Tomorrow is IWD 2023

Tomorrow 8 March is International Women’s Day (IWD). Every year we ask the question, is this day still needed? And is there an International Men’s Day? The later is usually asked by privileged white men (yes there is by the way). This year the IWD organisers would have us "embrace" ourselves, which has me asking, are we really taking this seriously?

So yes International Women’s Day is still needed. Here’s 5 serious reasons why:

1. Because women's work is not valued as much as men’s.

The World Economic Forum reports that while there has been a slight improvement in the gender pay gap, it will take 132 years to close the gap globally.

Talk about the gender pay gap in YOUR organisation on International Women's Day AND actions that are being put in place to address.

2. Because Women are still underrepresented in Leadership roles

McKinsey & Company and Lean In have been conducing the largest study of women in corporate America "Women in the Workplace" for the past 8 years. Their report shows a "modest" increase in women in leadership roles.

Despite this only:

?? only one in four C-suite leaders is a woman

?? only one in 20 is a woman of color

Do you have a similar issue in your organisation? Talk about it at your events. What ACTIONS can you implement to make improvements?

3. Because the #metoomovement is having unintended consequences

#metoo was initially used by sexual assault survivor and activist Tarana Burke to empower sexually assaulted people (especially young and vulnerable women of color), by visibly demonstrating how many have experienced sexual assault and harassment, especially in the workplace.

The movement and the hastag #metoo gained support and visibility through celebrities using it to share their experiences.

So, what's the issue? Women and non-binary people need men as professional sponsors and mentors in order to participate and advance in male-dominated fields. Korn Ferry reports that men are fearful of being wrongly accused of sexual harassment or assault, (despite low rates of false accusations) and are expressing a reluctance to take on this role, retreating and separating themselves from women instead.

On International Women's Day, how could you approach this topic in a sensitive way? What incidences do you have of sexual harassment in your workplace? What discussions would be useful to have? How can you share the experiences of your people who have experienced sexual harassment?

How can you make it safe for men to support women and non-binary people in your organisation?

4. Because women are more likely to feel burned out than men

According to Gallup (and women everywhere):

?? Women more likely than men to feel burned out at work

?? The burnout gender gap has more than doubled since 2019

?? Women in non-leadership positions are especially affected

 What could you do on International Women's Day to address this? Are women and non-binary people leaving at higher rates than men? Could burnout be part of the problem? What does your exit interview data say?

How could you lead a conversation with women and non-binary people on this? What ACTIONS would make a difference for your people?

5. Because women who are intersectional face unique challenges and barriers in the workplace

Women who are black or brown, have a disability or are part of the LGBTIQ+ community, (as examples) compared to their male counterparts who have similar identifies result in unequal opportunities and reduced access to employment, promotion, and other workplace benefits. McKinsey & Co and Lean In

On International Women’s day investigate who is drastically underrepresented in your organisation. Take an intersectional view of your women. If you are underrepresented in women what about women from minority race or ethnic groups? What about women with disabilities?

What about women from the queer community? What about non-binary or transgender people? What about First Nations people?

In most countries it's easy to obtain statistical data about the make-up of the community. You can look at the ethnic, languages spoken, disabilities, country of origin, sometimes sexuality and much more about the identify of your community. How does this compare to the make up of your organisation?

What focused action could you take to make improvements in your organisation?

There are many, many more example of why we still need to be working towards gender equity. Yes we still need International Women's Day.

Lisa xx