International Women’s Day (8th March 2025) can raise polarising views about its relevance in the modern workplace. A quick scroll through social media feeds reveals people championing it, while others express deep frustration. If your networks are voicing contrasting opinions on social, chances are your workforce might be too. So, how can you make a meaningful impact on days like this, and what common pitfalls should you avoid?
Serve their needs not yours
First and foremost, it’s crucial to consider what your people truly need and want. While this may seem obvious, it’s often overlooked. The very demographic you aim to serve should be involved in the planning and execution of events. Ask your staff what they want to see, hear, and feel from your commitment to the day. This input can make all the difference between a successful initiative and a PR stunt that fails.
The reality for women
Women are increasingly concerned about the current political climate, their rights, and the potential undoing of decades of progress in the pursuit of equality. It’s crucial to acknowledge these realities and ensure that this year’s efforts don’t just replicate what’s been done in the past. Women deserve more than rinse and repeat events – they can see through them. Staying out of touch with the current climate can be damaging in the long run.
Don’t treat it like a PR stunt
International Women’s Day should never be an opportunity for you to deploy PR tactics to pat yourselves on the back. If you rely on one day a year to show your commitment to women in the workplace, the likelihood is that your company has deeper problems that cakes and pens won’t solve. Instead, consider how IWD fits into your year-round strategy and aligns with the broader work you’re already doing. The result of this is that IWD doesn’t feel like tokenism. Ask yourself, what impact do you want to make for your people—not just on one day, but throughout the year?
Women don’t work for free
If you’re planning a day of events, discussions, or workshops, ensure you have the budget to support it before making plans. Without adequate funding, it’s not worth pursuing. Every year, I’m asked to participate in IWD initiatives without compensation by companies looking to tick the box. The answer is simple: No. Women don’t give away expertise for free and shouldn’t be expected too because of their sex. Their knowledge, experience and expertise are valuable, and you need it. Cutting corners like these damages your brand reputation and limits the experience and wisdom you get in through the door positively impacting your culture.
Sitting in discomfort and feeling vulnerable
International Women’s Day presents a valuable opportunity to foster debate, encourage open discussions, and explore different perspectives—some of which may feel uncomfortable. As an Executive Coach, I often guide clients through their discomfort. We examine the emotions tied to that discomfort and what they reveal about our current realities and future actions. Creating space for discomfort and introspection is crucial, especially when addressing sensitive issues like gender equality.
By leaning into uncomfortable conversations, we can tackle important topics affecting women in the workplace. Take menopause, for example—a subject still shrouded in taboo. Many organisations offer little to no support for it, despite the fact that 1 in 10 women will quit their jobs due to menopause-related challenges. With over 13 million women experiencing menopause in the UK, and women over 50 being the fastest-growing demographic in the workforce, it’s clear that this issue cannot be ignored.
Allowing room for these tough conversations can leave us feeling vulnerable, but it’s often in that vulnerability where growth happens. These discussions provide a chance to lean into subjects we may feel excluded from—yet are critical to advancing equality in the workplace. It’s about challenging ourselves to see the meaning and purpose of our plans for IWD.
About the author
Anna Allerton is a triple-accredited trained and qualified Executive Coach with over 20 years of corporate experience. She has held senior roles as Head of Internal Communications, as a Sports Journalist and TV Producer at Sky. Through her business, Allerton Coaching (www.allertoncoaching.com), Anna specialises in helping individuals and businesses navigate the challenges of maternity, perimenopause, and menopause. She works with organisations from SME’s to FTSE companies who recognise the value of her niche in creating bespoke support for women in their organisations. In addition to her coaching, Anna leads popular workshops on these topics, speaks publicly, and is co-author of the book Myths of Menopause. Her work has been featured in Grazia, Stylist, Top Sante, and on Times Radio.
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