Committing to Balancing the Scales this International Women’s Day

Gender equity is fundamental to ensuring a diverse workforce, and we remain committed to driving change across our studios. 

This International Women’s Day we unite in recognising the ongoing work that needs to be done to create a more inclusive, equitable workforce. Achieving gender equity is a collective effort and one that requires commitment, reflection, and action across our practice and the broader industry.

Hassell’s Managing Director Liz Westgarth shares her view on how we can drive change across the industry to build better foundations for women and address the structural issues that contribute to inequality.

“I firmly believe in the value of gender equity, not only for our industry but at a societal level. My ambition is to leave the industry in a better place than when I started my own career, and I am committed to do so. At Hassell, we’ve been intentional in developing a strategic Gender Equity Framework that is continually evaluated and that holds us accountable to our decisions.

“It is critical for us to introduce and maintain innovative policies that support a more inclusive workplace — such as flexible working, equal access to parental leave, the elimination of bias, and the many other awareness, capacity and cultural levers available to us to drive positive change and achieve our ambitions for an equitable future. As a design practice, this also makes sound business sense, as we are truly designing for the diverse communities in which we operate,” says Liz.

“We’ll continue our determination to be a more progressive design practice… Our vision is clear, our commitment is real, and we’re here to make a difference.” 

• Liz Westgarth, Managing Director at Hassell

This International Women’s Day, we’re reflecting on the fact that an inclusive workforce doesn’t just happen; it’s a collective effort of commitment and action. At the heart of this is our new Gender Equity Working Group (GEWG). Formed in 2024, this cross-section of designers and business leads brings the lived experience needed to keep our Equity Framework ambitious. The team are currently tackling five core pillars: from rethinking our policies and career pathways to ensuring total transparency in pay, promotion and inclusive leadership. It’s about evolving our practice to be as diverse as the world we’re designing for.

Through research, staff insights, and industry benchmarking, the group has identified structural and cultural barriers that disproportionately impact women — particularly working parents and those at key career transition points. They have made a number of practical recommendations to the business to create meaningful cultural change. 

Some of these recommendations include:

• Reset / Unplugged rooms: The group recommends assessing opportunities to introduce Reset (or Unplugged) Rooms across studios. These spaces would support women at all career stages, particularly those returning from parental leave, experiencing menstruation or menopause symptoms, or requiring quiet retreat space, with broader benefits for neurodivergent employees. 
• Purchased additional leave: A Purchased Leave Policy enabling employees to purchase additional leave within a 12-month period, supporting wellbeing, retention and more sustainable careers in response to parental load and disproportionate caring responsibilities carried by women. 
• Flexible working – ​“How to flex at Hassell”: Refresh and clarify our flexible work approach, improving consistency across teams, and strengthening communication. The focus is on ensuring flexibility is enabled by culture as well as policy.