This year’s International Women’s Day theme is Accelerating Action, emphasising the urgent need to move beyond awareness and drive real change. Held yearly on the 8th March, International Women's Day is a powerful moment of recognition, but true gender equality demands action beyond a single day of acknowledgment. While awareness has grown, persistent challenges - such as workplace biases, the gender pay gap and restrictive societal norms - continue to hinder progress. The shift from symbolic gestures to meaningful change is long overdue, and both individuals and businesses have critical roles to play.
To explore what needs to happen next, we asked thought leaders Chloe Richardson, Diana Frederiksen and Sophie Linin, to share their insights on the challenges that remain and the actions necessary to create a more equitable future. Let’s dive in.
The Challenges We Still Face
Despite decades of advocacy, gender equality remains an uphill battle. One of the biggest barriers is the mistaken belief that the fight is already won. As Sophie Linin points out, "Sadly, it is the continued belief that gender inequality doesn’t exist—or that it is somehow no longer a significant issue. To overcome this, we need to go back to the roots of the issue and openly discuss the challenges that women still face across the board at all levels."
Another fundamental issue is the structural imbalance that benefits one gender above others. Being conscious of these ingrained biases is the first step toward change. In some parts of the world, women's rights are actively being rolled back, demonstrating that vigilance and action are needed now more than ever. "With what's happening in the USA, and other countries globally, women's rights are being rolled back, and we not only need to be aware of it happening, but also take necessary steps to try and do something about it," - Chloe Richardson.
Beyond cultural and workplace biases, economic and political structures also contribute to gender inequality, particularly in the cost of childcare. "There are macro-economic and political issues, such as the cost of childcare in the UK, which tend to impact women's lives and careers more than men's. Whilst we might not be able to affect change on this level, we can encourage business leaders to consider how they can better support their team at various stages of life." - Diana Fredericksen.
Diana compares this to Sweden, where policies provide strong support for women balancing careers and financial independence. "I grew up seeing women maintain a fair work-life balance while still being able to save, contribute to their pensions, and achieve financial equality in their relationships," she shares. "At the same time, they could continue excelling in their careers -which was incredibly empowering."
In contrast, she admits feeling uneasy about the future. "Honestly, I’m quite concerned about what lies ahead. Childcare, parental leave, and maternity pay are major concerns—not just for me, but for my partner as well." Her perspective highlights the need for businesses to step up when government policies fall short.
Moving Beyond Symbolic Gestures
Annual celebrations and hashtags are not enough to drive real change. Progress requires commitment from individuals and organisations to challenge biases and implement systemic reforms. Businesses, in particular, have a unique opportunity to close gender gaps through policies that support women at all career stages.
To foster inclusivity, companies should actively involve women in executive-level conversations, ensure paternity leave is widely available and implement recruitment practices that minimise bias. "Blind recruitment practices can reduce bias at the very start of any hiring process" - Sophie Linin. Additionally, returning to work after maternity leave should be smooth and supportive, with flexible working arrangements to help ease the transition.
Understanding the specific challenges women face is crucial for meaningful change. Organisations should ask employees what matters most to them and provide tailored support, whether for working mothers, those dealing with menopause or individuals facing conditions such as PCOS and endometriosis. "Support mothers. Support those who can't be mothers. Understand more about the menopause," - Chloe Richardson. Transparency and open discussions about these topics help create an environment where women feel heard and valued.
Representation is important not only in leadership positions but across all sectors and job roles. Diana emphasises the need for greater female presence in executive roles, on corporate boards and in diverse industry positions - beyond the traditional areas of HR and marketing. She also encourages women to actively support one another in the workplace, whether by amplifying each other's voices in meetings, advocating for colleagues in town halls or discouraging unnecessary apologies. As she firmly believes, visibility is key "You can’t be what you can’t see."
Practical Steps for Individuals
Many people want to contribute to gender equality but aren’t sure how. Everyone has a role to play, and the steps they take will depend on their position of influence. Small actions - such as advocating for diverse perspectives in decision-making, questioning leadership about inclusivity and educating oneself about systemic biases—can drive change.
