Despite numerous efforts to promote equal opportunities for men and women in the labor market, the situation faced by female professionals still leaves much to be desired. A survey conducted by the recruitment consultancy Hays has once again identified bias and gender discrimination as the biggest barriers preventing women from advancing and actively participating in the workforce. At the same time, 24% of respondents believe that over the past year, their employers have shown decreased interest in issues related to diversity, equity, and inclusion (DE&I).
A Hays survey conducted in February on LinkedIn among more than 3,500 respondents worldwide highlights that professionals are aware of the challenges women face in the job market. As in the previous year, bias and discrimination were identified as the most significant barriers, with 46% of respondents in Poland sharing this view. Other major obstacles include the gender pay gap (22%), inflexible work policies (20%), and lack of career development support (12%).
What is the biggest barrier preventing women from career growth and active participation in the labor market?
- 46% – Discrimination and bias
- 22% – Gender pay gap
- 20% – Inflexible work policies
- 12% – Lack of career development support
Source: Hays Poland survey, February 2025
UNSEEN DISCRIMINATION: THE IMPACT OF BIAS
This issue is further confirmed by a Hays Poland study discussed in the report Women in the Workplace. The 2024 edition revealed that women experience career obstacles related to their gender far more frequently than men (53% of women compared to 25% of men). Moreover, these challenges often stem from stereotypical thinking and bias.
The most common gender-related career obstacles faced by women:
- 54% – Decisions on hiring or promotion based on stereotypes
- 53% – Favoritism towards individuals of a different gender
- 47% – Lack of trust in women’s competencies
- 44% – Lack of support in building authority
- 38% – The glass ceiling
Percentages do not sum to 100 as multiple responses were possible.
Source: Hays Poland report, Women in the Workplace 2024, May 2024
The study found that female professionals most often encounter situations where hiring or promotion decisions are based on stereotypes or personal beliefs of decision-makers. Bias—whether conscious or unconscious—remains the most dangerous form of discrimination as it is subtle, harder to detect, and more challenging to eliminate from decision-making processes.
“Women in the workforce face a variety of challenges. However, the root cause is often unconscious bias, which influences decision-making in recruitment, succession planning, and promotions. Many decision-makers are unaware that they operate based on assumptions about specific social groups, such as working mothers, employees over 50, or women in leadership roles. This continues to result in situations where talented and ambitious female professionals are unable to fully utilize their potential. This is detrimental not only to them but also to companies,” comments Karolina Szyndler, Senior Director at Hays Poland.
DE&I NO LONGER A PRIORITY FOR COMPANIES?
Achieving gender equality in the workplace is a key element of DE&I (Diversity, Equity & Inclusion) strategies, which aim to build diverse and inclusive organizations. However, according to an online survey by Hays Poland, 24% of professionals believe that their employers’ commitment to DE&I initiatives has decreased over the past year. Meanwhile, 48% of respondents reported seeing no changes in this area.
How has your employer’s focus on DE&I changed over the past year?
- 24% – Increased
- 48% – Remained the same
- 24% – Decreased
- 4% – Difficult to say
Source: Hays Poland survey, February 2025
After a period of enthusiastic support for workplace equality initiatives, many companies are now reassessing the effectiveness of their efforts. As a result, previously implemented programs are often not being expanded, and company focus on DE&I has waned, along with investments in this area.
A common reason for this shift is economic uncertainty. Businesses under financial pressure tend to prioritize projects that ensure profitability or maintain a competitive edge. In such circumstances, DE&I and Corporate Social Responsibility (CSR) initiatives often take a back seat to cost-cutting, operational optimization, or investment in new products and services.
“Regardless of current economic trends, a DE&I strategy should be the foundation of all company activities. Only then can organizations drive significant, measurable, and lasting change. This applies not only to recruitment and fair pay but also to development opportunities. It directly impacts how companies build their talent pools based on expertise and facts rather than the personal biases of decision-makers,” notes Karolina Szyndler, Senior Director at Hays Poland.
Increasing scrutiny on the effectiveness of DE&I efforts is prompting more companies to evaluate their progress and reassess whether their current approach to fostering a diverse and inclusive organization is genuinely working. Now is an opportune time to ensure that DE&I strategies are firmly embedded in decision-making, leadership, and corporate culture.
Source: CEO.com.pl
