profitability and corporate governance as well as reflect their consumer base.

These changes will affect how professional women manage their careers,  the dynamics of their personal relationships and how the workplace retains and develops this growing number of female talent. It is our job at Female Breadwinners to help both women and employers negotiate these fast-paced changes for everyone’s benefit.

Are Daughters the Secret Weapon in Creating Inclusive Leaders?

Father and daughter diversity

A few months ago, I spoke with three male panelists at an event hosted by a major bank, on gender diversity in the City. After our panel, one of the fellow speakers came up to me and said with an almost furtive look: “I know what you mean about women changing the workplace. My daughter Sasha is doing her A-levels and she is amazing. She is such a hard worker. If anything, it’s actually my son, Scott who I’m worried about! Scott rarely comes out of his room and grunts […] Read more »

Are Your Job Descriptions a Barrier for Senior Women?

Job descriptions a barrier for senior women?

We regularly hear from our corporate clients that not enough women apply for senior roles. Many organisations attribute this to fallacious factors – lack of ambition or not being ’tough enough’ for a senior position. In our experience working with global companies, we find too frequently, it is not the women, but the organisation’s policy and work culture that disadvantages women. This gender bias is very subtle and often missed by the women themselves. While women may indeed blame their own ‘lack of ambition’ or disinterest in reaching the top, unconscious bias still creates these […] Read more »

Partner spends too much or too little? Lessons for modern female breadwinners

Female breadwinner and spending

Marketplace.com recently looked at ‘Being the breadwinner: A blessing and a curse’. In it, Mackenzie Dawson and I discussed how to react if your male partner spends too little or too much. This is a conundrum made even trickier when you add in gender politics. I’ve coached a banking executive whose lower earning husband didn’t feel he deserved the villa holidays she wanted for them. He insisted they go camping instead. Their compromise? One luxury and one camping holiday a year, that they both paid for respectively. Equally, I’ve worked […] Read more »

How to redefine an existing role to be flexible working: Create a Team Roadmap

Planning for flexible working

Too frequently we see clients object at making certain roles flexible with the argument: ‘But Tim’s always been in the office’ or ‘I don’t think Sarah’s team would know how to cope if she wasn’t always around’. Sorry, but ‘we’ve always done it this way’ is no longer an excuse forward thinking organisations can use when thinking about staffing. Planning for flexible working is only going to increase as Sara Hill, CEO of Capability Jane found when they looked in depth at the issue: 79% of women stated that working from home […] Read more »

Why more successful start-ups are led by women

successful start up

In working with successful career women, we often work with entrepreneurs. In fact, in some of the recent executive leadership coaching workshops I have conducted; almost half the attendees were entrepreneurs, an inconceivable ratio even 10 years ago. We see women’s entrepreneurship as a direct response to feeling overlooked and frustrated in the corporate sector. The problem for their former employers is that when middle and senior management women leave, they take hard-earned knowledge, contacts and ambition with them. Now research shows that when they do go, their new businesses […] Read more »

No Money for Pay Rises? Increase Engagement without Increasing Wages

Our sister company, The InclusIQ Institute, wanted to share their popular article with us. We see successful leaders who keep employees happy by giving them regular raises and promotions. However, as monetary reward is only a small part of why people work, we are impressed by leaders who are able to motivate teams even during the lean periods – when raises are impossible to give. Here are the factors they focus on: Consistent Values: We can’t visit the lobby of a corporate client without seeing a banner proudly proclaiming their values. […] Read more »