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Author: Admin
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Women’s Day is not just an occasion to celebrate; it’s an opportunity to reflect, learn, and act. While the first Women’s Day was observed in 1909 in New York, the United Nations formally recognized March 8 as International Women’s Day in 1975. Despite the strides made toward gender equality since then, the journey is far from over.
The Reality of Gender Equality in India
Updated statistics and insights reveal the pressing need for continued efforts:
- Workforce Participation: Women make up only 22% of India’s labor force in 2024, a significant drop from 36.7% in 2008.
- Unpaid Labor: A staggering 66% of women’s work in India remains unpaid, with most of it being informal and unprotected.
- Leadership Representation: Women hold just 5% of senior leadership roles in Indian companies.
- Gender Pay Gap: Women in India earn only 39.8% of what men earn, according to the World Economic Forum’s Global Gender Gap Report 2024.
- Safety Concerns: Crimes against women have increased over the years, with 90% of women in urban areas reporting harassment or violence in public spaces.
These numbers are not just statistics; they’re a call to action for organizations, leaders, and individuals to foster meaningful change.
Rethinking Women’s Day Celebrations
Far too often, Women’s Day celebrations fall into the trap of superficial gestures. Here’s what to avoid:
- The Usual Clichés: Overuse of pink themes, embroidery workshops, and cooking contests reinforce stereotypes rather than challenge them.
- Empty Gestures: Roses on desks, group selfies, and token acknowledgments on social media don’t create lasting impact.
- Patronizing Behavior: Offering excessive help, unsolicited advice, or being overly sweet can come across as insincere or intrusive.
Making Women’s Day Meaningful
If you want to create real impact, here are actionable ideas:
1. Measure the Impact of Your Women’s Day Celebrations
Use surveys to gather feedback from employees on how the event made them feel and whether it inspired change.
Track key metrics such as engagement levels, participation rates, and post-event initiatives sparked by the celebrations.
Evaluate whether the discussions led to actionable outcomes, such as policy changes or new programs.
2. Reflect on the True Difference a Day Can Make
A one-day event might seem insignificant, but it can serve as a powerful catalyst for change if done thoughtfully:
Start conversations about gender equity that continue throughout the year.
Use the day to launch long-term initiatives like mentorship programs, diversity audits, or leadership development for women.
Recognize and celebrate women’s contributions in a way that inspires action rather than just appreciation.
3. Ensure a Year-Long Impact
To ensure that Women’s Day is not just a one-off event:
- Integrate Learning and Development: Offer training sessions on unconscious bias, inclusive leadership, and gender equity for all employees.
- Create Safe Spaces: Establish forums where women can voice their concerns and collaborate on solutions.
- Set Clear Goals: Commit to tangible changes, such as increasing the percentage of women in leadership roles or closing the gender pay gap.
- Foster Allyship: Engage men in discussions about gender equality and involve them in actionable steps to create a balanced workplace.
Daily Behaviors That Drive Change
- Treat Women Equally, Respectfully: The best way to honor Women’s Day is to treat female colleagues with the same respect and professionalism as male colleagues. This doesn’t mean ignoring unique challenges but addressing them with empathy and fairness.
- Mind Your Language: Avoid sexist remarks and challenge others who perpetuate them. A workplace free of stereotypes and microaggressions fosters better collaboration and morale.
- Involve Men in the Dialogue: Gender equality is not a women’s issue; it’s a collective goal. Host workshops that include men and facilitate discussions about building a gender-neutral workplace.
- Commit to Gender Diversity in Leadership: Representation matters. If your organization truly values Women’s Day, make it a priority to increase the percentage of women in senior roles. Align your actions with your statements to avoid being perceived as performative.
Observe, Don’t Just Celebrate
Women’s Day is an opportunity to reflect on how far we’ve come and how far we still have to go. It’s not about pink balloons or pretty pictures; it’s about fostering real, lasting change. By observing the day thoughtfully and with purpose, we can create a workplace and a world where equality isn’t just a goal but a reality.
