HOW TO GET THE MOST OUT OF EMPLOYEE BENEFITS

International Women’s Day 2026: A Conversation on Inclusion, Allyship and Progress

This year, to mark International Women's Day, our Divisional Director Emma Gregson brought together a group of colleagues for an open roundtable discussion. No filming. No scripts. Just an honest conversation. The aim wasn’t to produce a perfectly polished statement. It was to create space — to reflect, to listen, and to explore what inclusion really looks like in today’s workplace. Here’s what we learned. What Comes to Mind When You Think About International Women’s Day? For some, it represents recognition — a moment to highlight the achievements of women in business and beyond. For others, it prompts reflection on progress still to be made. One theme quickly emerged: while the day itself is visible — particularly on LinkedIn — its meaning runs much deeper. There was acknowledgment that conversations about gender equality can’t simply live online or exist once a year. They need to be embedded into the fabric of how organisations operate. International Women’s Day may fall on 8th March, but the principles behind it shouldn’t be date-bound. Why Having This Discussion at Work Matters A powerful point raised during the discussion was this: We spend most of our waking hours at work — if we don’t talk about it here, where do we talk about it? Workplaces shape opportunity. They shape confidence. They shape careers. Several colleagues reflected on environments they had previously worked in — some more progressive than others, often heavily male dominated — and how that influenced whether these conversations were welcomed or avoided. One comment stood out: “The first step to change is acknowledging there’s a problem.” Whether discussing representation in leadership, the gender pay gap, or unconscious bias in everyday interactions, awareness is the foundation for meaningful progress. What Does an Inclusive Workplace Really Look Like? The group explored what inclusion means beyond policy statements or formal initiatives. One perspective captured it perfectly: “Inclusion is felt, not announced.” An inclusive workplace isn’t defined by posters on the wall or annual emails. It’s defined by behaviour. It's About: A genuine meritocracy where progression is based on performance, not proximity to power. Leadership that doesn’t require the loudest voice in the room. Being mindful of everyday conversations that may unintentionally exclude. Creating space where people feel comfortable speaking up — or saying no. There was also recognition that unconscious bias can show up in subtle ways. From assumptions about who should attend certain meetings, to whose opinions are actively sought, small behaviours compound over time. Inclusion, ultimately, is about awareness — and accountability. Women Who Inspire Us When asked who inspires them, the responses were deeply personal. Mothers who worked multiple jobs to provide stability. Partners balancing demanding careers with professional qualifications. Managers who quietly transformed workplace cultures. Public figures like Marie Curie — a pioneer who succeeded in a world that actively tried to exclude her. What united these stories was resilience. Determination. And an unwillingness to accept imposed limitations. Several colleagues reflected on strong female leaders they had worked with — leaders who didn’t need to dominate a room to command respect. They led through example. Through consistency. Through standards. The quiet confidence of competence. Where Do Women Still Face Challenges?The discussion didn’t shy away from reality. Challenges still exist — particularly in male-dominated industries, senior leadership environments, and in balancing career progression with societal expectations around caregiving. There was open acknowledgment that historically, women have often had to “run harder” to reach the same point. And yet, there was also recognition of generational progress. Attitudes are shifting. Leadership is evolving. Conversations that once felt uncomfortable are now happening openly. Progress is visible — but unfinished. Moving Forward This roundtable wasn’t about having all the answers. It was about listening. Learning. And recognising that inclusion is a shared responsibility. International Women’s Day provides a valuable moment for reflection. But the real impact lies in what happens on the 9th of March — and every day after. At Sharp Consultancy, we’re committed to continuing these conversations — not as a tick-box exercise, but as part of how we build a culture where everyone can thrive. Because equality isn’t a campaign… It’s a commitment.

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When you receive a new job offer and need to establish whether the package you are offered is attractive, it can be hard to look beyond the salary and traditional benefits such as an annual bonus and company car or car allowance.

Many employees neglect to attribute ‘value’ to other – perhaps softer – benefits which are available or fail to take full advantage of potential incentives which are available when circumstances change. Here’s our advice on how to make employee benefits work for you.

Try to establish a ‘value’ to each benefit

Sometimes employees overlook individual benefits without weighing up what value they add to their package so it’s often helpful to try and equate a financial value to each. For example, if you have the opportunity to work from home how much could be saved on travel costs and commuting? Could this potentially off-set a slightly lower salary or lack of annual bonus? Could having the flexibility to set your one working hours pattern outside of the usual 9-5 potentially allow for savings to made on childcare arrangements?

What are your priorities?

It’s important to look at which priorities mean more to you depending upon your stage in life. A more generous employer contribution to your pension may hold more value to you now that it would have done previously. Or the opportunity to ‘buy’ more holidays could very valuable if you want to spend more time with your family.

Look at any discounts or incentives that are offered

As part of a company’s employee wellbeing strategy, you may find that you are entitled to a number of subsidised incentives and discounts. These can include gym and health club memberships, travel season tickets as well as money off at a number of retail, hospitality and leisure operators. Over time, these can add up to a fair amount of cash saved, particularly on items that you already regularly use.

Regularly review what options are available to you

Just because you can’t see a value in a particular benefit or incentive at the current time, it doesn’t mean that won’t change as your circumstances adjust over time. Make sure you regularly review which company benefits are available – many companies offer the option to tailor your own package so you may find that whilst private health care wasn’t a priority for you when you joined, it could be something which would now be very useful.

Seek out benefits that are advantageous to your career

A number of companies will include a provision for training or annual membership to a professional body which gives access to CPD resources as part of an employee’s package. The opportunity to develop your professional knowledge and expand your skill set could be invaluable as you look to build your career.

Make use of your benefits

It is important to ensure that you make use of the benefits which are available to you; and whilst there may be some which you feel are not especially relevant or useful to you currently, it is vital not to dismiss something which you may find valuable as your circumstances or priorities change.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to discuss your recruitment needs with a member of our team.