HOW TO CONDUCT YOURSELF DURING YOUR NOTICE PERIOD

International Women’s Day 2026: A Conversation on Inclusion, Allyship and Progress

This year, to mark International Women's Day, our Divisional Director Emma Gregson brought together a group of colleagues for an open roundtable discussion. No filming. No scripts. Just an honest conversation. The aim wasn’t to produce a perfectly polished statement. It was to create space — to reflect, to listen, and to explore what inclusion really looks like in today’s workplace. Here’s what we learned. What Comes to Mind When You Think About International Women’s Day? For some, it represents recognition — a moment to highlight the achievements of women in business and beyond. For others, it prompts reflection on progress still to be made. One theme quickly emerged: while the day itself is visible — particularly on LinkedIn — its meaning runs much deeper. There was acknowledgment that conversations about gender equality can’t simply live online or exist once a year. They need to be embedded into the fabric of how organisations operate. International Women’s Day may fall on 8th March, but the principles behind it shouldn’t be date-bound. Why Having This Discussion at Work Matters A powerful point raised during the discussion was this: We spend most of our waking hours at work — if we don’t talk about it here, where do we talk about it? Workplaces shape opportunity. They shape confidence. They shape careers. Several colleagues reflected on environments they had previously worked in — some more progressive than others, often heavily male dominated — and how that influenced whether these conversations were welcomed or avoided. One comment stood out: “The first step to change is acknowledging there’s a problem.” Whether discussing representation in leadership, the gender pay gap, or unconscious bias in everyday interactions, awareness is the foundation for meaningful progress. What Does an Inclusive Workplace Really Look Like? The group explored what inclusion means beyond policy statements or formal initiatives. One perspective captured it perfectly: “Inclusion is felt, not announced.” An inclusive workplace isn’t defined by posters on the wall or annual emails. It’s defined by behaviour. It's About: A genuine meritocracy where progression is based on performance, not proximity to power. Leadership that doesn’t require the loudest voice in the room. Being mindful of everyday conversations that may unintentionally exclude. Creating space where people feel comfortable speaking up — or saying no. There was also recognition that unconscious bias can show up in subtle ways. From assumptions about who should attend certain meetings, to whose opinions are actively sought, small behaviours compound over time. Inclusion, ultimately, is about awareness — and accountability. Women Who Inspire Us When asked who inspires them, the responses were deeply personal. Mothers who worked multiple jobs to provide stability. Partners balancing demanding careers with professional qualifications. Managers who quietly transformed workplace cultures. Public figures like Marie Curie — a pioneer who succeeded in a world that actively tried to exclude her. What united these stories was resilience. Determination. And an unwillingness to accept imposed limitations. Several colleagues reflected on strong female leaders they had worked with — leaders who didn’t need to dominate a room to command respect. They led through example. Through consistency. Through standards. The quiet confidence of competence. Where Do Women Still Face Challenges?The discussion didn’t shy away from reality. Challenges still exist — particularly in male-dominated industries, senior leadership environments, and in balancing career progression with societal expectations around caregiving. There was open acknowledgment that historically, women have often had to “run harder” to reach the same point. And yet, there was also recognition of generational progress. Attitudes are shifting. Leadership is evolving. Conversations that once felt uncomfortable are now happening openly. Progress is visible — but unfinished. Moving Forward This roundtable wasn’t about having all the answers. It was about listening. Learning. And recognising that inclusion is a shared responsibility. International Women’s Day provides a valuable moment for reflection. But the real impact lies in what happens on the 9th of March — and every day after. At Sharp Consultancy, we’re committed to continuing these conversations — not as a tick-box exercise, but as part of how we build a culture where everyone can thrive. Because equality isn’t a campaign… It’s a commitment.

Read article

Your interview has been a success and you have landed a new role. Once you have tendered your resignation with your current employer, you will need to work your notice period. It is just as important to make a good impression during your last few weeks with a company as it is to get off on the right foot in a brand-new role; take a look at our tips and suggestions on the best ways to conduct yourself during your notice period.

Understand how long your notice period is. Check your contract for details on the notice period that you will be expected to work – this may be a fixed term or increase annually based upon your length of employment. Your new employer may like you to start sooner than your notice allows but be respectful of your current company’s position and the time they will need to arrange your replacement. You may be able to use any holidays that you are owed as part of your notice period.

Gardening leave. Depending upon the role you are moving onto – if you are going to work for a direct competitor for example - your employer may place you on gardening leave for the duration of your notice period; whilst you will not actually be working during this time you are still being paid by your current company and will not be able to start your new role until after your official final employment date.

Make sure you remain professional. Maintain a conscientious approach throughout your notice period and continue to perform your role to the highest possible standards. Don’t undo several years of good work by being lacklustre in your last few weeks – make sure you leave a great last impression as you never know you may come into contact with former colleagues once again in your new job.

Uphold high standards. Continue to deliver work that is of the highest standard possible and make a full contribution to team meetings. Remain focused on key tasks and ensure that you continue to have good attendance and be punctual.

Don’t be boastful. It’s only natural that you will be excited about your new position but try to avoid bragging about it too much to your colleagues – and don’t put down your current employers, remember your peers will still be working there after you leave!

Agree your priorities with your manager. Arrange a meeting with your manager (and colleagues if applicable) to agree which tasks you should focus upon during your notice period. It may be that some projects need to be handed over to other team members so ensure that you are willing to help and offer assistance to bring people up to speed. Your day-to-day workload may decrease as you get closer to the end of your notice period so make sure you check in with your manager and continue to offer to help where you can.

Handover period. You may be asked to help your replacement get up to speed before you leave; be professional and remember that they will be as keen to impress in their new job as you will be in yours. If you are departing before someone has been recruited, try to complete any projects as best you can and prepare detailed notes so the transition is as smooth as possible.

Exit interview. Be constructive with your feedback and look share positive experiences as well as highlighting areas and offering suggestions where you think your employer can make improvements.

Your last day. You want to leave with a good reputation so make sure you remain professional to the end; take the time to say goodbye to colleagues and senior managers. You will be remembered as much – if not more - for how you conduct yourself during your final weeks with the company.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultant’s recruit for positions throughout Yorkshire and beyond. CONTACT US today to find out more.