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Accelerate Action is the theme for International Women’s Day in 2025 and SuperStar Communicator will support this initiative.
At the current rate of progress, it will take 134 years, which is roughly five generations from now, to reach full gender parity in 2158, according to data from the World Economic Forum. This is pretty grim reading. There are still a number of countries where women’s economic equality is not allowed culturally; that women’s and girls’ education is not allowed or valued; that access to education and economic independence is stopped. However, in 2024 in UK there is still an earning gap and pension provision for women; the latter leading to relative poverty in old age for some women.
Focusing on the need to Accelerate Action highlights the importance of taking quick and decisive steps to achieve sex equality and to value the contribution women and girls make in the world. It calls for increased urgency in addressing the systemic barriers and biases that women face, both in personal and professional lives.
Here are a number of ways organisations and groups across the world already deliver an array of effective strategies, resources and activity that help #AccelerateAction. Here are some ideas and ways you could consider challenging existing norms and create equal lives for women and girls.
- Forging women’s economic empowerment: This includes supporting businesses set up by women and girls; for them to have access to investment opportunities at the same rates as businesses run by men. In 2022 less than 2% investment was awarded to female owned businesses; it is even lower for women of colour. This results in talented female entrepreneurs finding it more difficult to grow their businesses. This is generally caused by biases by the investors who do not value the proposition or the potential of the business idea. There is a tendency not to understand and recognise the potential businesses targeting women. Yet there are some very successful businesses. Unless investors are able to approach investment pitches in a less biased way, female entrepreneurs will continue to miss out.
- Recruiting, retaining and developing diverse talent. Being aware of the adverts for jobs, which discriminate against women in their wording; bias against women applying for specific roles. Respectfully, more organisations and recruitment agencies are aware of this and increasingly, talented women are being recruited. However, talent will leave if they are not given the same opportunities to develop as men; if the work environment is unwelcoming to women and they are not valued. This is a challenge for a number of sectors which are dominated by men. Of course not all of these sectors are toxic environments for women; however, when women are routinely verbally and even physically abused whilst doing their jobs, this is unacceptable. Talented women will leave. Organisations need to address this.
- Supporting women and girls into leadership, decision-making, business and STEM Talent development and identifying talent should be focused on women as well as men. Measuring Also ensuring women in leadership and senior roles have decision making roles; that they are able to take up leadership roles and modify the culture so that there isn’t the abuse some women experience in male dominated organisations. There are many women working in STEM who support girls discovering the value of studying STEM subjects. Now is time to highlight the value of this for all employees working in science and engineering organisations.
- Designing and building infrastructure meeting the needs of women and girls Even in 2025 there are buildings opening which have insufficient loos for women and girls. Is it acceptable for there to be long queues at event venues; where women miss the second half? This is due to poor planning, with too few loos and areas for bathrooms. A well known historic venue in London has reduced the number of loos, to increase drink and food outlets. And an airport ladies loo had 4 cubicles and a huge space with two basins – 4 more cubicles and the two basins could have been put there. Better and sensible planning to address women’s needs is essential. Also, considering the urban infrastructure around buildings. No women I know feel comfortable going to a car park at night, especially if the lighting is poor. Poorly lit streets also increase anxiety for women. Better Streets for Birmingham campaigns for better lit, and safer planned urban areas for women and girls.
- Helping women and girls make informed decisions about their health. There are still gaps in the knowledge of women and girls health. Women go through puberty; many have children and issues of menopause. There is significant evidence that women’s and girls’ health problems are not being taken seriously – for example women and girls complaining of pain isn’t taken seriously, resulting in mis-diagnoses and delayed treatment. Read this report. We need to help the medical profession through good training; to prioritise women’s health and their awareness of symptoms so they are treated promptly and with dignity. Also, for women and girls to have all the information available so they are able to make informed decisions on their health. For example, for a number of years, HRT for women has had many untrue myths about the safety of the drugs. Having a balanced view helps women make the best decision for them.
- Providing women and girls with access to quality education and training. A good education and training leads to economic independence for women and girls. It is concerning that there are communities and cultures where women and girls are banned from accessing good quality education and training. There are so many advantages to women and girls having this access; to be economically independent. Research shows that income earned by women and girls principally goes to support their families and communities.
