Messages that resonate with gender equality groups

👧 Girls can do maths, and ride bikes, and they deserve better from The Warehouse! UPDATEDED July 2nd - The Warehouse’s incoming chief executive Mark Stirton has just offered an apology and a promise of internal practice change. Thanks Mark! I know this preceded you but it speaks volumes about your future leadership ❤️ https://lnkd.in/gBYqeKhJ This week, the Advertising Standards Authority upheld complaints against a TV ad from The Warehouse that featured a unicorn-covered pink backpack alongside the tagline “Can’t do long division.” The ad included a girl's giggle and was set against a hot-pink background, clearly implying that being a girl means being bad at maths 😡. Sound familiar? Because just a couple of years ago, I was ranting at The Warehouse for advertising a bike described as “so easy even for a girl!” 😲 These aren’t isolated incidents, they are a pattern of gendered assumptions that tell young girls what they can’t do: - Can’t do long division. - Can’t ride a bike without “easy brakes.” - Can’t be expected to keep up. The Warehouse has once again apologised and removed the ad, but this isn’t just about one backpack or one badly written product description, it’s about the accumulation of limiting messages that start early and stay with girls for life. Just so we are clear, the scientific evidence shows that: - Girls are just as capable in STEM as boys. - Girls thrive when they’re encouraged, not stereotyped. - Too many girls opt out of maths and science because they’ve absorbed the message that “it’s not for them.” That message doesn’t just show up in classrooms, it shows up in gendered toy aisles, TV ads and product listings. Come on The Warehouse, you raise over $1 million a year for NZ communities which is incredible. Imagine the impact you could have if your messaging empowered every child instead of reinforcing outdated myths. Because girls CAN do long division. Girls CAN ride fast bikes. Girls CAN and DO change the world, even more so if we stop telling them they can’t. #GenderEquality #STEMforGirls #InclusiveMarketing #BiasInAdvertising #TheWarehouse #STEM #GirlsInMaths #womeninSTEM

Look at him! What a boy boss. 💅 Sounds strange, right? That’s because we never say boy boss. We don’t need to. The default assumption is that a boss is a man. But terms like girl boss, power woman, or She-EO exist because we still feel the need to highlight when a woman holds a leadership position. While often well-intentioned, these labels actually reveal how deeply gendered our language is—and how much work we still have to do. 🙌 Language is a powerful tool. It doesn’t just reflect reality; it shapes it. When we add qualifiers like girl or she to leadership roles, we reinforce the idea that women in these positions are exceptions rather than the norm. These words, instead of empowering, subtly remind us that leadership is still seen as a male default. True empowerment isn’t about adding a gendered prefix—it’s about removing the assumption that leadership has a gender at all. It’s about making sure that when we say boss, CEO, or leader, we automatically picture women just as often as men. ✨ That’s why gender-inclusive language matters, but even more importantly, language as a whole is a tool for change. The way we speak about leadership, ambition, and success influences how the next generation sees their possibilities. If we want a world where women in power are the norm, we have to start by speaking like it. 💥 So let’s move beyond girl boss and just say boss. Let’s recognize women in leadership not as exceptions, but as leaders. Because words don’t just describe the world—they create it. 💫 #LanguageMatters #GenderEquality

Women’s rights are still up for debate in 2025. Let that sink in. 30 years after the Beijing Declaration, women are still fighting for basic rights. The right to equal pay. The right to make decisions about their own bodies. The right to exist in workplaces without harassment. The right to lead without being questioned at every turn. We celebrate progress, but let’s not pretend we’re done. Because ‘empowerment’ without real power, policy, and systemic change is just another corporate buzzword. International Women’s Day isn’t just about celebrating women—it’s about confronting the reality that gender equality is still a fight, not a given. So before the LinkedIn posts roll in tomorrow with generic “We support women” messages—ask yourself: What are you actually doing to drive change? Not in a leadership role? You still have influence. Here’s how: ✅ Call out bias when you see it—whether in meetings, hiring decisions, or daily conversations. ✅ Mentor and uplift women, especially those from marginalized communities. ✅ Challenge outdated policies that don’t support equal pay, parental leave, or workplace safety. ✅ Listen. Learn. Amplify women’s voices instead of speaking over them. True inclusion isn’t just for HR or DEI teams—it’s everyone’s responsibility. Small actions create momentum. #ForAllWomenAndGirls 

