Today, female leaders and pioneers are championing gender equality and inspiring change. This is an opportunity to honour them, celebrate their efforts and offer insight into building the workplace of tomorrow.

The journey to gender inclusivity

Women in leadership find success by tapping into the potential of other women. Sarah Bird, Head of Local Services at NBCS, shared: “Being a woman in the workplace – particularly in a senior management role – often comes with unique challenges. Unlike many of our male colleagues, our experiences are shaped by additional responsibilities, expectations, and, at times, barriers that can restrict our professional growth.”

Despite the growing awareness of the challenges that women face in the workplace, the road to equality is still rocky. Elena Bazhenova, payment specialist at Exactly.com, pointed out: “As our company grows and expands in the sales and account management departments, we’ve noticed a staggering gender disparity in applicants. Fewer women are applying for sales and management roles compared to men.”

Reflecting on her own approach to gender inclusion, Jennifer Agerton, Chief Product Officer at AirHelp, asked herself: “Am I fostering an environment where different types of people can be authentic and thrive?” After encountering the diverse perspectives on leadership, Agerton realised there’s no one-size-fits-all approach to creating a balanced work environment, but rather an all-encompassing effort. “True inclusion isn’t just about policies – it’s about culture, daily interactions, and the space you create for diverse voices to be heard.”

The power of visibility

Inclusivity for women in the workplace cannot be achieved without ample opportunities for visibility. Amber Hovious, VP of Marketing and Partnerships at Teamwork Commerce, advocates for visibility as a key factor in creating a supportive workplace culture.

“One of the most powerful ways to create change is by uplifting one another. When women support women, entire industries transform. We encourage mentorship, advocacy, and the celebration of achievements – big or small.

“That’s why we actively work to ensure women’s voices are not just heard but amplified. At Teamwork Commerce, we foster an environment where women feel empowered to lead, innovate, and inspire”, Hovious explained. “We believe in lifting each other up, ensuring that no woman ever feels alone in her professional journey.”

This commitment to visibility echoes across industries. “At Exactly.com, we’re all about defying gender bias and taking a person-centred approach to recruitment,” said Bazhenova. “We focus on making everyone visible.”

Agerton concluded on the point of visibility: “Success means equity in opportunity, representation at all levels, and a culture where women feel valued, heard, and empowered to lead without conforming to outdated expectations.”

Visibility is a crucial factor when establishing a thriving environment for women to be their authentic selves. But what are the concrete actions businesses can take?

Defining success

Rather than relying on surface level changes, companies should defy gender barriers by taking tangible, consistent steps toward equality. Creating pathways for women by acknowledging their individual needs is a key step toward building a future where talent and ambition – not gender – defines success.

Hovious exemplified the power of supporting women in the workplace: “At Teamwork Commerce we pride ourselves on having a diverse workplace that strives to empower women. International Women’s Day provides an opportunity for organisations to highlight inequalities while recognising the hard work of women who are excelling in their fields. It is important to take this time to acknowledge the systematic barriers and biases that are still in place.”

At AirHelp, the analytical approach lays the foundation for real change. Agerton shared: “We have analysed our internal data, looking at role distribution, leadership levels, and performance trends by gender, to identify gaps and opportunities. We have also refined our job descriptions to use neutral language, ensuring that candidates don’t self-select out based on gendered wording. This is just one initiative that is helping us build a more inclusive and balanced workforce.”

Another example is providing more inclusive measures during the hiring process. Bazhenova at Exactly.com noted: “To promote gender equality, we support transitions across departments and provide resources to empower all employees, regardless of gender. We believe in nurturing talent and creating supportive environments for everyone.” She also believes in the lasting influence of mentorship and advocacy: “It’s critical to advocate for our female workforce by mentoring, offering guidance, and encouraging creativity, individuality, and confidence.” Supporting career advancement and transitions across departments is critical, especially in male-dominated fields like STEM, financial services, and AI.

Lastly, establishing pathways for young women to access boardrooms is essential to building a diversified talent pool for future generations. Bird from NBCS highlighted the significance of representation, noting: “Seeing women in boardrooms, leading projects, and shaping the industry can inspire the next generation to step forward with confidence.”

Taking action now

International Women’s Day 2025 should motivate reaching out to other women, reevaluating outdated policies, or challenging the support available to women in workplaces – it should serve as a reminder that action must be taken now, not kept as a placeholder for the future.

Like Agerton, leaders must ask themselves: ‘Am I creating an environment where diverse individuals can be their authentic selves and truly thrive?’