March 8th marks International Women’s Day. But more than just a performative marker in the calendar, it’s a critical reminder that women should be, and aren’t, supported on an ongoing basis through everyday actions and equitable policies. Sadly, DEI initiatives are actively being deprioritised. But equality at work isn’t a nice-to-have, it’s essential if you want to be one of the companies that survives the times and comes out on top. So, if we’re serious about gender equality and not socially regressing to a pre-2020 world, it’s more important than ever that equity is built into workplace practices and culture.
At NKD, we believe culture transformation comes from listening, learning and designing workplaces that work for real people. Here are 5 practical ways to support women at work this International Women’s Day, and beyond.
1. Inclusivity isn’t inclusive if it isn’t intersectional
Women aren’t homogenous. When gender intersects with race, disability, sexuality, class, age and neurodiversity, you get a mix of lived experiences. So, when inclusion efforts only centre one experience, they exclude many others. Ask yourself who’s missing from the conversation, whose voices are being centred, and who benefits from the policies and initiatives that are already at play. Fighting for equality will be endless if intersectionality gets left out of the equation.
Last International Women’s Day, we asked Ria Kalsi, CEO, Matriarch for her perspective. Our biggest takeaway was – put your money where your mouth is. Invest your money and time into equality-promoting initiatives, whether that be mentorship, pushing equal pay, or putting more women in positions of power and influence. It’s far more valuable to learn about any form of discrimination from the person that experiences it – real lived experience outweighs mere observation. So, give those people a platform, bring in speakers, hold workshops, or whatever else that might look like.
2. Improve working conditions for people who bleed
One in four women report feeling like their career progression has been stunted because of a lack of support for women’s health in the workplace. In fact, periods are still treated as taboo in many organisations, yet they’re a normal part of life for many women and people who menstruate. To shift the focus of discomfort from the conversation around periods, to the struggles of those who bleed, it means acknowledging real bodies and real experiences.
On our journey to achieving workplace equity, we found the following really helpful: normalising conversations about menstruation, providing free period products in the workplace, and introducing menstrual related health issues as a sick-leave drop down option to our HR system. With eight out of 10 women coming to work even when unwell and experiencing menstrual pain, there was a clear need for this drop-down option. Equity isn’t about treating everyone the same, it’s about recognising the different needs that each person brings to the table, that’s how you achieve true organisational culture change.
To find out more about our journey to becoming ‘Bloody Good Employers’, head here. Or get in touch, we’d be happy to chat about our journey. Unfortunately the charity Bloody Good Period no longer exists. But if you’re on the lookout for more charities doing the work check out hey girls, whose mission it is to eradicate period poverty in the UK, and Wellbeing of Women, the only UK charity funding all of women’s reproductive and gynaecological health.
3. Stop making assumptions and start listening
Assumptions delay progress. Assuming what women want, need or can manage actually silences important perspectives.
Supporting women starts with curiosity. In practice this looks like asking questions, creating psychologically safe spaces for honest conversations, and being open to feedback, even when it’s uncomfortable. If you need help building a psychologically safe workplace for your people, get in touch.
4. Embrace flexible working and recognise how women benefit
On average, women are still more likely to shoulder unpaid care. Rigid working models disproportionately limit their career progression and wellbeing because of the negative mental health impact that comes with shouldering more unpaid work. Stress, anxiety and burnout don’t create optimal conditions for productivity and success.
When flexibility is normalised and encouraged, women are more likely to sustain their careers, maintain a healthy work-life balance, and access leadership opportunities.
5. Give kudos to the amazing women in your life
Finally, making a difference begins where you are now, and within the communities you’re part of. Recognition, visibility and advocacy go a long way in building a culture of support. Whether it’s a colleague, mentor, leader or loved one, carving time out to acknowledge women’s contributions reinforces what and who’s valued. Take a look at our 2025 campaign here for International Women’s Day, we marked the occasion by amplifying the voices of some amazing women, and giving them kudos.
Everyday decisions, equitable policies and a commitment to inclusion constitute real change, ensuring that you build a more equal workplace every day of the year.
Explore more of our thinking on gender equality, DEI and inclusive workplace culture here.