Things We Can Do to Actually Make an Impact This IWD (And no, cupcakes aren’t it.) 1. Check Your Bias & Change Your Language Gender bias is real, and the words we use matter. Here are some actual things I’ve heard in conversations or have been said directly to me 🙃: 🚩 “Women don’t want leadership positions; they want to stay home with their kids.” 🚩 “If women wanted leadership positions, they’d be in them.” 🚩 “We can’t give a board seat to a woman right now because there aren’t many left, and we might need to bring our HR person on eventually - so we’ll tick the box then.” 🚩 “Equality is the hot topic with the boys at the moment.” 🚩 “I’m not biased in my hiring process.” (Proceeds to only hire from select private boys' schools.) 🚩 “She only got the role because she’s the token female.” 🚩 “She’s only been successful in business because she shows her body online.” If you’ve ever said or thought anything like this - it’s time to rethink and do better. 2. Acknowledge the State of Inequality Some key stats: 📉 The gender pay gap is 21.8%. (For every $1 a man makes, a woman earns 78c.) ⏳ At this rate, gender equality is still 100 years away. 💰 Women retire with 25% less super than men. 🧹 Women do 8 more hours of unpaid domestic work each week than men. (That’s 416 extra hours per year!) 💸 Only 4% of investor capital goes to all-female founding teams. 🏢 Women make up just 22% of CEOs and 37% of key management roles. (Meaning men still hold 63% of decision-making power.) (Sadly this list is in reality much longer than 6 points) 3. Do Something About It This does not mean making the women in your office order cupcakes, organise a morning tea, and clean up afterward. 🙃 We need to actually TAKE ACTION. And before you say, “I would, but I have a responsibility for my P&L…” - businesses with higher female representation perform better financially. (AKA more $$$ to your bottom line) You can also start making an impact at home. 👉 If you’re in a heterosexual relationship, ask yourself: * Are both of your careers valued equally? * How are you sharing the mental load? * Are responsibilities at home divided fairly? I know - these aren’t always easy conversations. But they matter.

There was a real sense of urgency in the room last week as we welcomed senior leaders to a roundtable on Actionable Solutions for Gender Inclusion around the UN General Assembly, hosted by the Oliver Wyman Forum and the Reykjavík Global Forum Forum.   Gender inclusion drives stronger financial performance, appeals to younger generations, and boosts the global economy. Yet progress has stalled, with waning urgency in the face of political and economic uncertainty.   Here are the key messages I took away about how to provide fresh impetus to the drive for equal opportunity:   1️⃣ Reframe the narrative: Leaders must address eroding support for gender equity by finding new allies and audiences. The Reykjavik Global Index shows attitudes toward women in leadership have stagnated, and worryingly, younger generations, especially younger men, are more biased than their parents.   2️⃣ Underscore the benefits for all: Greater participation of women could lift global GDP by nearly 20%. Gender equity isn’t a zero-sum game — it’s the smart economic choice.   3️⃣ Double down on engaging men and boys: Inclusion efforts must go beyond women and create narratives that resonate with men and boys, particularly young men seeking deeper human connections and greater economic security.   4️⃣ Continue to advance legal rights: Expanding protections and supports — like parental leave and childcare — requires patient, coalition-driven policy work. As @S. Mona Sinha reminded us, “Unequal laws were created by humans, so we can uncreate them.”   5️⃣ Build female leadership pipelines: While diverse teams outperform, only 6.6% of Fortune Global 500 CEOs are women. Businesses must invest in mentorship, sponsorship, and transparent reporting to accelerate change. Thank you to our speakers Jennifer Barker, Michelle Harrison, S. Mona Sinha, Hanna Birna Kristjánsdóttir, JOSE MIGUEL CAMPI-PORTALUPPI (He, Him, Él), Dominik W. and Obiageli “Oby” Ezekwesili for their insights — and to all who contributed to renewing momentum for gender equality. As Dr Oby said: “We really need a big tent.” #UNGA80

