International Women’s Day Edition

I’m taking a different angle to this conversation. I normally talk about how women can own their ambition, femininity and power. However, as I think about the debate and issues raging in America right now about DEI I think it’s time for a smarter conversation about Diversity, Equity and Inclusion.

When I sat down with my friend Jack over coffee last week, we got talking about his role in the Tough Guys Book Club. This club is amazing! It’s a space for men to connect, talk, and support each other’s mental health through literature. Their style in inclusive although it is for men only, they are very clearly not seeking to do harm, just connect as men in the pub. Yet, Jack confessed something that broke my heart a little. He was afraid to add this to his LinkedIn profile. “I just don’t want the DEI police coming after me and calling me a misogynist,” he said.

Think about that. A man leading a group that promotes literacy and mental health is scared to share it publicly because of how it might be perceived. That’s not what DEI is supposed to be about.

This conversation has been on my mind even more as we approach International Women’s Day 2025 with the theme “Accelerate Action.” Because if there’s one thing we need in the DEI space right now, it’s action—not just more talk.

And while we’re focused on accelerating action, it’s impossible to ignore what’s currently happening in the United States, where there is wholesale roll back of DEI initiatives. Including removing references to Women in Leadership while leaving Men in Leadership untouched. It’s a stark reminder of why this work matters—and why it’s crucial we keep pushing forward.

Where DEI Lost Its Way

Diversity, Equity, and Inclusion—DEI—was supposed to be about creating spaces where everyone feels they belong. But somewhere along the way, it became politicised, weaponised, and misrepresented. Instead of being a positive, inclusive movement, for some, it now carries a sense of fear and exclusion.

The goal of DEI isn’t to make people feel guilty or afraid—it’s to broaden opportunities for everyone. But the way it’s been packaged and communicated has, at times, created more division than unity.

And as we honour International Women’s Day this year, Accelerate Action reminds us that inclusion isn’t a checkbox—it’s a call to move forward with purpose.

So, how did we get here? And more importantly, how do we fix it?

Let’s Break It Down: Diversity, Equity, and Inclusion

First, let’s stop treating DEI like a monolith. Diversity, Equity, and Inclusion are distinct concepts, and they each need their own space in the conversation.

• • • Diversity is about representation. Who’s in the room? Are different perspectives being heard? A 2023 McKinsey report found that companies with diverse executive teams are 36% more likely to outperform their competitors financially. That’s not a feel-good statistic—that’s hard business data.
    • Equity is about fairness. It’s not about treating everyone the same. It’s about recognising that people have different starting points and need different support to reach the same outcomes.
    • Inclusion is about culture. Do people feel like they belong? Are they valued for who they are? Are they able to be their full selves in the workplace without fear of judgment?

When we squish these into one acronym without appreciating their individual significance, we dilute their impact.

The Gaps We Overlook—and Why They Matter

When we think about DEI, we often jump straight to the visible markers—gender, race, disability. But there are hidden gaps that, when addressed, can create real, systemic change.

1. Parental Leave: Let’s Talk About Dads

Parental leave is often framed as a women’s issue. Maternity leave is essential—but what about paternity leave?

The World Economic Forum found that only 40% of countries offer paid paternity leave, and fathers receive, on average, just 22.5 days compared to 192.3 days for mothers. When men aren’t given proper leave—or worse, are discouraged from taking it—it reinforces the idea that childcare is solely a “women’s issue.”

Companies like Spotify and Netflix have introduced equal parental leave policies. And guess what? They’ve seen higher retention rates, more engaged employees, and even greater gender balance in leadership roles.

Creating equitable parental leave isn’t about taking something from women—it’s about lifting the burden that often falls unfairly on them.

Accelerating action here means challenging traditional norms and supporting shared caregiving roles—because true equity benefits everyone.

2. Flexible Work: It’s Not Just a ‘Mum Thing’

Flexible work arrangements skyrocketed during the pandemic, but as we’ve returned to normalcy, many companies have reverted to old patterns. And too often, flexible work is seen as a benefit for working mothers.

But here’s the thing—everyone benefits from flexibility.

A 2023 study from Future Forum found that employees with flexible schedules reported 29% higher job satisfaction and 39% greater productivity. This isn’t just about parents—it’s about carers, people with disabilities, and yes, even those who simply work better at different hours.

When we focus on outcomes, not hours in the office, everyone wins.

3. Equitable Hiring Practices: The Quotas Debate

Now, let’s wade into murky waters—quotas.

Quotas were introduced to force change in industries where progress was too slow. They ensure that underrepresented groups are seen and considered. But they’ve also led to backlash.

The Case For Quotas:

• • • They challenge hiring biases.
    • They force companies to look beyond “the usual suspects.”

The Case Against Quotas:

• • • They can create perception issues—people feeling like “diversity hires.”
    • They don’t fix the pipeline problem—where underrepresented groups aren’t given opportunities to advance early in their careers.

A better approach? Mandatory diverse shortlists and diverse hiring panels. This creates equitable opportunities without making the final decision based on quotas alone.

And let’s not forget the “broken rung” problem. A McKinsey study found that while men and women start at roughly equal rates in entry-level positions, women fall behind at the first promotion stage. For every 100 men promoted to manager, only 86 women are. This gap widens with each level, leading to the underrepresentation we see at the top where 70% of C-Suite leaders are male.

Accelerating action means fixing the pipeline, not just the optics.

So, What Can Leaders Actually Do?

This International Women’s Day, with the theme Accelerate Action, here are four ways leaders can make a real impact:

1. 1. 1. Check Your Biases:

• • • • • In language, feedback, and sponsorship. Are you giving everyone equal opportunities to succeed? Ask who is missing from the room.

1. 1. 2. Bake DEI Into Leadership:

• • • • • DEI shouldn’t be an HR initiative—it should be a leadership priority. Who gets the big projects? Who gets mentored? Who gets visibility? Make sure you’re lifting everyone up equally.

1. 1. 3. Support Men in the DEI Conversation:

• • • • • This isn’t about men vs. women. It’s about breaking down systems that limit everyone. Encourage men to take parental leave. Normalise flexibility for fathers as much as mothers. Shift the conversation from “men” being the problem, to the patriarchy being the problem.

1. 1. 4. Focus on Systemic Change, Not Quick Fixes:

• • • • • Unconscious bias training is great, but it doesn’t move the needle alone. Systemic changes—like equitable hiring practices, transparent promotion criteria, and flexible work policies—are what create lasting impact. As a leader, call for diverse shortlists and don’t accept anything less!

The Bottom Line: DEI Shouldn’t Be a Battle—It Should Be Action-Oriented

When Jack told me about his fears around posting about the Tough Guys Book Club, it reminded me of something critical—inclusion means everyone.

DEI isn’t about demonising anyone. It’s not about making men feel guilty or sidelining certain groups. It’s about creating a world where everyone has an equal shot—not just on paper, but in reality.

This International Women’s Day, let’s take action—not just for women, but for all underrepresented voices.

Because accelerating action means pushing forward together.

Let’s move the conversation forward. Not with blame. Not with fear. But with understanding, compassion, and most importantly—action.