The future of work must work for women.
Women in Work is the business platform bringing together leaders, employers, policymakers and experts to make work work better for women and, in doing so, better for everyone.
Through our flagship Summit, original research, benchmarks and year-round collaboration, we expose the barriers holding women back, identify what is genuinely working and give organisations the practical tools to attract, retain and advance female talent at every age and every stage of their working lives.
We don’t stop at conversation. We turn evidence into action and action into measurable progress.
Good for women. Good for business.
Women in Work Summit 2026
Two days. Three stages. More than 40 sessions. One shared ambition.
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Implementation Forum
Day One is about the practical work of change. We move beyond the “why” and get straight into the “how”, with real policies, real case studies and organisations already doing this work well.
The afternoon will culminate in the launch of the 2026 WiW GEM Report, setting out the latest evidence, benchmarks and markers for action that define what good looks like now.
You will leave with practical ideas to take back into your organisation, and the new report in your hands.
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Inspiration Stage & Impact Stage
Day Two brings all 400 guests together for the major conversations shaping women’s experience of work.
The Inspiration Stage will host the big ideas, evidence and leadership conversations of the day. Guests will also join one of four more intimate Impact Stage sessions in Hall Two, taking a deeper look at the research and practical action behind the headlines.
For more information and agendas, see Implementation Forum, Inspiration Stage and Impact Stage
Speaker Highlight
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![Alex Mahon]()
Alex Mahon, Superstruct Entertainment
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![Iris Bohnet]()
Iris Bohnet, Harvard Kennedy School
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![Mariella Frostrup]()
Mariella Frostrup, Women in Work
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![Dame Diana Johnson]()
Dame Diana Johnson
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![Lord Mervyn Davis]()
Lord Mervyn Davis, Letter One
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![Kelly Beaver]()
Kelly Beaver, Ipsos
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Fiona Howarth, Octopus Electric Vehicles
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![Elliott Rae]()
Elliott Rae, Parenting Out Loud
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![Annette Male]()
Annette Male, dentsu
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![Mia Balogun]()
Mia Balogun, McDonald's
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![Jo Farmer]()
Jo Farmer, Lewis Silkin
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![Heather Blundell]()
Heather Blundell, Grayling
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![Anna Whitehouse]()
Anna Whitehouse, Mother Pukka
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![Pavita Cooper]()
Pavita Cooper, 30% Club
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![Janine Chamberlin]()
Janine Chamberlin, LinkedIn
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![Lyndsey Simpson]()
Lyndsey Simpson, 55 Redefined
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![Susan Hope]()
Susan Hope, Scottish Widows
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![Karen Blackett]()
Karen Blackett, WPP
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![Dame Carolyn McCall]()
Dame Carolyn McCall, ITV
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![Roisin Currie]()
Roisin Currie, Greggs
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![Nicola Hodson]()
Nicola Hodson, TechUK
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![Liz Claydon]()
Liz Claydon, KPMG
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![Sandi Rhys Jones]()
Sandi Rhys Jones, Chartered Institute of Building
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![Jill Henderson]()
Jill Henderson, Scottish Widows
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![Dr Nighat Arif]()
Dr Nighat Arif, Women's Health GP
Why Women in Work exists
Women make up almost half of the UK workforce: a powerhouse of talent driving innovation, productivity and growth.
But too many workplaces are still built on structures that prevent women from thriving. Progress has slowed, gaps remain across pay, leadership and opportunity, and emerging technologies such as AI risk widening inequalities just as we should be closing them.
This is not simply a social issue. It is an economic opportunity we are failing to seize.
The opportunity is enormous
Supporting women to enter, remain and progress in work does not only change individual lives. It strengthens organisations and drives economic growth.
Because gender equity isn’t achieved by promises. It is built through action.
Through our Summits, research, benchmarks and year-round community, Women in Work helps organisations understand what is holding women back, identify what is genuinely working and turn good intentions into measurable progress.
Good for women. Good for business.
In good company
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The C-suite, senior leadership teams, and business unit directors across organisations of all sizes and scales.
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HR, compensation, people, culture, talent, rewards and benefits, and wellbeing across organisations of all sizes and scales.
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Professionals with expertise or a focus on women in the workplace, including consultants, vendors, law firms, startups, and service providers.
Partner with us
We are currently seeking sector partners, media partners and sponsors to join us at the 2026 event and we invite you to take a look at our partner brochure for 2026.
“The quality, passion and knowledge of the speakers was fantastic. I've come away with so many ideas of things I want to implement.”
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WiW GEM Report
The WiW100 GEM Report analyses 400 of the largest UK companies across 24 sectors to compare Board representation, pay gaps and parental policy transparency. We reveal the WIW100, companies that have met all three WiW measures, committed to driving lasting change in the workplace.
Our goal isn’t to call out under-performers, but to highlight those leading the way and eager to improve.
Download the full WiW Gender Equity Measure Report 2025 to discover the businesses that are doing the most to close the gender equity gap.
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Read the latest news
Exploring how businesses can attract, retain & advance female employees throughout all critical life stages. Read all the latest reports, insights and research here.
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Women in Work Workplace Menopause Progress Report 2025
It is five years since the first workplace menopause policy was launched in the UK by Channel Four.
This Report benchmarks the current menopause progress of 400 of the UK’s largest companies, shares their best practice, and reveals what companies need to consider next, based on the Menopause Mandate 2024 Survey, with the feedback of 14,855 working women.
A note on inclusivity: We recognise that many of the health issues discussed at WiW Summits affect not only women but also trans men, non-binary individuals, and anyone who menstruates and these topics are relevant to a broader spectrum of experiences. Our events are committed to inclusivity, and our programs and support networks are available to all who are impacted—regardless of gender identity.