WHY SOFT SKILLS ARE SO IMPORTANT

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 preparing for an interview for a new position or aiming to gain a promotion, it can be easy to focus upon your job specific knowledge and experience and over look the soft skills which are just as important to ensuring that you land the role.

With more and more employers utilising competency based interviews as part of the recruitment process, failing to understand the importance of soft skills could see you trip yourself up as these will often assist employers differentiate between candidates of a similar calibre.

Whilst hard skills – your qualifications, training courses, experience and expertise – are undoubtedly important, soft skills demonstrate more to an interviewer about your people or interpersonal skills and generally cover areas such as communication, teamwork and problem solving.

The majority of candidates applying for a role will no doubt tick many, if not all, of the boxes – the hard skills - necessary to perform the role and any which do require improvement, such as mastering a particular IT programme, will often be in areas that can be addressed through training. Softer skills however tend to be the skills that a person ‘naturally’ possesses, and as such are not so easy to teach therefore can be harder to find an individual that displays the right qualities that will make them an ideal cultural fit for a particular organisation.

During an interview, employers will look to assess your soft skills through a series of questions aimed at getting you to talk about real life situations where you will be required to describe how you approached a particular scenario, your behaviour and what the eventual outcome was and what you took away from the experience.

Before attending an interview, it is worth preparing a handful of relevant examples that will enable you to demonstrate these skills.

Our top five soft skills for success:

1.Communication

Demonstrate that you are a good communicator by illustrating your examples with the type of language that you used, your tone, delivery and also your ability to listen and take on board the views of others.

2.Problem Solving

Show that you can think around a problem and come up with creative solutions and put in place measures to address any obstacles which you may come up against. It is also beneficial to highlight examples of where you have been proactive in anticipating a problem and where you have been able to overcome unexpected issues to produce a successful outcome.

3.Negotiating Skills

Can you deliver a compelling case for approaching a project in a certain way? Can you build effective relationships with other team members and departments to ensure that everyone is working towards the same goal? Can you take on board other points of view and work collaboratively to help shape the eventual outcome?

4.Passion

Are you genuinely enthusiastic about the role and opportunity to join the company? Don’t be afraid to show that you are keen to become part of the team and that you have the drive and desire to make the role a success.

5.Confidence

It’s important that you demonstrate that you are confident in your ability – but don’t let that come across as being arrogant. Show that you believe you are the right person for the role with examples of how you have made successful contributions, by sharing your goals and ambitions for the future and how you think you can make a real difference to the organisation.

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 speak to a member of our team about your next career move.