This article is written by Isabelle Kennedy and Krissie Papworth-Sommers, UK local government civil servants. These opinions are personal and do not necessarily represent those of our employer

The Covid-19 pandemic has had an undeniable impact on gender inequality.

Throughout 2020, UK women were more likely to lose their jobs, and more likely to take on the burden of childcare and homeschooling, prompting fears of an increasing gender pay gap, and further entrenchment of gender inequality.

But despite this, the pandemic has also been heralded by some as a potential catalyst for change. Can women harness the opportunities that the pandemic has presented to further succeed in the workplace? Dare we imagine a future where flexible working, a better work-life balance, and reduced commuting might actually improve opportunities for people around the world?

Covid-friendly career progression

In 2020, Apolitical published an article titled ‘7 things I wish I’d known about succeeding as a woman’, highlighting tips and tricks for women to succeed in the public sector. The author advised women to work on their imposter syndrome, enhance their professional social media presence, and turn up to the office early.

While there is probably merit in these tips, they also overlook the reality that many women face, or at least that’s how it seemed to us when we spoke about the article in our Gender Equality Network.

Even if we set aside the pandemic, many women already try to fit school runs, workouts, eating healthily, work and much, much more into the span of a single day, making it virtually impossible to show up early to the office.

Combine these with new day-to-day challenges such as homeschooling, family pressures, lack of a dedicated home office, loud neighbours or inconsiderate flatmates, and we are left with the fundamental question: in a global pandemic, how can women maintain their professionalism and advance their career?

The key word to remember here is not success or progression, it is sustainability.

When you can’t arrive early to work, or use the symbolism of inviting people into your office (if you’re even senior enough to have an office at all), how can you ensure that your career still flourishes?

Building on the above article, here are a few further (Covid-friendly) suggestions to ensure that your career progression isn’t damaged by a lack of in-person interaction.

1. Seek out a mentor

You don’t need an office to give or receive mentoring, but it can be incredibly effective to advance your career or the career of the person you are mentoring.

Find out if your organisation has a mentoring programme, and if it doesn’t, seek out a mentor yourself (you can read some great tips for approaching someone here). Choose someone who is where you would like to be in 10 years’ time, and approach them to ask if they’d be willing to mentor you.

Chances are they’ll be flattered and more than willing to help, but even if they’re time poor and don’t have capacity, the act of simply putting yourself out there with a clear wish to further your career will get you noticed.

2. Build networks across your organisation and sector

Does your organisation have an Equality Network? If so, join it. If not, why not start one?

Creating a new network with your colleagues is a great way to prove your leadership potential, and get yourself noticed by senior management. If this isn’t feasible, just ensuring that you are engaging with people across your organisation is a great way to spread your surface area and hear about opportunities and events that can help you in your career progression.

This engagement can look like informal discussion spaces, lunchtime learning opportunities, or even just taking half an hour to have a (virtual) coffee with someone. Who knows when an old contact or colleague may come across a job they think you’d be perfect for?

3. Honesty is always the best policy

Is your homeworking environment poor? Do you have family obligations? Or are you, like so many of us, juggling homeschooling and other childcare duties in between Zoom meetings and work deadlines?

If so, speak to your manager and let them know. Yes, these conversations can feel awkward, and not everyone is comfortable speaking about their home life at work. However, given the increasingly blurred lines between the two, these conversations are often necessary, and are becoming increasingly common.

Educate yourself and others, and don’t be afraid to call out discriminatory behaviour, especially if you’re the most powerful figure present.

Check your company’s flexible working policy, speak up, and be clear to your seniors about your needs or obligations, and chances are they’ll be more than willing to be flexible, as long as you’re prepared to be flexible in return.

If you’re a senior leader yourself, there is a whole range of things that you can do to ensure that the pandemic has a positive impact on equality in your workplace, which we turn to in the next three suggestions.

4. Be an advocate and an ally

Educate yourself and others, and don’t be afraid to call out discriminatory behaviour, especially if you’re the most powerful figure present. Notice if all of the voices in the room share the same privileges, and if they do, take action to address this.

5. Review policies

What policies within your organisation promote equal opportunities, or have an impact on protected characteristics? Make it your business to know these policies inside out, and ensure that this information is communicated well to staff. Consider introducing an equality strategy, staff equality networks, and promoting schemes such as Shared Parental Leave.

6. Promote wellbeing

Exercise your compassion and understand that home and work are becoming ever more intertwined. Make it clear that colleagues can come to you if they need flexibility, and be prepared to model that behaviour yourself. Be aware of your organisation’s culture — is it one that regularly denies flexible working? If so, encourage other senior colleagues to start embracing a more fluid work-life balance. You never know, you might just end up with a more motivated, productive and loyal workforce.

Don’t be too hard on yourself

Success as a woman in the public sector doesn’t have to mean showing up early, and demonstrating your capability in person (although this can certainly play a role).

Career progression can also look like building networks, nurturing professional relationships, and ensuring that you keep yourself open to career furthering opportunities. But we also recognise that it might seem ironic that we began this article by describing the many expectations that are lumped on women, only to offer more things that women might do to advance their careers. If you are just starting out your career and all of this feels overwhelming, know that you are not alone.

The key word to remember here is not success or progression, it is sustainability.

Whatever your goals, aims or ambitions, don't pile the pressure on yourself to excel right away. Not everything needs to be done at once, not everything has to be done right the first time, and every second of the day doesn't need to be devoted to advancing your career. Take a breath, reflect on your core values and ambitions, and despite living in an increasingly chaotic world, you give yourself the best chance of success possible. — Isabelle Kennedy and Krissie Papworth-Sommers

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