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- This year’s International Women’s Day theme, ‘Accelerating Action,’ seems fitting, given that the pace of change in closing the gender gap remains frustratingly slow.
- While financial services, trade, treasury, and payments continue to be male-dominated, women remain underrepresented in senior leadership roles across multiple industries.
- Women still earn less than their male counterparts, and face systemic biases limiting their full potential.
The lack of female representation in leadership roles has profound implications not only for individuals but also for industry at large. Research consistently shows that diverse leadership drives better financial performance, fosters innovation, and improves decision-making. But addressing these inequalities requires a fundamental shift in workplace culture, including mentorship opportunities, unbiased hiring practices and transparent pay structures. It also means challenging outdated perceptions about leadership and redefining success in ways that are inclusive and equitable.
However, gender equity is just one piece of the puzzle. To truly accelerate action, we must take a more holistic approach and acknowledge the broader spectrum of challenges that women face in achieving overall fulfilment and well-being. The conversation must extend beyond salaries and promotions to explore how we can support women and equip them with the knowledge and tools to empower their success.
Health and well-being are often overlooked in discussions of workplace equity, yet they are fundamental to a woman’s ability to thrive both professionally and personally. Women face unique health challenges, many of which remain shrouded in stigma. One of the most pressing and least discussed is menopause, a natural biological transition that affects millions of women globally. Despite its significant impact on physical and mental health, menopause is rarely addressed in workplace policies. Symptoms such as fatigue, brain fog, anxiety, and sleep disturbances can make it challenging to perform at the highest level, yet many women feel compelled to suffer in silence. Organisations must take proactive steps to create menopause-friendly workplaces by offering education, health benefits, and compassion that allow women to manage symptoms without fear of stigma or career repercussions.
The pressure to excel in career, family, relationships, and personal well-being can take its toll on mental health. Women often experience higher levels of anxiety and stress due to societal expectations. The concept of ‘having it all’ remains an aspirational but often unattainable goal, leading to burnout and exhaustion. To accelerate action on gender equity, businesses must prioritise mental health as a key component of workplace culture. Open conversations about stress, anxiety, and burnout should be encouraged, and organisations must offer tangible support, such as access to mental health resources and policies that promote work-life balance. Leadership must also lead by example, normalizing the discussion around mental well-being and demonstrating that success does not have to come at the cost of health.
Physical health also plays a crucial role in overall well-being, yet women often struggle to prioritise their own health amid competing demands. Fitness and nutrition are not just personal lifestyle choices; they directly impact energy levels, mental clarity and long-term health. However, women frequently experience barriers to maintaining a healthy lifestyle due to lack of time, readily available information, and support.
Organisations can help bridge this gap by offering workplace wellness programs, fitness incentives and nutrition education tailored to women’s health. By recognising the intrinsic link between health and professional performance, businesses can foster an environment where employees are empowered to take charge of their well-being.
Beyond work and family, personal relationships play a crucial role in overall fulfilment. Friendships provide emotional support, romantic relationships contribute to personal happiness, and hobbies foster creativity and self-identity. Yet, in the relentless pursuit of success, many women find themselves sacrificing these crucial aspects of life.
True progress requires a shift towards prioritising holistic well-being as much as professional achievement. Organisations must start promoting a culture that respects personal time, discourages overwork, and acknowledges that fulfilment comes from a well-rounded life, not just career success.
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The road to gender equity is long, but the time to accelerate action is now. While recognising the gaps that remain, we must broaden the conversation to encompass the full spectrum of challenges that working women face. True equity is about more than just representation at work: it is about creating environments where women can thrive holistically, which in turn will have a positive impact on families, communities and businesses, driving success and economic growth.
Let’s extend the discussion this International Women’s Day beyond the boardroom. Let’s encourage businesses, policymakers, and individuals to work together to embrace a more inclusive definition of success, and foster a future where women can achieve both professional and personal success, health, and well-being.