Beyond a Single Day: Committing to Real Change for Women. While #InternationalWomensDay provides an opportunity to recognise women around the world, it's important to remember that the pursuit of gender equality requires our attention every day. Tokenism doesn't lead to real change; sustained efforts and concrete actions do. Here's what still needs to be done to support women and push for true equality: ➡ Equal Pay: Women and men should be compensated equally for the same work. The gender wage gap must be closed. ➡ Safety and Violence: Protecting women and girls from violence, harassment, and exploitation is a top priority. ➡ Healthcare Access: Women's well-being depends on access to comprehensive healthcare. ➡ Economic Empowerment: We must remove the barriers that prevent women from achieving leadership positions and economic independence. ➡ Education and skill development: Ensuring that girls and women have equal access to high-quality education and development opportunities is critical to their empowerment. ➡ Workplace Equality: Genuine workplace equality requires supportive work environments that promote women's advancement, balance, and parental responsibilities. ➡ Political Representation: Increasing women's representation in political positions is critical for a fair society. ➡ Social Norms and Stereotypes: Women must challenge societal norms and stereotypes in order to freely define their own identities and potential. While we focus on the changes needed to support women, we must also emphasise the importance of women supporting women and the critical role of male allies who can challenge discriminatory practices and attitudes, encourage women's voices and leadership, and collaborate with women to break down the systemic barriers that perpetuate inequality. This International Women's Day, let us commit to real and sustained action that goes beyond today. #women #leadership #sustainability #esg

Yesterday, I'm sure your LinkedIn feed was flooded with posts for International Women's Day (with the occasional comment asking when International Men's Day is - Tuesday 19th November btw). And while a lot of posts were linked to a theme of #InspireInclusion, I'm looking at the UN Women theme of Invest in Women: Accelerate Progress. So this week, I've been posting on each of the points underneath this, for you to really think about how we can do more than just inspire inclusion to take action to invest in women! Next up is "Supporting Feminist Change-Makers". On my Twitter timeline, I know that Feminist, like many other progressive terms #Woke #DEI, is being used as an insult, but I'm not going to let that deter me from using it in earnest. And this is important because: 📢 Without feminists advocating for gender equality and women's rights, women's voices and perspectives are often overlooked in decision-making processes. 📄 Feminists play a crucial role in advocating for policy and legal reforms that address gender-based discrimination and violence against women. 📈 Feminists challenge harmful social and cultural norms that perpetuate gender stereotypes and help create more inclusive and equitable societies where women can fully participate and thrive. 👩👧 Feminists work at the grassroots level to empower women and girls through education, economic opportunities, and community work. 💢 Feminists recognise the intersectionality of gender with other forms of oppression, including race, class, sexuality, and disability. In the workplace, supporting feminist change-makers means promoting gender diversity in leadership positions and creating inclusive work environments. Set targets to increase female representation in senior management roles. In your daily life, it means standing in solidarity with women activists and supporting organisations that advocate for gender equality. Leaders, your challenge is to actively promote feminist leadership and allocate resources to feminist initiatives. For everyone, it's about amplifying women's voices, challenging sexism and discrimination, and supporting initiatives that dismantle systemic barriers. Together, let's empower women to lead and create a more just and equitable world. #FeministLeadership #EmpowerChange #StandWithWomen #InvestInWomenAccelerateProgress #IWD2024