Holding institutions accountable is also critical. Many people worldwide lack the freedom to voice concerns about gender inequality, making it even more important for those who can to challenge bad practices when they see them. "Lots of people aren't able to use their voices in other parts of the world, and it would be remiss of us to not call out bad practice when we see it," Chloe Richardson stresses.
One of the simplest yet most powerful steps individuals can take is addressing harmful language and biases in everyday interactions. "Stop misogynistic, sexist, discriminatory language amongst your friends and colleagues. Call them out on it – just do it." - Diana Frederiksen
Even small shifts in how we communicate can make a difference: "When complimenting each other, actively try to compliment a non-physical characteristic. I cannot tell you how much I have to stop myself saying ‘wow you look nice’ when I really mean ‘when you enter a room you bring such great energy.’” - Diana Frederiksen
The Role of Men in Achieving Gender Equality
Men also play an essential role in this fight. Gender equality should not be seen as solely a women's issue. "Women cannot fight for gender equality alone, yet I so often see situations where the voices fighting against inequality, in any context, are only coming from the mouths of women”. - Chloe Richardson
Diana agrees, calling for greater male involvement at all levels: "Men need to be part of the conversation too – I would like to see men on industry panels referencing the female experience… I would like to see men at company town halls asking why there are no women on the board." She also suggests that men take tangible steps such as sharing salary information to help women negotiate better pay and ensuring women are included in informal networking opportunities.
To explore more ways to foster inclusivity and create meaningful change, read our blog on Inspiring Inclusion This International Women’s Day.
Case Studies: Companies Leading the Way
Some businesses are setting bold examples for gender equity.
- Salesforce – The tech giant has conducted regular pay audits to identify and correct gender pay gaps, investing millions to close disparities.
- Unilever – With a commitment to gender balance, Unilever has achieved nearly 50% representation of women in managerial roles. Their approach includes leadership training for women and family-friendly policies.
- Vodafone – Vodafone introduced a global maternity policy offering 16 weeks of fully paid leave and flexible work arrangements upon return, setting a new standard in corporate maternity benefits.
The Role of Events in Driving Change
Industry events have significant influence, yet they often fall short of fostering real gender inclusion. Events can be a powerful force for equality when organisers make intentional choices, such as considering caregiving responsibilities in scheduling and ensuring diverse representation among speakers.
Too often, conversations about gender equality in the events industry focus only on women’s perspectives. Chloe Richardson challenges this approach: "Stop asking women to speak on panels about gender equality and instead ask men what they're going to do about it." Shifting the narrative in this way encourages men to take responsibility and be active participants in the movement.
The Path Forward
Gender equality is not an issue for women to solve alone - it requires collective action. Businesses must implement inclusive policies, individuals must challenge biases and events must move beyond performative representation. By shifting from awareness to action, we can create lasting change that extends far beyond International Women’s Day.
For more insights on how to celebrate International Women’s Day meaningfully, check out our guide on How to Celebrate International Women's Day, packed with actionable ideas to make a real impact.
Looking for venues to celebrate International Women’s Day or other important events throughout the year? For one-time events, explore Hire Space to find the perfect venue. If you’re planning multiple events throughout the year, then Hire Space 360 might be for you.
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Authors
Gemma Baker
Gemma loves all things social media and keeps busy by creating lots of Hire Space content. When she’s not creating content, you'll find her shopping, exploring or at the gym!
Diana Frederiksen
With a decade in the MICE industry, Diana has managed UK & European accounts at Hilton London Metropole and now drives conference growth at ExCeL London, supporting large-scale events and expansion.
Sophie Linin
Sophie is a venue and events expert with 15+ years of experience. As Head of Events at Royal Museums Greenwich, she leads a team managing commercial and public events across its historic sites.
Chloe Richardson
Chloe, a multilingual event advocate with 15+ years' experience, empowers event pros through emceeing, coaching & strategy. Head of Content at ELX, she champions impactful events.