So, how will you observe Women’s Day this year? Share your thoughts or reach out to us at hello@focusu.com to discuss how we can help you make a difference. Together, let’s ensure that Women’s Day is not just celebrated but truly observed.
#MorePowerToYou
“When we plant a rose seed in the earth, we notice that it is small, but we do not criticize it as “rootless and stemless.” – Tim Gallwey
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Think of a great Indian leader. Does the name Mahatma Gandhi come to mind? It’s true that one of the most eminent leaders the country has ever seen is our beloved ‘Bapu’ – The Father of the Nation!
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I always had a dream of becoming an author and touching the lives of people through my writing. But I never gathered the courage to write because of the massive effort I had to put in. It was like taking a major chunk of my time and keeping it aside for this purpose. I procrastinated for so long, but during my post grad, I learned that “If you have a story it has to come out,” so I began thinking seriously about the idea of writing.
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Why Women in Leadership Matter
As a working woman, the position of women in leadership roles is a topic close to my heart. It’s one that sparks a variety of opinions, even today. While Corporate India has made significant strides, with more women taking on leadership positions — especially in metro cities — there’s still much ground to cover.
Some of the privileges we enjoy today would have been unimaginable for our mothers or grandmothers. Yet, full inclusion and equal representation remain goals on the distant horizon, particularly in leadership roles. Let’s take a closer look at the current landscape.
The State of Women in Leadership
The statistics paint a stark picture:
- Representation of Women CEOs in the Fortune 500: As of 2024, women held 10.4% of CEO positions in Fortune 500 companies, totaling 52 female CEOs. This number has remained unchanged from 2023, indicating a pause in the upward trend observed in previous years.
- Gender Pay Gap in India: According to the World Economic Forum’s Global Gender Gap Report 2024, women in India earn approximately 39.8% of what men earn, highlighting a significant gender pay disparity.
These figures are sobering. They remind us of the systemic challenges that continue to hinder women’s progress in leadership roles. But these challenges are not insurmountable.
Breaking Barriers: Insights from ‘How Women Rise’
I recently had the chance to attend a session in Bangalore based on the book How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion, or Job by Sally Helgesen and Marshall Goldsmith. It was an eye-opener! The book identifies 12 behaviors that often hinder women from advancing in their careers. These are:
- Reluctance to claim achievements
- Expecting others to notice and reward contributions (what Sheryl Sandberg refers to as the ‘Tiara Syndrome’)
- Overvaluing expertise
- Just building rather than leveraging relationships
- Failing to enlist allies from day one
- Putting the job before the career
- The perfection trap
- The disease to please
- Minimizing
- Being too much
- Ruminating
- Letting your radar distract you
During the session, I saw many women recognizing these habits in themselves. Sometimes we’re so unaware of our unconscious behaviors that they hold us back without us even realizing it. The key takeaway? It’s not about adding more to our plates — we’re juggling plenty already. It’s about stopping the habits that don’t serve us.
What Can Organizations Do?
Organizations play a critical role in advancing women’s leadership. Here are a few ways HR and L&D leaders can drive change:
- Mentorship and Sponsorship Programs: Ensure that women have access to mentors who can guide their careers and sponsors who advocate for their advancement.
- Leadership Development Initiatives: Create programs tailored to address the unique challenges women face in leadership roles.
- Equal Pay Audits: Regularly evaluate and address pay disparities.
- Inclusive Work Cultures: Foster an environment where women feel valued, included, and empowered to thrive.
- Work-Life Balance Support: Provide flexibility and resources that help women balance personal and professional responsibilities without sacrificing growth opportunities.
Why Women Leaders Are Essential
Women bring diverse perspectives and unique strengths to the table. Research consistently shows that organizations with women in leadership perform better financially and have stronger cultures of innovation and collaboration. In short, empowering women isn’t just the right thing to do—it’s smart business.
Join the Conversation
At FocusU, we believe in creating a world where women can rise to their full potential. Our Women’s Day workshops are designed to celebrate achievements, address challenges, and equip women with the tools they need to lead confidently. Together, let’s build a future where women and men collaborate as equals to drive progress.
The world is undoubtedly better with more women leaders. What are your thoughts?