Women in Public Sector Leadership Conference 2026
Previous Supporters Include
Overview
Although the UK public sector has increased in female representation (House of Commons, 2026), males are often overrepresented in leadership positions. Updated figures place female representation at 55% in the Civil Service, 45% in Academics, 44% Judges, 36% Police Officers and 12% in the Armed Forces (House of Commons, 2026). Reformation strategies are crucial to confront barriers to female leadership to ensure public sector organisations prioritise effective and resilient governance (Oko-Joseph, 2018), ensuring females have the confidence to embark successfully on their leadership journeys.
With legislative changes on the Employment Rights Act 2025 being released in April 2026, the public sector must prioritise gender equity, otherwise leading to severe financial and legal consequences and risking discrimination. Now is the time to move from non-inclusive practices to policies that address structural, cultural and institutional barriers to women’s leadership in the public sector.
The Women in Public Sector Leadership Conference 2026 provides implementation strategies from public sector female leaders, on an individual and organisational level, to provide a multi-faceted approach to accelerate women’s leadership journeys with confidence. It explores first-hand perspectives by women who have navigated career obstacles in working environments to connect structural barriers with practical career strategies. Attendees will learn how to challenge gender norms, overcome the imposter syndrome, confront the double bind and sexism, and build working environments where women can progress and thrive.
Agenda
Online Registration
Chair’s Opening Remarks
Dr Karen Jones, Associate Professor, University of Reading (CONFIRMED)
Keynote: Women’s Leadership in the Public Sector: Positive Progress and Continued Challenges
- Assessing the policy landscape on the gender pay gap and women’s representation in the public sector to provide a clear benchmark to assess actionable next steps in female leadership journeys
- Outlining the 2026/27 legislative changes of the Employment Rights Act 2025 to prioritise compliance with government regulations with gender parity at the forefront, otherwise risking discriminatory behaviour and legal repercussions
- Examining why women’s representation declines at senior levels, identifying structural and cultural barriers to recognise issues in retaining female talent
- Providing thought leadership on practical solutions that organisations can implement to drive progress in women’s leadership
The Rt Hon Bridget Phillipson MP, Minister for Women and Equalities, and Secretary of State for Education (invited)
Keynote: Confronting Systems and Barriers: Redefining Leadership
- Analysing the structural barriers that limit access to senior leadership, and how to navigate these systems effectively
- Outlining how to identify and respond to workplace inequities including microaggressions, sexism, harassment, and online abuse to build resilience and actively challenge career obstacles with confidence
- Examine how gender stereotyping and gender bias shape leadership structures, and identify ways to create more equitable and accessible pathways for women
- Critically assess the glass ceiling, tokenism, and imposter syndrome within organisations, and explore strategies to dismantle these barriers to create more inclusive leadership systems
Dr Naznin Tabassum, Senior Lecturer in Strategy and Leadership, University of Derby (CONFIRMED)
Questions and Answers
Comfort Break
Keynote: Breaking the Double Bind: Empowering Female Voices and Influence
- Explore how the double bind appears in workplace interactions, and how to navigate it accordingly and professionally
- Develop assertion to communicate ideas with impact while managing structural barriers and potential backlash
- Strengthen confidence in negotiations, self-advocacy and career progression conversations and disrupt internalised gender norms including ‘think-leader-think-male’ biases to further progress your leadership journey through dismantling career obstacles
- Empowering women through practical strategies, such as access to mentorship and sponsorship opportunities, to provide a platform to accelerate and enhance women’s full career potentials
Dame Antonia Romeo, Cabinet Secretary, Head of the Civil Service, Civil Service Gender Inclusion Champion, UK Civil Service (invited)
Case Study: Career Progression for Women from Minority Ethnic Backgrounds
- Explore how to tackle intersectional discrimination to provide inclusive workplaces that empower women from all backgrounds, otherwise risking legal accountability and non-compliance with the Equality Act 2010
