Accelerate Action: Driving Meaningful Change for Women in the Workplace
The theme for International Women’s Day 2025 is “Accelerate Action.” It’s a global call to move beyond conversation into practical implementation, expanding the initiatives that truly make a difference for women in the workplace and beyond.
We know that gender equality isn’t achieved through good intentions alone. Real progress happens when organisations take deliberate action to break down barriers, creating environments where women of all ages can thrive. The key? Identifying what works and scaling it up, faster.
Accelerate Action this International Women’s Day by Tackling the Hidden Barriers to Progress
While gender equality discussions often emphasise women’s pay and representation in leadership, health and life transitions remain one of the most overlooked hidden barriers for accelerating action in women’s careers. From menstruation and fertility treatments to pregnancy, menopause, and gendered ageism, these experiences directly influence a woman’s ability to participate and advance at work.
Female Health & Pregnancy
The early years of many women’s careers often overlap with critical health and life challenges and milestones. When workplaces fail to recognise and support these experiences, they risk losing talented employees, and miss opportunities to foster a more inclusive, engaged workforce.
- Menstruation & Reproductive Health
Menstruation, fertility challenges, and baby loss are still taboo subjects in many workplaces, leading to stigma and silence. Employers can help normalise these topics by implementing flexible policies, offering manager training, and organising awareness events. These actions go a long way towards creating an environment where women feel comfortable seeking support. - Pregnancy & Working Parenthood
Becoming a parent is a pivotal moment in a woman’s life as well as in her career. Robust parental leave, flexible return-to-work options and clear career pathways post-maternity leave can accelerate gender equity.
By recognising these major life transitions and offering practical solutions, businesses can reduce turnover, improve engagement, and ensure women are supported at every stage of their careers. Download our Women’s Health in the Workplace white paper for more information.
Menopause & Gendered Ageism
Much like the early career transition women face, mid and late-career stages bring their own set of obstacles. Menopause and gendered ageism two issues faced in particular that can significantly affect a woman’s wellbeing and professional growth.
- Menopause
As women enter midlife, symptoms of menopause such as fatigue, difficulty concentrating, and loss of confidence can significantly impact their work life and careers. However, many workplaces remain silent on the issue, leaving women without adequate resources or understanding. As shared in our Midlife Health Career progression for talent over 50 white paper by the Co-Chair of a Menopause Steering Group, “Women in menopause often feel isolated, fatigued, and face concentration and confidence issues. I hear from women who don’t really feel at their best, and it’s heart-breaking”.
Fortunately, solutions are within reach. Workplace initiatives such as menopause policies, management training, and coaching programmes help break the stigma and provide tangible support, “Small but impactful wins, menopause mentors and simple resources in the workplace can make a huge difference in breaking down stigma”.
- Gendered Ageism
By 2030, nearly half of the UK’s adult population will be over 50 (Working Wise). Yet, a recent study found that 75% of those who faced gendered ageism and remained employed did not take any action. This sense of having “nowhere to go” can drive down morale and lead to talented women leaving the workforce.
Older employees can be invaluable mentors, leveraging their breadth of experience to guide the next generation, especially younger women. Organisations that accelerate action in supporting midlife employees will retain experienced talent, build loyalty, and cultivate truly inclusive cultures. Download our Gendered Ageism in the Workplace white paper for more ideas.
What Can Organisations Do to Act Now and Accelerate Action?
To truly Accelerate Action this International Women’s day, organisations must move from passive support to proactive implementation. Here are some steps to consider:
- Audit existing policies
Identify and address gaps in support for women’s health and career progression. - Provide targeted coaching
Offer coaching around menopause and parental transitions, equipping both employees and managers with effective tools. - Champion inclusive leadership
Encourage open dialogue, remove stigma, and provide training for leaders at all levels. - Offer flexible work arrangements
Support work-life balance throughout all career stages to ensure women don’t feel they must choose between personal needs and professional aspirations. - Measure & track progress
Keep organisations accountable and encourage continuous improvement.
Gender equality cannot wait. The solutions are out there, we just need to accelerate their adoption.
This International Women’s Day let’s commit to identifying what works and doing more of it, faster.
What action will you take today to accelerate progress for women in your workplace? Get in touch today!