Beyond the Hashtags: Why International Women’s Day can’t be just one day
Every year, International Women’s Day (IWD) rolls around, bringing with it a flurry of LinkedIn posts, panel discussions, and corporate pledges to support women. Then, as quickly as it arrived, the moment passes, and many organisations go back to business as usual, without making any meaningful changes.
Real advocacy doesn’t begin and end on March 8th.
In the latest episode of The Organisational Inclusionist Podcast, I’m getting straight to the point about:
Why IWD still matters in 2025 – and why we still need it.
The biggest mistakes companies make when celebrating – and how to do better.
What real action looks like – beyond the hashtags and PR posts.
IWD Isn’t Just a ‘Nice to Have’- We still very much needed and please can we build Intersectionality in?
Women, especially those from marginalised backgrounds, are still facing systemic barriers in the workplace. Pay gaps persist. Leadership opportunities remain unequal. Biases still dictate hiring and promotion decisions.
Until those barriers no longer exist, we need IWD. But we need it to be more than a symbolic gesture.
The Biggest mistakes companies make on IWD
One-day-only support – Posting a quote or running a webinar but failing to back it up with real policy changes.
Ignoring intersectionality – Celebrating women’s achievements without acknowledging the additional barriers faced by Black and Brown women, disabled women, and LGBTQ+ women.
No follow-through – Announcing commitments to gender equity with no actual strategy to make it happen.
If your company is only thinking about women’s equity in March, you’re doing it wrong. DEI must be a year-round priority.
What REAL action looks like
Supporting women in the workplace isn’t about performative gestures—it’s about sustained, intentional action. Here’s what that looks like:
✅ Pay transparency – Conducting regular gender pay audits and closing the gap.
✅ Sponsorship over mentorship – Actively advocating for women to be in the rooms where decisions are made.
✅ Addressing workplace policies – Implementing flexible working, equal parental leave, and protections against discrimination.
✅ Holding leadership accountable – Ensuring that gender equity is a business priority, not just a talking point.
And working with me of course! Seriously. If you feel like you could do with a critical friend to take a look at your approach and help to ensure it meets the needs of your workforce. Let's talk
🚨 The latest episode of The Organisational Inclusionist Podcast is LIVE NOW!
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#IWD2025 #WomenAtWork #EquityBeyondMarch #InclusionMatters #BreakTheBias #GenderEquity