Gender Equality: A Continuous Journey Towards Progress
Every year on March 8, International Women’s Day (IWD) brings forth a wave of celebrations, discussions, and social media posts championing gender equality. Companies take the opportunity to highlight the achievements of their female employees and reiterate their commitment to fostering an inclusive workplace. However, one stark truth remains: if we were truly advancing towards gender parity, the need for IWD would be obsolete.
The inception of IWD was not solely to commemorate past milestones but to propel ongoing progress. Yet, despite the United Nations designating IWD as a day of global recognition in 1977, we find ourselves still engaged in repetitive conversations and highlighting persistent disparities. If true gender equity were embedded in our societies and workplaces, the necessity of a dedicated day to spur action would be rendered unnecessary.
The Problem with “Feel-Good” IWD
Over the years, IWD has evolved into a day of superficial gestures rather than instigating substantial systemic change. Superficial campaigns and social media posts often fail to translate into tangible progress within organizations. Despite public celebrations of IWD, many companies grapple with gender pay gaps, insufficient female representation in leadership roles, and cultures that tolerate bias.
The essence of IWD has been diluted by performative activism, with some companies facing backlash for prioritizing symbolic gestures over addressing critical issues like workplace harassment and gender disparities. The disconnect between public celebrations and internal realities underscores the urgency for genuine action rather than token gestures.
What Would a Post-IWD World Look Like?
Imagining a world where gender equity transcends mere lip service requires a multifaceted approach. Real progress entails a paradigm shift towards inclusive practices embedded at every level of operation within organizations. It demands leadership teams reflective of their diverse workforce, salary structures devoid of gender bias, and parental leave policies that promote shared responsibilities between men and women.
The vision for a post-IWD world hinges on creating workplaces free of bias, where opportunities for advancement are based on merit rather than gender. It calls for a fundamental restructuring of hiring and promotion processes to dismantle ingrained biases and foster an environment that nurtures equal opportunities for all.
Stop Treating IWD Like a One-Day Fix
The inherent challenge of IWD lies in its tendency to foster complacency, lulling individuals and organizations into a false sense of accomplishment merely by acknowledging the day. Achieving gender equity demands a sustained effort beyond a singular event – it necessitates a continuous commitment to challenging systemic barriers and fostering inclusive environments year-round.
Gender equity is not solely the responsibility of women; it is a collective business priority that demands unwavering leadership commitment and measurable outcomes. Companies like Unilever, Danone, and Citi have set commendable examples by prioritizing gender equity in their operations, demonstrating that meaningful change stems from proactive initiatives rather than superficial campaigns.
In closing, the journey towards gender equality requires a steadfast dedication to meaningful action and a steadfast commitment to fostering inclusive workplaces. Only by transcending the confines of symbolic gestures and embracing tangible policy changes can we truly progress towards a future where International Women’s Day becomes a celebration of milestones achieved, rather than a reminder of persistent disparities.
Deborah Giam, the Managing Director at Penta Group in Singapore, encapsulates this sentiment by emphasizing the necessity of a daily commitment to gender equity, transcending the confines of a single day of token celebrations.
