International Women’s Day on 8th March 2025 carries the theme #AcceleratingAction—a call to push forward toward gender equality at a faster pace. The urgency is clear: at the current rate, closing the gender pay gap will take at least 45 years, even in the most progressive countries.
Achieving gender equality requires both systemic and individual action. It can sometimes be difficult to pinpoint what actions will make a difference. Consider the story of a highly successful entrepreneur in the 1960s and 1970s who subtly altered her name to appear male, a strategy that opened doors for her in a male-dominated business world. While this is not an approach we would advocate today, it underscores the barriers women have historically faced—and continue to encounter.
Systemic and Cultural Barriers Persist
Today, gender equality is still hindered by both systemic and cultural barriers. Studies show that people are twice as likely to perceive men as more authoritative and natural leaders than women. Many organizations still equate long hours with high performance and masculine traits with leadership potential, reinforcing outdated norms that hold women back.
That said, progress is being made. More organizations recognise these challenges and are actively working to dismantle them. Here are two real-world examples of companies successfully accelerating action:
- Inclusive Hiring Practices in a male-dominated industry: One of my clients found that keeping job postings open longer (after research showed that women take longer to apply) and using screening questions instead of traditional CV sifting led to a five-fold increase in female applicants for train driver roles. Importantly, they did not lower standards—just removed unnecessary barriers.
- Rethinking Leadership Criteria in Tech: An IT company discovered that their leadership job descriptions emphasized mobility and masculine-coded language, discouraging equally qualified female candidates. By using gender-neutral language and making mobility requirements more realistic, they saw an increase in women applying for leadership positions.
What Actions Can Organisations Take?
Many barriers to equality stem from outdated policies, processes, and practices. Organizations can accelerate action by:
- Reviewing job descriptions for hidden biases.
- Rethinking performance metrics to value results over presenteeism.
- Implementing fair hiring practices that focus on potential rather than traditional markers of success.
- Addressing pay disparities through regular audits and transparent salary bands.
- Providing mentorship and sponsorship programs for underrepresented groups.
What Can Individuals Do?
For women and allies in the workplace, change starts with acknowledging barriers exist and using your influence to challenge them. Small actions can create big shifts:
- Advocate for inclusive policies in your organization.
- Support and amplify women’s voices in meetings and decision-making spaces.
- Mentor or sponsor women to help them advance in their careers.
- Challenge unconscious biases, whether in hiring, promotions, or daily interactions.
As we approach #IWD2025, consider: What can you do within your sphere of influence to accelerate action? Whether for yourself, your colleagues, or future generations, every step counts.
If you’re ready to make a commitment, download my free pledge cards below and take action today!
IWD2025-AccelerateAction-PledgeCards
Looking for a speaker for this year’s International Women’s Day?
Email me at: Mary@agents2change.com to find out more about workshops and talks I can offer.