- Actionable takeaways from discussing implementation strategies including ‘Pathways to Progress: BME Leadership in the NHS’ to implement policies that targets diverse and equitable career progression opportunities
- Applying strategies to deal with the ‘broken rung’ and dismantle the gender pay gap for ethnic minority women to ensure gender parity is achievable by fixing issues at early career level
- Practicing both active allyship and male allyship in the workplace to support career progression for women from minority backgrounds
Shareen Pavaday, Deputy Director EDI, NHS England (invited)
Questions and Answers
Lunch Break
Keynote: Women’s Health in the Workplace: Designing Workplaces that Work for Women
- Highlighting the crucial reasons to prioritise women’s health in the workplace, enabling a working environment that retains female talent
- Assessing implementation strategies in preparation for the 2027 mandate of Menopause Action Plans to provide outstanding support for employees going through menopause and certify organisational compliance with government regulations
- Addressing workplace taboos with menstrual health, reproductive health, mental and physical health concerns to provide a positive, supportive and safe working environment for women
- Building a working environment that understands women’s health to maximise productivity, and attracts and retains talent to bolster women’s career progression
Janice Rymer, Professor of Obstetrics and Gynaecology, Kings College School of Medicine; Consultant Gynaecologist, Guy’s and St Thomas’ NHS Foundation Trust; National Speciality Advisor, NHSE/I; Chair, British Menopause Society (BMS) (invited)
Case Study: From Networks to Influence: Empowering Women in the Workplace
- Examining the power of networks in male-dominated workplaces and how they contribute to wider diversity and inclusion strategies to foster long-term career success and inclusive and productive workplaces
- Highlighting the impact of Women’s Networks in The Bank of England, targeting different barriers to career progression through supporting childcare, parenthood and supporting women to ensure fulfilling careers
- Assessing the factors that can weaken Women’s Networks and journeys to leadership, providing strategies to overcome this to reframe leadership traits and behaviours
- Personal insights into the impact of networks on career progression, understanding their importance in creating confidence, resilience and having supportive connections to overcome career obstacles
Joanna Place, Deputy Governor, Chief Operating Officer, The Bank of England (invited)
Questions and Answers
Breakout Networking: an Opportunity to Build and Engage in Women’s Networks
Join our breakout networking to discuss the central challenges you face in realising your leadership potential or empowering other women to lead in the workplace. We encourage you to build or join supportive women’s networks and create innovative solutions to common obstacles for advancing your career.
Comfort Break
Case Study: Prioritising Female Investment in the Human Capital: Confronting the Motherhood Penalty, Childcare and Maternity Leave
- Practical insights into how the Crown Prosecution Service (CPS) confronts the motherhood penalty and maternity and paternity leave to reduce long-term career penalties for women and encourage a shared mental load
- Outlining how mentoring and training programmes enhance and strengthen leadership and managerial skills to provide accessible pathways to senior positions
- Prioritising equal access to leadership through encouraging professional development to reduce gaps in meritocracy and encourage performance evaluations
- Creating policies that prioritise both shared childcare responsibilities and career advancement, advancing career growth, skill attainment and leadership access
Anje Bowen, District Crown Prosecutor on Rape and Serious Sexual Offences (RASSO), Crown Prosecution Service (invited)
Panel: Beyond Imposter Syndrome: Succeeding and Thriving in Male-Dominated Fields
- Strengthening confidence, challenging the imposter syndrome, and reframing self-doubt into self-praise in male-dominated workspaces to challenge gender stereotyping and unlock your full career potential
- Outlining how to exercise authority and agentic traits to progress in career pathways that have lower female representation
- Examining barriers to female leadership in the police and army sectors, breaking ‘the brass ceiling’ to provide pathways to high-ranking officer positions