- Elevating women and girl’s participation and achievement in sport. Increasingly women and girls’ sport is being supported more. However, participation has to be based on fairness and safety. There are still far fewer opportunities for talented women and girls to win scholarships to develop their talent whilst studying, than men. And it is more difficult for women and girls to receive sponsorship from businesses to support their sports. Appearance fees for women and girls competing in sport is still significantly less than men and boys.
- Promoting creative and artistic talent of women and girls. For so long women and girls creative; musical and artistic contributions have been undervalued. Art: men; Crafts – women. I am delighted that “yarnbombers” who knit and crochet and who decorate urban areas, are finally being celebrated. Exquisite embroidery is celebrated for its artistry. Highlighting the creative contribution women and girls make is essential. However, women and girls still receive lower payment than men and boys. Whether this is fees as performers or for buying a creative product. This impacts women and girls’ earning power and is still discrimination. Awareness by fixers and buyers is essential to address the earning gap.
However, one of the most important points to remember is how we demonstrate our respect for women and girls.
- Ensuring women and girls support each other. We need to be aware of our behaviour and biases towards other women and girls. Be mindful of being biased against other women based on their appearance; voice or persona. So often when people are asked to recommend someone, they will recommend a man: men do this, however women do too. Make sure you consciously consider a woman who could be recommended. Highlight the achievements of other women at all stages of their careers; whether this is in conversation or even in meetings.
- Call out disrespectful behaviour towards women and girls. And for there to be a safe process for doing this. We have all heard of everyone keeping quiet when there is an incident because they are afraid of the repercussions for their jobs or physical safety. There has been a trend of women speaking out; only to be smeared online and their reputation being damaged. If you have witnessed women and girls being intimidated on public transport; at work; when walking down the streets – report it or check the woman or girl is okay.
- To have an International Women’s Day event where women and girls’ contributions are celebrated. And for them to be properly funded. How often are Also, a call for these events to be properly funding. The “We have no money to pay” experts and speakers is commonplace. What does this say about supporting other women and also the message it sends that this isn’t valued enough to find funding.
- To have male allies. The most effective groups invite men to events; so they support and understand the specific challenges women and girls face in their work. Many male allies have daughters and partners who they wish to support. On a number of occasions men have said to me “I want to support my daughter to ensure her work experience is more positive”. There are many men – sotto voce – who love being in a mixed environment!
- To educate men and boys to appreciate that women and girls could be their wives, sisters, daughters. There is certain behaviour directed at women and girls, that is threatening and offensive. Unfortunately there are a minority of men who do this. There are a minority of men who promote this hatred and influence young men and boys to believe this behaviour is okay. There are sectors where the toxic behaviour of a minority of men excludes women and girls from working there, because it is not a safe environment. This is AT WORK. Surely if a workplace is so toxic for women to work in due to the behaviour of some men, is not acceptable in 2024/25. By highlighting that the person you are making feel uncomfortable (or worse) could be your mother; your daughter; your wife or sister. And it is also important for men to step up and challenge this behaviour. Don’t be a member of the audience.
- Having open, honest conversations. This gives the opportunity for people who are concerned about women being given support, or a perceived belief that they are given preferential treatment for promotion is addressed. By being respectful and including evidence, everyone is able to understand the benefits or, for example, to appreciate why particular decisions and actions are being made. For example, in the Inns of Court: benchers are referred to as ‘Master’. IN the 21st century this has an implication of slavery and also sexism – especially since there are more women benchers. This was highlighted and discussed. Once it was understood how the term ‘master’ was perceived in the modern world, everyone agreed that it was time to change this term to one more appropriate for the 21st Century.
How we could assist in your Accelerate Action IWD events?
Our founder, Susan Heaton-Wright is a very experienced International Speaker, facilitates masterclasses and workshops globally – virtually, in hybrid and face to face formats. Susan is listed on the International Women’s Day site. as a recommended speaker.
If you would like to discuss how Susan could transform your International WOmen’s Day event contact us