The fact that we still need a dedicated day to remind people of the value of women in society speaks volumes about the state of gender equality across the globe. In 2025, it’s disheartening to see that many of the issues women have been fighting against for decades remain stubbornly present. Yet every March 8th, our feeds fill with corporate campaigns, polished statements, and pictures of people striking awkward poses to signal their support.

While these gestures may come from a place of good intentions, they fall short of making any real impact. After all, the gender pay gap persists. Maternity discrimination is a lived reality for many. Women are still talked over in meetings, overlooked for promotions, and undervalued in the workplace.

We should be well past empty platitudes and performative allyship by now. Real change happens in the everyday moments, not just in annual marketing efforts or social media shout-outs. If we truly want to build a more equitable world, we need to shift our focus from slogans to sustained action.

One of the most common questions people ask is, “What can I do? I’m not the decision maker.” The truth is, you don’t need to be in the C-suite to make a difference. Here are practical, tangible ways to support gender equality, whether in your workplace or personal life.

1. Speak up against sexism and inappropriate behaviour

If someone cracks a sexist joke or makes an inappropriate comment, staying silent isn’t neutrality; it’s complicity. Use your voice to call out harmful behaviour, even when it’s uncomfortable. Silence allows discrimination to thrive in the shadows.

2. Share the load: End office housework stereotypes

Stop defaulting to women for tasks like event planning, coffee runs, or note-taking. These aren’t gendered responsibilities, and consistently assigning them to women reinforces outdated stereotypes. Rotate administrative tasks fairly or better yet, distribute them based on bandwidth and role, not gender.

3. Rethink meeting times

Be mindful of when meetings are scheduled. Many women have caregiving responsibilities, from school drop-offs to evening routines. Holding key meetings during these times may unintentionally exclude their voices. Creating space for diverse schedules ensures everyone can contribute.

4. Make flexible work truly flexible

If your organisation claims to offer flexible working arrangements, make sure those policies are genuinely flexible. Don’t police when or where people work, if they meet their responsibilities. True flexibility is about trust, allowing people to balance work with life without judgement.

5. Audit your panels, events, and leadership discussions

If every speaker or panellist at your event is a man, ask yourself why, then actively work to change it. The same goes for leadership teams. If your decision-makers all look the same, your hiring and promotion processes may be reinforcing bias. A diverse range of voices leads to better, more holistic decision-making.

6. Sponsor women, don’t just mentor them

Mentorship is valuable, but sponsorship goes a step further. Sponsors use their influence to advocate for women, recommend them for high-visibility opportunities, and amplify their achievements in rooms they aren’t in. It’s about opening doors and making sure those doors stay open.

7. Reimagine leadership

If leadership in your organisation is still defined by outdated traits, like aggression, dominance, or rigid stoicism, it’s time to evolve. Leadership should be about empathy, collaboration, and adaptability. And if the people making decisions all share the same background, it’s not a meritocracy; it’s a boys’ club.

8. Pay women fairly — without penalty

Equal pay should be a given, not a goal. And women shouldn’t be punished or labelled “difficult” for negotiating their worth. If conversations about pay disparities make you uncomfortable, imagine how uncomfortable it is to live with that inequity.

9. Listen — really listen

Sometimes the most powerful thing you can do is listen. Create safe spaces for women to share their experiences without fear of retaliation. Believe them. And then, take what you’ve learned and turn it into action.

10. Normalise calling out bias

Bias can be subtle, but it has real consequences. When you notice bias in hiring, feedback, or promotion decisions, address it. Advocate for training, policies, and systems that mitigate bias and level the playing field.

The path to real change

Real change is a collective responsibility, it’s built in the daily choices we make, the conversations we have, and the actions we take.

So this year, let’s go beyond the hashtags and photo ops. Let’s commit to showing up, speaking out, and standing alongside women in meaningful ways. Because gender equality isn’t a one-day cause, it’s a lifelong pursuit.

To the women and allies who work tirelessly for change: thank you. Your courage, resilience, and unwavering support make the world a better, fairer place for everyone.

Now, let’s get to work.

What practical actions have I missed? I’d love to hear your thoughts, because this is a conversation we should all be part of, every day of the year.

PS. The United Nations sets the theme for International Women’s Day each year. This year it is “For ALL Women and Girls: Rights. Equality. Empowerment.” Please ensure you are using the correct theme to drive real change. Find out more.

PPS. If you enjoyed this post, check out my 5 practical lessons for building a culture of inclusivity.