To be bold means showing a willingness to take risks, to be
confident and courageous, and have a strong and vivid appearance.
These traits don't always come easy to people, and sadly even
less so among women – particularly in the workplace.
The evidence is there in the numbers. Research from the
Chartered Management Institute (CMI) and XpertHR in the UK last
year found that men are 40% more likely than women to be promoted
in management roles. In early 2017, it was also announced that the
Scottish Parliament was going to look into Scotland's gender
pay gap for all employees, which currently sits at 15.6%.
Those are just some of the reasons why this year's theme for
International Women's Day is #BeBoldForChange.
The more of us that join together and take a stance, the better
chance we have of tackling gender inequality head-on. While steps
have been taken in the right direction, it still exists in a range
of professions, sectors and industries; reflected not only in pay
or a chance at a leadership role, but in many others too.
Throughout my career, I've worked in industries that have
been predominantly populated by men. However, proudly, I built a
team that is 90% female in a traditionally male-dominated sector
– a situation that would have been unthinkable when I first
started out. It's encouraging to see such change, and while the
pursuit of a career in this line of work often resulted in me being
the only woman in the room, it was being bold enough to take action
that helped bring about that change.
The power of women's networks is often undersold. I have
found that women share more openly about challenges they face in
the work place than men. Having a forum to discuss these challenges
with other women in a non-judgemental environment helps women build
confidence and recognise they are not alone. Surrounding yourself
with other women can help you manage your stress as you climb the
Before I was married with children, my career was my main focus.
I would travel around the world at short notice – going
wherever my job needed me to be. But I struggled to maintain the
same outlook when I returned from maternity leave.
Of course I still love my job and I still like to travel, but my
priorities changed and I found it difficult to determine how I
could be a good mum and still be good at my job. I needed to find a
new way of working that would allow me to have a better balance but
also give me the career satisfaction that I desired.
I contemplated a new job after returning from maternity leave
but that didn't feel like the right answer. When Deloitte
launched its Agile Working Strategy, it transformed my life.
Launched in June 2014, I immediately put it to the test. Thanks to
the initiative, I have been able to work hard, and
dedicate a healthy amount of time to my family – something I
promote to all women around me.
In August 2015, I made a bold move and relocated back to
Scotland, remaining a London based-partner. Despite there being no
business reason for me to move, I was fully supported by my
partners. The move was entirely a personal one; to be closer to my
parents and live the family life I aspired to.
For a year-and-a-half, agile working allowed me to work in the
Edinburgh office on a Monday, spend Tuesday to Thursday in London
or abroad, and work from home on a Friday. For the first time ever,
I got to take my kids to nursery and pick them up twice a week.
Small things make a big difference, not only to me but to my
children. And moving didn't limit my career – I
became the Head of Risk Advisory for Scotland in January this year,
giving me a work reason to be here!
Striving for a career that doesn't allow you the personal
life you want isn't sustainable in the long term. For any woman
struggling to balance the scales, I believe there is no reason you
can't go far in your career while maintaining a happy and
grounded home life. This can actually end up being the very key to
So let's be bold, stand up for what we believe in and what
we think will better our careers. Seek the support from others, and
provide it to them in return. Let's create a culture of both
women and men in business who are there for each other, not afraid
to talk about family life and priorities; to be confident and
courageous and #BeBoldForChange.
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In SSE Generation Limited v Hochtief Solutions AG and another decided on 21st December 2016, the Court of Session in Scotland considered a contractor's potential design liability under the NEC Form of Contract.
Case law concerning the Agency Worker Regulations remains limited. We recently advised a recruitment business involved in a dispute with a "temp" and a hirer regarding who was liable for an alleged breach of AWR Regulation 5.
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