- Confronting sexism, misogyny and sexualised behaviour in the police and armed forces to prioritise gender equality and organisational change in the workplace
Pippa Mills, Assistant Commissioner Metropolitan Police Service, Metropolitan Police (invited)
Wing Commander Sasha Nash, Senior Royal Air Force Officer, Royal Air Force, Commanding Officer, Red Arrows (invited)
Questions and Answers
Chair’s Closing Remarks
Dr Karen Jones, Associate Professor, University of Reading (CONFIRMED)
Conference Close
Previous Speakers
Frankie Westoby
Detective Superintendent Senior Leadership Trainer
College of Policing
Samah Shaffakat
Senior Lecturer
University of Liverpool
Patience Ogunbona
Executive Business and Leadership, Speaker, Facilitator and Trainer
ATI Coaching
Sandra Kerr
Race Equality Director
Business in the Community
Professor Lilian Otaye-Ebede
Race Equality Charter Community Visibilty and Staff Sub-group Chair
University of Liverpool
Professor Laura Serrant CBE
Ivana Gordon
Head of Government Grants Management Function Covid-19 Response
Cabinet Office
Professor Jacqueline Baxter
Professor of Public Leadership and Management
The Open University Business School
Jane Kenny
Lead Delivery and IT Service Manager
DWP Digital
Agata Miśkowiec
Managing Consultant
Mutual Ventures
Ellisha Soanes
Award Winning International Diversity and Leadership Consultant
Shine By ES Consulting
Swazi Kaur
People and Inclusion Manager
London Councils
Sheila Bugler
Culture and Engagement Consultant
Ofcom
Get in Touch
Testimonials
Really informative and thought provoking day – brilliant to hear from like minded inspirational women!
This was my first time attending such an event and will definitely attend more. The speakers were very knowledgeable in their respective topics and I have taken away some great ideas which I am excited to share with the other network leads in my organisation.
Great event, well organised with a range of interesting speakers with diverse perspectives.
The Women in Public Sector Leadership Conference helped support me at a time I didn’t feel very confident in myself. It has allowed me to help start figure a new direction for myself.
A varied and interesting event showcasing inspirational and relatable stories.
Excellent event. Informative, engaging and interesting. I would recommend it to everyone.
A great set of speakers, sharing valuable insights that help drive opportunities for aspiring female leaders.
Why You Should Attend
✓ High-quality lived experience female-leader speakers from diverse areas in the public sector giving first-hand guidance on female leadership
✓ Individual and organisational strategies to provide women with confidence to embark on their leadership journeys with working environments that support female leadership success
✓ Networking opportunities with speakers and senior colleagues across the public sector
✓ 8 hours of CPD points towards your yearly quota
Who Should Attend
| Job Title Example | Organisation Example |
| HR Officers | Government |
| EDI Advisors | Civil Services |
| Recruitment Advisors | Schools |
| Employment Managers | Local Councils |
| Line Managers | NHS |
| Diversity Leads | Police |
| Managers |
Pricing Options
Public Sector
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
VOLUNTARY SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
PRIVATE SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
Sponsorship
Raise Your Profile, Showcase Your Solutions, Generate New Business
If your products, services, and solutions can support our audiences in their roles, and you want to make connections and generate new business with key stakeholders, decision makers, and influencers, then please contact us using the enquiry form below.
IMPORTANT: There are only a small number of sponsorship opportunities available to ensure maximum exposure and ROI – contact us today to secure your place.
Virtual vs F2F
Whilst F2F provide better options for networking, there are many distinct advantages of sponsoring our online conferences including:
- Wider geographical reach of delegates and a different audience who prefer online to f2f
- Lower sponsorship package costs
- No travel/accommodation
- Less time out of the office
- No stand materials required (lower costs)
- 1 of only 2 sponsors involved – less competition on the day
- Prime speaking slot in the morning of the conference including Q&A – less distractions and easier for delegates to hear/absorb information
- Receive all delegate data after the conference to follow-up directly with those who attend and don’t attend (small % but still key stakeholders)
- Ongoing exposure via OnDemand access
To find out more and discuss your specific objectives, please contact us below:
