International Women’s Day (IWD) 2025 has a great theme: Accelerate Action – a movement to increase the pace of change towards real gender balance. Until now, the rate of change has been relatively slow, despite the advances that have been made in women’s rights in the workplace. To close the gap, organisations must act proactively to guarantee that the workplace culture, policies and employee wellbeing programmes are inclusive for everybody.

The Need for Acceleration

Gender parity in the workplace is still a theory in most countries across the world. According to the World Economic Forum Global Gender Gap Index, it will still take over a century to achieve gender balance if things continue to operate in the way that they have been. This slow progress shows that action is needed, action that has to be directed towards the eradication of barriers, the closure of pay gaps, the enhancement of female leadership and the development of inclusive workplaces.

One of the ways to fast track the changes is by integrating gender inclusive wellbeing programmes into company culture. When companies focus on the health of their employees, especially women, they make environments where gender equality can actually work.

Employee Wellbeing as a Catalyst for Change

Women are likely to bear more responsibilities at home and at work, as well as having to meet various expectations within society. It can, therefore, be argued that wellbeing programmes that are specific to these challenges can improve the participation, productivity and career progression of women in the workplace. Organisations can include the following strategies to achieve gender parity:

1. Telecommuting

The adoption of policies that enable flexible working including, hybrid models, working from home and variable working times. It has been revealed that companies that adopt these policies have improved female retention rates and engagement.

2. Complete Parental Leave Policies

Paid maternity and paternity leave, childcare at affordable prices and programmes that help employees return to work can break the career gaps that result from having children. Supporting men in taking parental leave also helps to challenge gender stereotypes and promote equality in the workplace.

 3. Mental Health and Wellbeing Programmes

Stress and burnout, together with various forms of discrimination, affect women more than men. Offering mental health care through counselling services, mentorship programmes and stress management workshops can help to improve mental health.

4.  Leadership and Mentorship

There is a noticeable lack of women in management positions. Providing mentorship and leadership training for women can help them to climb the ladder and ease the gender gap in management.

5. Pay Equality and Career Growth Options

Routine pay audits, the absence of secret salaries and strong promotion procedures ensure that women are paid equally and have the same chances for career growth. Acceleration of gender parity can also be made through skills enhancement and leadership development.

Other Actions

It is also vital to cultivate a culture of inclusion. Male allies, leadership and the education surrounding unconscious bias all help to ensure that equality is a reality and not just an idea.

IWD 2025 is a reminder that gender parity is not just an issue of when, but of how soon. In order to achieve parity in a timely fashion, companies must redouble their efforts to promote the wellbeing of their employees, particularly women. Change occurs when companies ensure that women are protected at the workplace through policies that promote gender equality.

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