Today on Human Rights Day, the 16 Days of Activism Against Gender Based Violence campaign concludes for 2023. It calls for collective action to prevent and respond to gender-based violence. What can you do? The World Health Organisation shared these important messages: 1️⃣ Gender-based violence is a global public health, gender equality and human rights priority. It remains a systemic crisis, affecting 1 in 3 women worldwide. Risks increase during humanitarian emergencies or when women face greater curtailments of their essential rights, such as access to education, healthcare or freedom of movement. 2️⃣ While violence affects women everywhere, women and girls in certain groups - such as those living with disability, adolescent girls and older women - often face even greater difficulty to have their voices heard and to access support. 3️⃣ Too often people respond to violence by blaming or shaming the victim – for instance, for what they wore or what they did, or because they belong to a particular group, or people hesitate to offer support because it takes place in ‘private’ or among people we know. 4️⃣ We must change the story, challenge misogyny and violence, and make sure women are heard. Women and girls everywhere should be able to access the help they need, when they need it, so we can end violence once and for all. 5️⃣ Health workers are often the first, sometimes only, point of contact for women experiencing violence. They can provide compassionate care for survivors by offering first-line support, medical examination and treatment, and referrals to other essential services. This requires investing in training and resources to ensure appropriate care. We can all make a difference in our workplaces by creating policies and safe spaces to ensure that the workplace provides adequate support for those suffering. There are a range of charities and organisations set up to support domestic violence. In the UK, support is offered through the National Centre for Domestic Violence or Refuge UK. In Europe, Victim Support Europe offers a comprehensive support service. UN Women UK #16DaysOfActivism #NoExcuse #GenderBasedViolence #WomensRights #ThreeBarriers #PersonalBarriers https://lnkd.in/ehafZjvz

Today, we join hands across the globe to celebrate International Women's Day, a day dedicated to honoring the achievements and resilience of women in every corner of the world. It's a moment to reflect on the strides we've made towards gender equality and to acknowledge the work that still lies ahead. The importance of this day cannot be overstated. It serves as a reminder of the critical role women play in fostering global economies, driving innovation, and shaping societies. Women's contributions, often made in the face of significant obstacles, are integral to the fabric of our communities and vital for the progress of humanity. However, despite the progress, the journey towards gender parity is far from over. Women and girls around the world continue to face unprecedented challenges - from disparities in the workplace to limited access to education and healthcare. The theme for International Women's Day 2024 is "Inspire Inclusion." This theme emphasizes the importance of inspiring others to understand and value women's inclusion, aiming to forge a better world where women feel a sense of belonging, relevance, and empowerment. It's a call to action for everyone to work together towards creating a more inclusive world for women. 📢 Here's my call to action: - Support women-led businesses and initiatives. - Mentor and empower the next generation of female leaders. - Advocate for policies that ensure women's equal participation in all aspects of life. Let's commit to making every day a step towards gender equality. Let us choose to challenge, uplift, and support one another, recognizing that together, we can build a more inclusive and equitable world for all. #InternationalWomensDay #inspireinclusion #GenderEquality #Empowerment

Reflecting on International Women’s Day at the end of last week, I’ve got a simple message for my fellow male leaders: Your business is better for committing itself to gender equality.   Gender equality drives greater creativity, innovation, and effectiveness across the board. It’s that simple.   As leaders, we can’t hide behind occasional shows of gender equality – like posting support on International Women’s Day across social media.   We must ensure the lived experience of our people proves to them that we value it in practice, all year round because that’s the only way we can make things better for today and the future.   I see this playing through in our business right now. While female employees have historically held the majority of front-line positions in our industry, at ResultsCX female representation is filtering through to more senior positions too.   For example, we now have a roughly even split of male and female employees as supervisors, managers, and directors, sending a clear sign that gender is no barrier to developing your career in our company.   But I don’t want us to be amongst the few companies in our market that can point to this level of progress - I want this issue to be table stakes for the industry.   Gender equality is a continuum, not an end destination. No organization has completed it, and neither will they.   At every level of our organization, we must always challenge ourselves to do better at addressing bias, tackling stereotypes and discrimination, and creating a more inclusive environment for all.   If our people can see us pressing this into action, and sense the momentum we’re building together, then we can make a real difference.   #InternationalWomensDay #IWD #IWD24 #PeopleMatter