Accelerating Action: Celebrating 50 years of International Women’s Day
Women: positive news for businesses
As we approach International Women’s Day 2025 on March 8th, this year’s theme - #AccelerateAction – celebrates progress while calling for meaningful action to advance gender equality in the workplace. It is an opportunity for businesses to not only recognise the benefits of diversity but also to take concrete steps to foster an inclusive environment, and ultimately, empower women while strengthening their organisations.
Gender equality: a win-win for businesses
The conversation around diversity, equity and inclusion (DEI) has never been more relevant. While some narratives paint it as a divisive issue, the reality is clear – DEI and gender equality are good for business. Beyond a moral or legal obligation, gender equality is a strategic advantage that fosters innovation, enhances decision-making, and strengthens workplace culture and employee satisfaction.
When businesses prioritise gender equality, they cultivate an environment where diverse perspectives are valued, driving creative problem-solving and innovation. Companies that actively embrace inclusion see higher employee engagement and retention, as employees who feel valued are more likely to contribute meaningfully and stay committed. Additionally, organisations known for diversity and fairness are more likely to attract top talent, earn customer trust, and build stronger relationships with stakeholders.
How businesses can accelerate gender equality
To create lasting change, businesses must go beyond policies and take deliberate action to integrate gender equality into core operations.
One of the most impactful steps businesses can take in fostering workplace equality is ensuring that workplace policies are not only written down but actively enforced. By reviewing policies through a gender lens, employers can ensure they support employees equitably. However, the true difference lies in implementation. To successfully implement policies, they must be effectively communicated, embraced by leadership, and supported by accountability measures. Regular feedback loops with employees can provide insights into whether policies are truly meeting their needs, or if adjustments are required.
Creating a culture and safe space where women feel heard and supported is equally important. Businesses must foster environments where employees can share their experiences without fear of retaliation. Establishing robust anti-harassment policies, clear reporting mechanisms, and a zero-tolerance stance on discrimination ensures that all employees feel safe and valued. For more on this, please keep an eye out for the invite to our upcoming webinar on DEI and non-financial misconduct in late April.
For real progress, companies must actively develop leadership pathways for women. Traditional promotion structures have often sidelined women, particularly in male-dominated industries. It’s time for businesses to put the right mechanisms in place - mentorship programs, sponsorship initiatives, and leadership training - that support women’s advancement, without expecting them to conform to traditional male leadership norms. A commitment to leadership diversity promotes more balanced decision-making, thus ensuring that organisations benefit from a broad range of perspectives at all levels, including at senior leadership.
Training and awareness programs play a critical role in advancing gender equality. Unconscious bias training, diversity workshops, and structured DEI initiatives help employees to understand and challenge their own biases, thus equipping them with the tools to foster a more inclusive workplace. When employees at all levels receive education on the benefits of diversity, they become active participants in creating a more equitable company culture.
Recognising that gender equality also benefits men is crucial. Providing equal parental leave and caregiving support allows men to take on more family responsibilities, therefore breaking down outdated stereotypes and reinforcing a culture of equality. When businesses create environments that enable both men and women to thrive, they cultivate a culture of respect, balance and shared responsibility.
Male allyship is not just a social responsibility; it is a business strategy that strengthens workplace culture and drives long-term success. By actively supporting women colleagues, challenging discriminatory behaviours, and promoting inclusive policies, male allies help to create a more balanced and supportive workplace. As part of this commitment, businesses can foster male allyship by addressing masculinity in the workplace, integrating allyship into leadership training, and setting clear expectations for inclusive behaviours. This builds a culture of respect where men are empowered to challenge biases and speak out against discrimination. And by engaging men in gender equality initiatives, organisations not only enhance employee satisfaction and retention but also foster stronger workplace relationships, mutual respect, and strengthen brand reputation as progressive and forward-thinking.
If these are things you want to integrate into your workplace, get in touch with us at ESG@Avyse.co.uk to learn how we can help you to implement a meaningful DEI strategy and drive meaningful change.
Our commitment at Avyse
At Avyse, we recognise that achieving gender equality requires continuous effort and real action. With women making up 53% of our workforce, we are committed to fostering an inclusive workplace that supports women at every stage of their career. While we are on a continuous journey of improvement, here are some key steps we have taken to foster a workplace where everyone – regardless of gender – can thrive.
As a family first company, supporting employees in balancing work and personal commitments is a priority. Flexible working arrangements help those with caregiving responsibilities, particularly women, who often take on a disproportionate share. Providing this flexibility enables our employees to manage their time effectively, leading to better work-life balance, increased productivity, reduced burnout, and greater engagement. A culture of inclusivity, appreciation, and support allows everyone to thrive – both professionally and personally.
To support working parents, we have implemented a progressive Family Policy that goes beyond traditional parental leave. We encourage new fathers to take up to three months of additional paid leave, promoting shared caregiving responsibilities and breaking down gendered expectations. By ensuring equal access to parental leave, we foster a more equitable workplace where both women and men can succeed professionally and personally.
Equal pay and pay transparency are central to our commitment to fairness. At Avyse, employees in the same roles receive equal compensation, thus eliminating gender-based wage disparities. We believe equal pay practices build trust, enhance workplace culture and help attract and retain top talent, while ensuring compliance with evolving regulations.
Healthcare and well-being initiatives are also priorities at Avyse. In recognising that caregiving responsibilities often fall disproportionately on women, we provide comprehensive healthcare packages that cover both employees and their loved ones. By offering strong health benefits, we can help to reduce stress, enhance support systems and empower employees to focus on their careers with confidence.
To stay accountable and drive continuous progress, we are proud to be part of industry-wide initiatives such as the Women in Finance Charter, Race at Work, and the Socio-economic Diversity Taskforce. These partnerships help us to track progress, learn from best practice, and continue pushing for meaningful change towards gender equality.
The time is now
On the 50th year of International Women’s Day, it is time for businesses to commit to accelerating action for gender equality. The benefits are clear. Companies that embrace diversity will not only drive innovation and financial success, but will also foster a more engaged, committed and productive workforce.