International Women’s Day (IWD) was formed in 1911, and continues to celebrate the social, economic, cultural and political achievements of women. Whilst it is a day of celebration, its continuation speaks to the fact that progress on gender equality has been slow. Over 100 years later, this day is as needed as when it first formed.
We should be proud of the progress that’s been made so far. We’ve seen a decline in child marriage and female genital mutilation (FGM), and women’s representation in politics is higher than ever before. However, according to the World Economic Forum, at the current rate of progress, it will take until 2158 to reach full gender parity. That is another 133 years. Whilst there has been progress, it is evident that there is a huge amount of work to do. Let’s look at some of the facts.
- Today, women hold just 27% of national parliamentary seats globally.
- Average female labor force participation has been stagnant since 1990 at 53% versus 80% for men
- The gender pay gap remains at 20% globally
- Women only hold 25% of senior management or leadership positions in business.
- About 1 in 3 women have been subjected to physical or sexual partner violence, or non-partner sexual violence in their lifetime
That is why this year’s IWD theme – to ‘Accelerate Action’ – is so important. It stands to reinvigorate gender as high on the global agenda and address the gaps in our progress towards equality. However, let’s remember that true progress demands more than a single day of recognition. We need consistent, tangible action.
The question is: how?
It’s tempting to see business as separate from the broader fight for gender equality, especially in the current political climate, in which many companies are taking a U-turn on their Diversity, Equity and Inclusion (DEI) programmes. However, at Seismic, we believe that businesses can drive transformational progress on gender equality. Our purpose as a sustainability agency is to change society for the better and help fix our planet. Gender equality is fundamental to that mission.
This International Women’s Day, let’s move beyond awareness and explore how we can leverage the power of business to create a more equitable world for women, globally. Aligned with this year’s theme, in this guide we’re breaking down three fundamental areas for creating transformational change within business. We explore how gender equality can be addressed through our internal teams, within our products and services and within supply chains, as well how how to continue creating meaningful action beyond March 8th.
Within our internal teams
Gender Diverse from Top to Bottom
Despite the compelling business case for gender-balanced workforces, women’s representation remains low at many organisational levels, most notably in the upper echelons.
Research reveals that companies in the top quartile for board-gender diversity are 27% more likely to financially outperform businesses in the bottom quartile. However, according to research by S&P Global, women only hold about 24.9% of board positions amongst more than 1,100 of global companies analysed. By failing to put women in leadership, we are not only halting half of the population’s professional development, but we’re paying for it too.
Addressing Pay Gaps
While progress has been made in closing the gender pay gap, it remains a persistent issue. In April 2024, the UK’s median hourly pay for full-time female employees was 7% less than for men, with the global average estimated at 20%. Businesses can address this by conducting gender pay gap analyses, implementing transparent pay structures and encouraging pay negotiations, to foster a sense of openness and equity.
Removing gender bias from hiring
Many hiring advertisements employ subtle gender bias, without even realising it. Research carried out by Totaljobs revealed that 1 in 4 ads have a male bias.
By using a gender bias de-coder on job adverts, businesses can try to eliminate this bias and enhance inclusive hiring practices. This bias is something relatively invisible that contributes to the glass ceiling women can face when progressing in their careers.
Menstrual health and menopause policies
Supporting women’s different health and wellbeing needs is crucial for ensuring gender equality and business success. One in five women report experiencing health challenges related to menstruation or menopause. 50% say there’s a noticeable stigma around menstruation at work.
Formalising policies around women’s specific health issues is a way of making these issues visible. However, policies should also be accompanied with active dialogue. Introducing training and educational workshops can equip people with the knowledge to support employees. This easy step is frequently overlooked by businesses, but one that can accelerate action for gender equity in the workplace.
Parental leave and flexible working policies
Women are still carrying out 60% more unpaid work than men when it comes to cooking, housework and caregiving responsibilities. Women’s unpaid, and frequently invisible, caregiving and domestic responsibilities often require flexible working (such as being able to work from home, as well as starting and finishing earlier). Flexible working policies can enable women to align their professional lives with their caregiving responsibilities.
Furthermore, implementing equal parental leave not only offers fathers the opportunity to spend time with their newborn, but alleviates the pressure on women to give up their careers to look after children. Shared parental leave can also help to accelerate action on closing the gender pay gap.
Within our products and services
Many products today are designed for men as the default, often overlooking women’s needs — seatbelts, smartphones, PPE and even keyboards are just a few examples. Women are more likely than men to sustain injuries after a car crash, which is mainly due to crash-test dummies being based around the 50th-percentile male body.
To create truly inclusive products and services, companies must test their designs on women and use sex-disaggregated data to inform decisions. Creating products and services that are inclusively designed means involving women from inception.
Beyond design, supporting female-led innovation is crucial. Women, particularly in tech, face significant barriers to funding. To accelerate action, we must prioritise investment in female-owned businesses, especially in tech. This can be achieved through strategic collaboration and by actively integrating women-led companies into our supply chains. Additionally, ensuring that women have equal opportunities to lead in product and service development is crucial. When women are at the forefront of innovation, the solutions we create are more inclusive and representative of women’s needs.
Within our supply chains
Through purchasing and supply chain decisions, businesses have a big opportunity to address gender inequities.
One key approach is prioritising sourcing from women-led companies. Research consistently reports the low participation of women-owned businesses in upstream supply chains. Therefore, monitoring the number of women-owned businesses in our supply chains, and setting targets to increase this number, can help to level the playing field.
Another critical issue is modern slavery, which is a pressing concern within global supply chains, with women and girls disproportionately affected. Research indicates that an estimated 25 million people worldwide are victims of forced labor, with the majority being female. To combat this, businesses can increase engagement with suppliers through tools like supplier surveys to assess their gender policies and practices. This can really drive systemic change.
Continuing action beyond International Women’s Day
Gender equality is not a box to tick on one day of the year. It’s an ongoing commitment that requires consistent, tangible action. To make lasting change, gender equality must be woven into the fabric of business models year-round.
- Establish a Diversity or Gender Equality Group. Creating a dedicated diversity or gender equality group within your organisation is a powerful first step. A group that meets regularly can be instrumental in championing gender equality across all levels. These groups are essential for tracking progress, shaping policies, developing initiatives and holding the company accountable to its commitments.
- Assess the Gender Landscape of Your Industry. Gender equality looks different across industries. Some sectors have made significant strides in equality, while others may still have a long way to go. By evaluating your industry through a gendered lens, you can better understand your organisation’s current position. This allows for more realistic and context-sensitive goals for progress tailored to your sector.
- Listen to Women in Your Workplace. Engaging directly with the women in your organisation is one of the simplest yet most effective ways to identify areas for improvement. By actively listening to female employees, you can uncover gaps in gender equity that may not be immediately visible to those in leadership positions. Consider conducting surveys, focus groups or one-on-one meetings to gather insights. This feedback can be used to create a roadmap for change that genuinely reflects the experiences of the women at the heart of your business.
- Commit to Continuous Improvement. Gender equality requires sustained effort. Beyond International Women’s Day, businesses must continue fostering an environment where women can thrive. Set clear, measurable goals, regularly assess progress and be open to revisiting strategies that may need adjustment. It’s not enough to celebrate gender equality on a single day; the goal is to make it an integral part of your company culture.
By taking these steps, we can move beyond performative gestures and create lasting change that makes equality and equity an everyday reality.
