When you think of International Women’s Day, what comes to mind? Perhaps a room of women in brightly coloured outfits, celebrating each other and listening to a speaker on stage? Or perhaps a lower key gathering of women, to connect, reflect and learn from each other?
As someone who’s been involved with International Women’s Day events for more than a decade now, I’ve seen a wide range of formats to mark the occasion. But in 2025, I think it’s imperative that the ‘March Forward’ includes all genders and all voices, because inclusion means we’re bringing everyone, every day, on the journey towards a more equal future.
Real change isn’t about a single day. It’s about what happens in workplaces, communities, and conversations every day.
True progress doesn’t happen in isolation. It happens when leaders create inclusive and collaborative spaces where every voice is heard, valued, and acted
Inclusion is not an event, it’s a mindset
Many organisations host IWD events, panels, or networking opportunities. And while these are valuable, inclusion isn’t a once-a-year initiative, it’s an everyday commitment.
Inclusion happens when leaders embed equity into their culture, ensuring that diverse voices are part of decision-making year-round. This means:
● Making space for different perspectives in meetings and projects.
● Actively seeking input from underrepresented voices.
● Recognising and addressing unconscious biases in team dynamics.
As a leader, you set the tone. If inclusion isn’t a daily practice, IWD risks becoming performative rather than impactful.
Collaboration fuels progress
The most effective leaders don’t just talk about change, they involve people in creating it. Collaboration means moving beyond ‘top-down’ leadership and embracing co-creation. When people feel a sense of ownership over workplace culture and policies, they’re more engaged in making meaningful change happen.
Try these strategies:
● Ask, don’t assume. Rather than deciding what’s best, involve employees in shaping inclusion strategies.
● Encourage cross-functional conversations. Real innovation comes when different teams, roles, and experiences come together.
● Build allyship at all levels. Gender equality isn’t a ‘women’s issue’ it’s a shared responsibility. Engage all employees in the conversation, ensuring they understand their role in driving progress.
Psychological safety is essential
For every voice to be heard, people need to feel safe to speak up. A culture of psychological safety means employees can share ideas, feedback, and concerns without fear of judgment or negative consequences.
When people feel heard and respected, they contribute more and that’s when workplaces truly thrive.
Women aren’t a problem to be fixed
Too often, workplace discussions around gender equality focus on ‘fixing’ women by telling them to be more confident, negotiate better, or lean in. But the real issue isn’t women’s capabilities at work, it’s the outdated systems that hold them back.
Instead of expecting individuals to adapt, ensure equal access to opportunities for growth, mentorship and leadership development. The question isn’t “Why aren’t there more women at the table?” it’s, “What barriers exist that prevent them from getting there?”
Meaningful action
The leaders who create the most inclusive workplaces don’t just make statements about gender equality, they take consistent, tangible action.
So, this March 8 (and beyond), ask yourself, what’s one commitment you can make to amplify diverse voices in your workplace?
This IWD, let’s move beyond conversation and into action. Because leading the march forward isn’t about those who speak the loudest, it’s about listening to every voice.
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Progress isn’t solo—it’s leaders carving out space for every voice to roar. This IWD, Danielle Dobson says: skip the talk, start the grind International Women’s Day Dynamic Business
