International Women’s Day (IWD) has become a key occasion for reflection, celebration, and advocacy. Yet, despite its widespread recognition, it’s still debated whether the day has evolved into more than just a corporate checkbox or whether it is driving true, systemic change for women in leadership. To shed light on this, we turned to our Compass Women in Leadership alumni, gathering their thoughts on the day’s impact. The results were eye-opening.
The Mixed Sentiments Around IWD
- 56% of women see IWD as a corporate checkbox or a reminder of gender inequality – a day that brings attention to disparities but lacks concrete follow-up actions.
- Yet, 53% still feel positive about the day – with 32% being neutral and 15% expressing negativity.
This mixed response is a clear indication that while IWD serves as an important platform for awareness, its long-term significance is still up for debate.
Are IWD Initiatives Driving Change?
When it comes to tangible results from IWD activities, the picture is less rosy:
- Only 25% of women have witnessed meaningful change in their workplaces from IWD initiatives. This raises the question: Is the celebration of women’s achievements enough if it doesn’t lead to measurable progress on issues like gender equity in the workplace?
What Would Make IWD More Impactful?
So, what could truly transform IWD from a symbolic observance into a powerful driver of change? Our alumni provided some valuable suggestions:
- Gender Pay Gap Data Reported Back to Organisations: Transparency and accountability are critical. Organisations need to not only talk about closing the pay gap but also share progress and setbacks with their teams.
- Formal Commitments to Gender Equity with Clear Measures & Timelines: It’s not enough to make general promises. Real change requires specific, time-bound goals for gender equity.
- Men Stepping Up—Sharing Their Experiences & Showing Active Support: Men have a critical role to play in the movement toward gender equality. Their involvement in IWD initiatives helps broaden the conversation and drives collective responsibility.
- Events That Tie Into Broader Issues: Many women want IWD to focus on the intersection of gender equity with other global issues like education, healthcare, and climate action. IWD should be part of a broader conversation that addresses systemic inequalities.
- Rethinking the Format—More Inclusive Scheduling: The traditional IWD breakfast at 7 AM simply doesn’t work for everyone, particularly those juggling work and family responsibilities. More inclusive scheduling could allow a greater diversity of voices to participate.
To help resolve this intransigent imbalance and increase women’s leadership participation, organisations must implement proactive strategies:
Thought-Provoking Comments from Our Alumni
Our alumni also shared some powerful reflections that provide further context to the debate:
❝ Maybe women should take a day off from all unpaid duties to make their contribution felt. ❞
❝ IWD is a great time for reflection – but why are women still the ones planning, hosting, and cleaning up? ❞
❝ The more men involved, the better the learning. ❞
❝ I’m ‘done’ with talkfest lunches. Let’s make real change. ❞
These comments highlight the frustration many women feel about the lack of true accountability and the continued gender dynamics that surface during IWD events.
Conclusion: A Call for Action Personal Development is Central to Advancing Women
So, where do you stand? Is International Women’s Day making a meaningful difference, or does it need a major reset? As the data and reflections suggest, there’s a clear call for more action-oriented, inclusive, and accountable approaches to celebrating women’s achievements and driving gender equity.
IWD can no longer be a “talkfest” – it needs to be a platform for real, measurable change.
Our signature leadership program for women, Compass, has supported hundreds of women to choose courage over confidence and increase their leadership visibility and impact. To find out more visit Compass.
