Much like Bridgerton – that quintessentially girly historical romance drama (whose latest series is out now!) events season has arrived in the pensions industry.

Conferences are in the diary, such as Pensions UK’s investment conference next week and our own Pensions Age Spring Conference on 30 April.

This week also saw us host our 13th annual Pensions Age Awards. One thing I’ve noticed over those years is just how much more diverse the audience has become, most notably in terms of gender.

I’ve also noticed the gradual increase in how much more stereotypically ‘feminine’ the atmosphere now feels at our awards. There are far fewer firm handshakes in greeting and many more friendly hugs – platonic hugs, I stress, not the seedy ones with wandering hands that many women would likely have experienced at workplace events in most industries a couple of decades ago.

In recent years, the sea of black-and-white tuxedos among the men has also been punctuated by splashes of colour: a red shirt here, an embroidered jacket there, waistcoats with beautiful bedazzlements. Being bolder with fashion is no longer seen as a purely ‘feminine’ interest. Or perhaps more accurately, taking an interest in traditionally ‘feminine’ pursuits such as appearance and fashion is no longer viewed as ‘silly’ or unacceptable for men in the workplace.

Altogether, it adds up to events – and an industry – that feel far more open, warm and inclusive. In other words, a little more ‘girly’.

While ‘masculine’ traits such as assertiveness, directness and competitiveness have long been prized in the workplace, there is growing recognition that stereotypically ‘feminine’ traits, such as empathy, emotional intelligence, nurturing, intuition and caregiving, also bring significant value to businesses.

These characteristics, of course, are not exclusive to either biological sex. The workplace is increasingly recognising that everyone possesses a mix of both masculine and feminine traits, and that the key is knowing when to apply them. We’re not there yet, but increasingly, a woman may feel less pressure to ‘act like a man’ to earn respect at work, while a man may feel freer to express compassion without fear of being seen as ‘weak’.

Biological sex and traditional expectations of their behaviour are becoming less important; what truly matters is blending the right skillsets for the right situations. For example, effective crisis management often requires both ‘feminine’ emotional intelligence to anticipate how stakeholders may perceive the crisis and how to minimise negative impact, and ‘masculine’ decisiveness to navigate the situation efficiently. Whether a biological man or woman provides these requirements is irrelevant.

Despite this shift, research suggests perceptions may not have fully caught up. A 2019 study published in Frontiers in Psychology found that ‘feminine’ traits, such as being tolerant and cooperative, are seen as desirable, but ultimately as optional extras. Instead, both men and women still believe successful leaders primarily require stereotypically masculine qualities such as assertiveness.

Interestingly, when asked which traits they would most like to see minimised in leaders, both men and women preferred negative ‘masculine’ traits – such as arrogance and stubbornness – to be reduced, rather than negative ‘feminine’ traits like shyness or emotionality.

A few years ago, Liminalscape non-executive director, Gillian French, argued that “a workplace culture of men and women suiting up and leaving their emotions at the door isn’t just outdated; it’s out of step with the future of work”.

“Most organisations cherish creativity and innovation, which are born from feminine energy. To foster more open-minded thinking and invent new solutions, we should encourage teams to dip into their feminine power,” she added.

Similarly, a Digital Frontiers Institute blog published last year highlighted how several societal changes, such as remote working, artificial intelligence and evolving definitions of gender roles, are reshaping traditional workplace culture and relationships.

Gender roles will not power the future workplace. Instead, it stated, leaders and team members who can balance both masculine and feminine energies will lead the way. Future leaders will need to combine decisiveness with empathy, promoting innovation while also maintaining employee health and wellbeing. Leadership will increasingly rely on emotional intelligence, adaptability, effective listening and empowering others, rather than control.

Our awards celebrate leaders within each area of the pensions industry, and I would be very surprised if those winners were not also the organisations embracing both feminine and masculine skillsets.

So, I look forward to celebrating this continuing cultural shift at our awards next year – hopefully making it even more of a ‘girls’ night out’ for both men and women.

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