To mark International Women’s Day 2025, and consider this year’s theme #AccelerateAction, HRZone asked five champions of diversity, equity and inclusion (DEI) to answer the following:
In a period where many organisations are retreating from DEI efforts, how can advocates of gender equity push back against anti-DEI rhetoric and accelerate action in ways that will deliver positive impact?
“If we are to get action we must first speak the same language”
Blaire Palmer, Keynote speaker, future of leadership authority, coach and author, That People Thing Ltd
Language is powerful. And the language of DEI has always been demonised. The word Feminism has, for some, become associated with man-hating or lack of femininity. The word Gay was turned into an insult. The phrase “Black Lives Matter” was intentionally misinterpreted, somehow implying that ONLY black lives matter. And ‘Woke’ went from referring to an awareness of social and political issues to implying self-righteous liberalism.
Now the very terms Diversity, Equity and Inclusion are being vilified. This is all deliberate, of course… a way to make it more difficult to talk about and therefore do anything about the inequities in our society.
Now, it is even more important that we do use these words. We reclaim them. International Women’s Day is the perfect opportunity to use the language of equity, inclusion, belonging, feminism and diversity. We must not be afraid to stand by these words. Over the last decade, various polls have shown that while a significant proportion of people don’t identify with the term ‘feminism’ they do believe in the principle that men and women should be treated equally.
We need to return to the discussion about what these words mean. It might seem like a backward step, but if we are to get action we must first speak the same language. Instead of being frustrated, we must be excited to talk about fundamentals.
“We must actively engage men in this journey. They are not the enemy; they are essential allies.”
Jenny Garrett, Award-winning career coach, leadership trainer, speaker & author of Equality vs Equity: Tackling Issues of Race in the Workplace
In these challenging times, when DEI efforts are being questioned, we must double down on demonstrating the tangible benefits of gender equity for everyone. Let’s move beyond the narrative of “fixing” women and showcase how a gender-balanced workplace creates a better environment for all. Generous parental leave, flexible working arrangements, and job-sharing opportunities aren’t just “women’s issues” – they’re family issues, enabling all parents to thrive both at work and home. This shift benefits fathers, partners, and children, fostering a more supportive and equitable society.
We need to reframe diversity as a ‘culture add’, not a ‘culture fit’. Difference isn’t a disruption; it’s a strength. A diverse workforce, including gender diversity, brings a wider range of perspectives. It’s about tapping into the power of collective intelligence and creativity that comes from embracing diverse viewpoints.
Finally, and crucially, we must actively engage men in this journey. They are not the enemy; they are essential allies. We need to empower men to become mentors, sponsors, and active shapers of a more gender-equitable workplace. By working together, we can dismantle systemic barriers and create a truly inclusive culture where everyone can reach their full potential.
“A principle isn’t a principle until it costs you”
Karen Dobres, Author, Former Director of Lewes F.C. and 2021 Culture Pioneer Awards Winner
On the board of Lewes FC – the first pro or semi-pro club in the world to equally resource men and women – we were hypervigilant of potential partners wanting to woke-wash themselves. We checked gender pay gap records and rejected sponsors not aligned with our values. A principle isn’t a principle until it costs you, after all. And, like the Suffragettes before us, we prided ourselves on deeds not words.
When our women’s team partnered with Breast Cancer UK for example, we didn’t just wear T shirts, but jumped out of a plane to raise funds too. What do you stand for if you’re not walking your talk (or scaring yourself stupid at 10,000 feet)?!
So, this retreat from DEI by companies like Google, Disney and PayPal shows us where their priorities lie. They say sunshine is a great disinfectant, and here we are, everyone’s true colours on display. The choice about where to put our custom has never been clearer.
At Lewes FC we aimed to lead with women in a male bastion. It worked for us financially and morally. If you want change in the world, scrutinise where your money, thoughts and everyday efforts are landing, and seek out those continuing to push culture forward, in the struggle for the inclusion and empowerment of girls and women. Use this light.
“Let’s not knee-jerk react and think that DEI is done”
Cheryl Allen, Senior Vice President, Human Resources at Atos
In the crazy world in which we live, where the DEI discussion appears to be politicised, now more than ever, we need to offer our people a place of psychological safety, creating an environment of trust and support, where they can truly be themselves without risk or repercussions.
How do we do that? All of us as leaders, as parents, as friends and as people can impact this. As a leader, and as a mother, I feel a strong sense of duty to be a role model for others, offering time to coach, mentor and support others. I stand strong to remind and educate people on what DEI really is. It is not about giving a woman a job to hit a target, it is about having an open mind and opening up opportunities so the right candidate gets the job. It is about learning how to really value differences of all kinds.
Let’s not knee-jerk react and think that DEI is done; this journey has far to go and will only do so with active support and action.
“Failing to leverage diverse perspectives isn’t just limiting, it’s a liability”
Judith Germain, Leading Authority on Maverick Leadership. Leadership Consultant, Trainer, Author, at The Maverick Paradox.
At a time when some organisations are stepping back from DEI, the smartest ones are doubling down – because they know it’s their competitive advantage. Gender equity isn’t just a moral issue; it’s a business necessity. Companies that ignore it aren’t just making a social statement, they’re making a strategic misstep.
The data speaks for itself. Companies in the top quartile for gender diversity on executive teams are 27% more likely to outperform financially than those in the bottom quartile. Diverse teams also drive innovation. Research from Harvard Business Review found that organisations with inclusive leadership are more likely to develop new products and break into new markets. In industries where differentiation is key, failing to leverage diverse perspectives isn’t just limiting, it’s a liability.
And then there’s talent. The organisations pulling back on DEI are the same ones struggling with retention, engagement, and leadership pipelines. High performers – especially younger generations – are choosing to work for companies that take inclusion seriously. Those that deprioritise gender equity risk losing their best talent to competitors who recognise its value.
This isn’t about quotas or compliance, it’s about business longevity. Companies that embed gender equity into their leadership structures, decision-making, and talent strategies are the ones that will remain relevant, innovative, and financially strong. Those that retreat? They’re making a bet against the future – and it’s not one they’re likely to win.
International Women’s Day 2025: We must keep going
We hope these five powerful messages inspire you to not give in on your DEI efforts. Now more than ever, organisations must keep pushing forward and empower others to follow suit.
Happy International Women’s Day!
