Growing up in a traditional Portuguese household as one of four daughters, I was fortunate to have a father who, despite his conventional roots, believed unwaveringly in our potential. He often reminded us that we possessed the strength, intelligence, and resilience to achieve anything we set our minds to, regardless of gender. This empowering message became a cornerstone of my journey into leadership and my advocacy for inclusive workplaces.
However, the professional world I entered didn’t always reflect my father’s progressive beliefs. I recall an early experience in my career: after a brief illness, upon returning to work, my boss repeatedly “joke” about the possibility of me being pregnant now that I was married. This incident starkly highlighted the lingering outdated perceptions about women’s roles in the workplace—suggesting that marriage naturally led to a step back from professional ambitions. Such moments, though seemingly minor, reinforce the systemic barriers women encounter throughout their careers.
This year, as we observe International Women’s Day with the theme “Accelerate Action,” we’re called to transition from dialogue to tangible change. While strides have been made toward gender equity, progress remains inconsistent, and many women, especially those from marginalized communities, continue to face unique challenges.
Women in leadership: Breaking the cycle
Leadership positions remain predominantly occupied by men, despite clear evidence that diverse leadership enhances business outcomes. According to the Women in the Workplace 2024 report by McKinsey & Company, women are underrepresented in executive roles and boardrooms, often due to deep-seated biases, lack of mentorship, and systemic obstacles hindering career advancement.
For women of color, LGBTQIA+ women, and women with disabilities, these challenges are even more pronounced. Studies such as Double Jeopardy? Gender Bias Against Women of Color in Science highlight how intersectionality—the way overlapping identities influence experiences of discrimination—affects career progression. Additionally, caregivers, especially women, experience bias in workplaces that still operate under outdated assumptions about productivity and availability, as outlined in How We Can Reduce Workplace Bias Against Caregivers.
To truly accelerate action, we must recognize that women’s workplace challenges are not monolithic. Policies and initiatives that uplift one group while neglecting others do not constitute genuine progress.
The power of mentorship and sponsorship
Mentorship and sponsorship are among the most effective tools to promote gender equity. I’ve been privileged to have mentors who believed in me, challenged me, and opened doors that might have otherwise remained closed. However, access to mentorship isn’t always equitable. Women, particularly those from underrepresented backgrounds, often lack sponsors who advocate for them in influential spaces.
As leaders, we have both an opportunity and an obligation to change this dynamic. It’s insufficient to merely discuss gender equity; we must actively support the next generation of women leaders. This involves:
- Establishing formal mentorship programs that connect women with senior leaders
- Advocating for women during promotions, salary negotiations, and leadership opportunities
- Challenging biases in hiring practices and performance evaluations
- Ensuring workplace policies are truly inclusive, encompassing aspects like parental leave and flexible work arrangements
According to the Women in the Workplace 2024 report by LeanIn.Org and McKinsey & Company, mentorship and sponsorship play a critical role in helping women advance in leadership—yet far too few organizations invest in these initiatives in a meaningful way.
Connecting back to action
At Diversio, we witness firsthand how organizations can drive change by leveraging data-driven insights to cultivate more inclusive workplaces. However, while policies and metrics are essential, they are only part of the solution, shifting organizational culture requires deliberate action. Companies committed to gender equity must embed it into their DNA, ensuring that leadership development, accountability, and inclusion are prioritized at every level.
This International Women’s Day, I encourage each of us to reflect: What actions can we take today to accelerate gender equity? Whether it’s mentoring a young woman in your field, advocating for more inclusive workplace policies, or challenging outdated biases when you encounter them, progress occurs when we all contribute.
The pursuit of gender equity isn’t solely about dismantling barriers—it’s about constructing bridges for those who follow. Let’s move beyond conversation and commit to real, measurable steps toward a more inclusive future.
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