Our Partnership
with Siemens

Siemens recognised a persistent structural issue: female talent was underrepresented at senior levels, reflecting broader industry trends in engineering and technology.

Despite a strong pipeline of high-potential women, progression slowed with seniority. Barriers weren’t capability-related, they were systemic. Confidence gaps, limited visibility, and inconsistent line manager support were compounding to stall advancement.

The brief was clear: accelerate progression, strengthen retention, and meaningfully shift gender balance at leadership level – without relying on surface-level interventions.

Talking Talent designed and delivered a six-month, coaching-led leadership programme targeting high-potential women identified as the next generation of senior leaders.

The intervention combined:

• 1:1 and group coaching to build confidence, presence, and strategic clarity

• Targeted development sessions focused on influence, visibility, and career navigation

• Senior mentoring and exposure to strengthen internal networks and sponsorship

• Line manager enablement, recognising their critical role in progression

The programme directly addressed the real blockers to advancement—equipping participants not just with skills, but with the confidence and support structures needed to act on them.

The impact was both immediate and commercially significant.

Within the first year:

• 60% of participants stepped beyond their comfort zone – taking on stretch assignments or increased responsibility

• Confidence increased for 80% of participants, unlocking greater visibility and contribution

• Retention improved by 17.5%, equating to an estimated £16.6m cost saving

• Return-to-work rates post-maternity rose from 80% to 94%, strengthening long-term talent retention

Beyond the metrics, the programme drove a measurable shift in engagement, performance, and internal mobility – while building a stronger, more diverse leadership pipeline.