Skip the Performative Gestures—Take Real Action
International Women’s Day (IWD) is more than just a day for celebratory panel discussions, social media posts, and marketing campaigns—that billboard ad will not stop femicide, solve the hiring and promotion bias in the job market, or reduce the high rate of workplace sexual harrasment of women. This year’s theme, Accelerate Action, calls for real, tangible efforts to dismantle systemic gender inequalities. If organizations and institutions truly want to make a difference, they must go beyond performative actions and implement meaningful changes that foster equity. Here are seven impactful ways to celebrate IWD with action, not just words:
1. Advocate for Workplace Equity
Gender equality in the workplace goes beyond hiring more women. Organizations must examine pay disparities, promotion pipelines, and leadership representation. Conducting a gender pay audit and publicly committing to closing the gap ensures accountability. Creating mentorship and sponsorship programs for women can also bridge leadership disparities.
Moreover, organizations should implement transparent promotion processes to ensure that women are equally considered for leadership roles. Unconscious bias training for hiring managers and leadership teams can help address internal biases that often hinder women’s professional growth. Workplace equity also involves implementing fair performance evaluation systems that do not penalize women for taking maternity leave.
2. Strengthen Policies Against Sexual Harassment
Lip service isn’t enough—companies and institutions must actively protect women from harassment. This means implementing stronger, enforceable sexual harassment policies, establishing independent reporting mechanisms, and conducting regular workplace training on consent and professional boundaries. Victims should feel supported, not silenced.
To truly address workplace harassment, organizations must create a culture of zero tolerance by ensuring that harassment reports are handled transparently and fairly. Appointing independent review boards to investigate claims and protecting whistleblowers from retaliation are critical steps. Companies should also consider offering legal and psychological support for victims to help them navigate the aftermath of harassment and abuse.
3. Support Comprehensive Maternity and Parental Leave
Outdated maternity leave policies force women to choose between career progression and family. Organizations should offer fully paid, extended maternity leave and paternity leave to promote shared caregiving responsibilities. Providing flexible work arrangements for new parents can also ease their transition back to work.
Beyond standard leave policies, companies should introduce reintegration programs for returning parents. Offering phased returns, childcare support, and lactation rooms can significantly improve work-life balance. Additionally, normalizing paternity leave is crucial—when fathers take leave, it reduces the caregiving burden on mothers and fosters a more equitable division of labor at home.
4. Invest in Women-Owned Businesses and Entrepreneurs
Corporate procurement departments can play a huge role in gender equity by sourcing from women-led businesses. Partnering with and funding female entrepreneurs, particularly those in marginalized communities, fosters financial independence and economic growth for women worldwide.
Access to capital remains one of the biggest challenges for female entrepreneurs. Organizations can help bridge this gap by providing funding opportunities, mentorship programs, and networking events. Banks and financial institutions should also tailor loan programs specifically to support women-led startups. Additionally, featuring women entrepreneurs in leadership events, panels, and marketing campaigns can amplify their visibility and success stories.
5. Push for Legal and Policy Reforms
Institutions and corporations should use their influence to advocate for legal protections that advance women’s rights. This includes lobbying for stronger anti-discrimination laws, access to reproductive healthcare, equal pay legislation, and policies that prevent workplace exploitation.
Organizations should collaborate with policymakers to introduce gender-sensitive policies and support women’s rights advocacy groups. Establishing gender equality task forces within organizations can help drive internal reforms while also contributing to broader societal change. Furthermore, companies should commit to ethical supply chains, ensuring that their vendors and suppliers uphold fair labor practices that protect women in low-wage industries.
6. Prioritize Mental Health and Well-being for Women
Women, especially when balancing work, caregiving, and societal expectations, experience high levels of stress and burnout. Companies should implement policies that promote mental health, such as accessible therapy programs, stress management workshops, and flexible work schedules.
Mental health programs should specifically address the unique challenges faced by women, including workplace microaggressions, gender bias, and the emotional labor often expected of female employees. Offering employee assistance programs (EAPs) that provide counseling, financial planning, and wellness resources can help women navigate their professional and personal lives more effectively. Futhermore, fostering a culture of open conversations around mental health can reduce stigma and encourage more women to seek help when needed.
7. Promote Equal Access to Education and Skill Development
Organizations can gear their Corporate Social Responsibility towards closing the gender gap by funding scholarships, vocational training, and digital literacy programs for women and girls. Providing career development opportunities for female employees, such as leadership training and upskilling programs, helps accelerate gender parity in industries where women are underrepresented.
Investment in Science, Technology, Engineering and Mathematics (STEM) education for women is particularly crucial, as many industries still lack female representation in technical and high-paying roles. Companies should launch mentorship initiatives where female professionals guide young women interested in fields like technology, finance, and engineering. Internal leadership development programs should also be designed to help women advance within the organization, breaking the glass ceiling that often limits their growth.
To Wrap It Up
This International Women’s Day, let’s challenge institutions and organizations to step up in ways that truly matter. Instead of performative panel discussions and temporary marketing campaigns, real change requires actively listening to women, action, policy shifts, and long-term commitment. By implementing these seven strategies, organizations can go beyond just “celebrating” women—they can create a world where women genuinely thrive.
When companies commit to workplace equity, legal protections, mental health support, and investment in women’s economic empowerment, they contribute to a more just and sustainable society. Real progress begins with decisive action, and this IWD should be a turning point for institutions worldwide to take concrete steps toward gender equality.
