In a world that is becoming increasingly conscious of gender equity, diversity, and inclusion, we have made remarkable progress in empowering women in business. Yet, as a woman leader in the PR and ESG communications space, I am acutely aware that much more needs to be done. Gender equality should not just be a check-box in company policies or an annual theme for Women’s Month; it should be ingrained in the ethos of every business.

The importance of gender empowerment in business cannot be overstated. When women are empowered, businesses are empowered. Research consistently shows that companies with a diverse and inclusive workforce outperform their competitors. Beyond the numbers, diverse teams bring new ideas, fresh perspectives, and innovative solutions to the table. Despite these advantages, women still face barriers to equality in the workplace, including bias, lack of representation, and unequal opportunities for growth.

The Challenges We Face

From glass ceilings to pay gaps, the challenges women face in business are not new. However, addressing them requires a multifaceted approach that goes beyond policy changes. One of the most pressing issues we continue to see is a lack of women in leadership roles. According to a 2022 study by Catalyst, only 26% of executive or senior leadership positions worldwide are held by women. This disparity is even more pronounced for women of colour.

Unconscious bias is another significant challenge. Despite well-meaning intentions, decision-makers often subconsciously favor male candidates for promotions and leadership positions, particularly in male-dominated industries. This bias extends to how women are perceived when they assert themselves—where men are often praised for being assertive, women are labeled as aggressive.

These hurdles create an uneven playing field for women, particularly in industries like PR and communications, where women represent a large portion of the workforce but are underrepresented at senior levels. It is important that we acknowledge these challenges and take deliberate steps to dismantle them.

Building a Truly Inclusive Workplace

For true gender empowerment, diversity and inclusion cannot just be buzzwords. They must be core values embedded in the fabric of an organization’s culture. Here are key strategies that can help create a more equitable and inclusive environment:

1. Intentional Leadership Representation

Diversity starts at the top. Companies need to be intentional about placing more women in leadership roles. This not only benefits the women themselves but also the organization as a whole. Female leaders bring unique perspectives and experiences that can drive innovation and growth. By cultivating a leadership team that reflects a diversity of voices, companies will foster a more inclusive environment where everyone feels empowered to contribute.

2. Equitable Mentorship and Sponsorship

Mentorship is essential, but sponsorship is just as critical. While mentors can offer guidance and advice, sponsors actively advocate for women when it comes to promotions, raises, or new opportunities. Organizations must invest in formal mentorship and sponsorship programs that elevate women and ensure they are being given the same opportunities as their male counterparts.

3. Pay Equity Audits

Conducting regular pay equity audits is a tangible way to measure progress. Women continue to earn less than men for the same work, and pay transparency is key to closing this gap. Businesses must ensure that pay practices are fair and transparent across the board, with clear criteria for raises and promotions.

4. Creating Safe Spaces

Workplaces need to be safe spaces where women feel supported to speak up and express themselves. Open communication channels, training on unconscious bias, and strong policies against harassment are non-negotiable. Leaders should actively listen to women’s experiences and act on their concerns.

5. Work-Life Integration

It’s important to recognize that work-life balance, especially for women, is a nuanced issue. Many women bear a disproportionate amount of caregiving responsibilities outside of work. Forward-thinking companies should offer flexible work arrangements, parental leave, and robust employee support programs to accommodate the diverse needs of their workforce. By prioritizing work-life integration, businesses will not only retain top female talent but also boost employee morale and productivity.