On International Women’s Day it is certainly important to celebrate the amazing accomplishments of women around the world. It is also a time to reflect on women who went before and fought to create opportunity where it previously did not exist. However, we still need to push for equity in all aspects of life not just today, not just this month, but continually.
“We need to talk about equity and we need to consider the intersectional identities of women. While there is still education required around the difference between equity and equality, I think this is a great path forward towards recognising that women are different. We come from different backgrounds. We are at very different start lines. And we need the systems and the structures around us to change, to allow each and every one of us the opportunity to drive and to realise our potential.”
- Debbie Tembo, DE&I Partnerships Director at Creative Equals
Source: International Women’s Day: did this year’s theme miss the mark?
There has been some discussion regarding this year’s theme of ‘Embrace Equity’.
This year’s IWD arrives at a time when we are seeing setbacks in progress towards closing the gender gap. There have been some positives, although this is slow progress, but women are still leaving the workforce at alarming rates, the effects of which will be felt for years to come.
“While the proportion of women in board roles at Britain’s largest listed companies surpass 40% for the first time, 85% of women are still leaving full-time employment within three years of having children and a PwC study estimates it will still take more than 50 years to close the gender pay gap at our current rate of progress.”
Compounding crises are adding to these setbacks, globally.
The UK alone has seen rising childcare costs, strikes over pay for majority female professions, calls for more support for women going through the menopause, and a conversation globally about burnout for women in leadership roles. This doesn’t even begin to touch on the anti-trans rhetoric rife in the British media affecting the mental health, wellbeing, and progress of trans-women in society and at work.
We still have far to go to be able say we have embraced equity. Without equity – we cannot even begin to reach equality.
This is a helpful aspect of this year’s theme – shining a light on the difference between equity and equality, an important difference to understand to be able to work towards positive change.
Read more here: Equality versus Equity: What's the difference as we #EmbraceEquity for IWD 2023 and beyond?
To really achieve equality, we have to make our workplaces and indeed the world around us more equitable.
Do take a look at the latest Women in the Workplace report from McKinsey for more information about why women are leaving the workplace as well as an intersectional look at women’s experiences.
Below are some further resources that we will be using, sharing and actioning. You may find these useful for your organisation too…
Useful Reads
The five key roles needed to crack DEI by Julie Kratz who shares some great actionable ways to be an ally.
How to thrive as a mid-life woman in the creative industries via the FT with Jane Evans and Carol Russell from the Uninvisibility project.
Why are employers alienating working mothers when they should be celebrating them? via Raconteur.
Being transgender at work via McKinsey. People who identify as transgender feel far less supported in the workplace than their cisgender colleagues do. Conversations about gender equity must not omit the needs and experiences of transgender women.
Sign the Menopause Workplace Pledge and commit to making your organisation a supportive and understanding place for employees going through the menopause.
Additional reads from DMCG Global: Hiring strategies to close the gender gap
At DMCG Global we are dedicated to encouraging a supportive and inclusive culture. Learn more about our commitment to Diversity, Equity, and Inclusion here.
