One day to fix all? PR needs to go beyond IWD

On 8 March, organisations across all sectors shout about the incredible women in their team. Don’t get me wrong, I am all for International Women’s Day (IWD).

It’s an important moment for us to reflect on how far we’ve come and celebrate the women we have the privilege of knowing and learning from. But what comes next?

Every year we have the same conversations, pat ourselves on the back for a job well done, and move on. Yet in the last few years, we’ve seen things get worse. So, how can we do more to actively understand and foster a culture that promotes equity and creates real change?

Embedding equity

If your work to create a fairer future stops after March 8th, then I’m (not) sorry to say that you’re part of the problem. Put your money (and actions) where your mouth is! As part of the Senior Leadership Team (SLT) at Stand, I understand the impact policies make on the bottom line, but it’s our responsibility to address systemic issues for women and ethnic minority colleagues by embedding equitable practices and policies.

There are many ways we can counter the hard data and societal norms. At Stand, we have equal parental leave, whether you’re the birthing or non-birthing partner, mother, father, or adoptive parent, everyone benefits from the same amount of leave and renumeration. If we can make this industry and societal standard, we can begin to even up the playing field and break that glass ceiling.

Pay band transparency (and sticking to them) is also crucial. You need to be honest about your pay bands so people understand their negotiation parameters, and get paid what they deserve.

Invest in the team so they learn how to embed equity into decision-making as they progress, with ad hoc and unconscious bias trainings creating a space where those skills can be learned.

Taking a flexible approach

While overarching policies are critical, it can’t be one-size-fits-all. Women undertake 60% more unpaid work than men in the UK, including adult and childcare, laundry, and cleaning. This burden differs by individual, so senior leadership needs to create a culture where open conversations and flexibility are the norm. Reasonable adjustments to things such as working location and hours will stop us losing incredible talent from our industry because of external factors.

Bringing the team on the journey with you

Having the SLT onboard is important, but the whole team must be part of the journey too. A strong culture is co-created, and the SLT isn’t part of every conversation. Everyone needs to understand your policies and approach to flexible adjustments. Explain the rationale behind decisions, and be transparent with teams about successes and failures in this endeavour. That way, people can advocate for themselves and direct reports, and if someone has a suggestion for changing practices and policies to support in the goal, they are empowered to do so.

Keeping the team engaged also means helping men to understand their role in closing the gap. Crucially, they need to know this isn’t about discriminating against them but creating an equitable playing field, all while supporting them to achieve their career aspirations. We can only do this if we have our allies fighting by our side.

Uncertain climates mean it’s our responsibility

We are in a volatile cultural and political landscape, and can’t always rely on changes in government policy to close the chasm. It’s our responsibility to advocate for our people, create the change we need to see in our organisations, and push to make them standard across the board.

So, this IWD I will be shouting about all the inspirational women I’m honoured to have in my life, but I’m also making sure Stand continues to co-create a culture built on inclusion, respect, and care; no matter your gender, ethnicity, religion or background, day-in-day-out.