There is a disparity in workplace recognition between men and women in the UK – and it impacts business, according to new research. The findings show that 30 percent of women feel underappreciated at work, compared to 20 percent of men.
According to the Reward Gateway | Edenred’s Appreciation Index, one of the main reasons for this disparity is that women often feel less recognised by managers and receive fewer instances of praise. Many also believe their hard work is not adequately rewarded.
The report notes that women are more likely to work in industries such as hospitality, tourism, healthcare and education, which have lower appreciation scores. In contrast, men are more often employed in financial services, technology and pharmaceuticals, sectors that report some of the highest appreciation levels. These industry differences contribute to the overall gender gap in workplace recognition.
Nebel Crowhurst, Chief Appreciation Officer at Reward Gateway, said, “It’s no secret that employers in the UK are suffering from an appreciation crisis, with us lagging behind the US and Australia in our appreciation scores. Within the UK, however, it’s important to shed light on those who are more at risk of feeling underappreciated than others and implement changes to the workplace to help mitigate this.”
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The Business Impact of Workplace Recognition
The Appreciation Index suggests there is a direct link between employee recognition and positive workplace outcomes. Employees who feel appreciated are more engaged, productive and loyal. The report found that 91 percent of employees who feel valued are more engaged at work, while 88 percent say they are more likely to work harder and remain loyal to their employer. A further 73 percent said appreciation made them more willing to take on extra work.
Research from Reward Gateway’s Economic Value Study found that organisations fostering stronger workplace appreciation see a 5 to 7 percent increase in positive business outcomes.
Crowhurst said, “Our research also highlights all the positive outcomes, such as increased engagement, productivity and loyalty, associated with employees feeling appreciated. With this in mind, it’s crucial that employers put more emphasis on appreciation within the workplace, especially when it comes to those areas of the workforce that are more at risk of underappreciation.”
Crowhurst pointed to the need for immediate steps to address the issue, citing World Economic Forum data that suggests full gender parity will not be reached until 2158 if progress continues at the current rate.
Steps to Improve Employee Appreciation
The Appreciation Index suggests that organisations can create a more appreciative work environment by focusing on three key areas.
Managerial recognition and support play a crucial role in fostering workplace appreciation. Employees feel most valued when acknowledged by their managers and influential stakeholders. The report advises organisations to train managers in recognising employee contributions effectively and equitably while also fostering a supportive work environment.
Recognition at an organisational level is also important. Employees respond positively to structured praise and rewards when they go above and beyond in their roles. Companies that establish inclusive and consistent recognition programmes help employees feel valued and motivated.
Finally, creating a sense of belonging is essential for engagement and retention. Employees who feel connected to their workplace and colleagues are more likely to remain committed to organisational goals. Senior leaders often report a stronger sense of belonging than junior staff, highlighting the need for companies to extend efforts across all levels.
Alessandra Pacelli is a journalist and author contributing to HRreview, an HR news and opinion publication, where she covers topics including labour market trends, employment costs, and workplace issues. She is a journalism graduate and self-described lifelong dog lover who has also written for Dogs Today magazine since 2014.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
