Let’s Make 2024 a Landmark Year for #InspireInclusion and #InvestInWomen
By Michelle Bailey
Since its inception, International Women’s Day (IWD) has not only celebrated the monumental strides women have made but also highlighted the persistent challenges and inequalities they face. This year, we embrace two compelling themes: Inspiring Inclusion and Investing in Women. I truly believe these two themes go hand in hand. These themes transcend the mere acknowledgment of diversity, championing a holistic embrace of every woman's identity, race, faith, and body image. It’s a call to action for everyone, irrespective of gender, to play a role in fostering a truly inclusive society and one where we invest in women.
The Path to Inclusion
The journey towards genuine inclusion is intricate and multifaceted. The IWD.com theme for 2024 #InspireInclusion serves as a beacon, guiding us towards a deeper understanding of inclusion’s essence. Alongside the United Nation's theme #InvestInWomen, it implores us to recognise and value the inclusion of women in every sphere of life, ensuring they feel a profound sense of belonging, relevance, and empowerment. Reflecting on my personal journey, I’ve encountered moments of exclusion that have not only shaped my perspective but also ignited my passion for championing inclusion. One particularly stark incident was being told that my gender would limit my advancement to a leadership role. This experience was a painful reminder of the systemic barriers that women face, fuelled by outdated stereotypes and biases. Within the next two months I had resigned from my position. Being told that my gender prevented my career progression stopped me in my tracks and made me look for an organisation who were inclusive. I was never given any direct information as to why being a woman prevented me becoming a manager; despite me asking for such information, but the internet has some interesting general answers which I will summarise below!
Confronting Stereotypes and Biases
The stereotypes and biases that underpin gender inequality are both deeply ingrained and widely perpetuated:
Women Lack Self-Belief and Confidence: This damaging myth suggests that women are inherently less confident, which hinders their pursuit of leadership roles.
Perceived Lower Ambitions and Expectations: An unfounded belief that women are less career-oriented or ambitious than their male counterparts.
Time Off for Maternity: The biased perspective that views maternity leave as a detriment to career progression, rather than a basic right.
Emotional Perception: The stereotype that labels women as overly emotional, implying that emotion is a weakness, especially in leadership.
Limited Opportunities: The false narrative that opportunities for women are scarce, reinforcing the glass ceiling.
Response to Criticism: The idea that criticism from women is taken less seriously or viewed more negatively.
Challenging and dismantling these myths is crucial to advancing gender equity and fostering an inclusive environment where women are empowered to reach their full potential and why it is so important that we invest in women.
Now rephrase these stereotypes and biases as questions and put them into Google (other search engines are available). You may be surprised at what comes back.
Do women lack self-belief and confidence?
Are women perceived to have lower ambitions and expectations?
Do women require time off to have babies?
Are women too emotional?
Is the lack of opportunity simply not available?
Do people respond to criticism more negatively if the criticism comes from a woman?
Strategies for Fostering Inclusion and Investing in Women
For Organisations:
Leadership and Development Programs: Establishing and supporting initiatives that empower women to ascend to leadership positions is crucial. These programs should not only focus on skill development but also on building confidence and dismantling internalised stereotypes.
Retention and Development: Organisations must prioritise the retention and development of female talent. This involves critically examining and modifying workplace policies to support women’s career progression, including flexible working arrangements, maternity/ paternity and adoption leave policies, and mentorship programs.
Collaborative Efforts for Change: Encouraging a culture of collaboration among businesses can amplify the impact of inclusion initiatives. Sharing success stories, strategies, and lessons learned can inspire other organisations to adopt similar practices.
For Individuals:
Voice and Advocacy: It is imperative for individuals to speak up against gender disparities and advocate for equitable treatment and opportunities. This involves challenging the status quo and holding both organisations and society accountable for fostering an inclusive environment.
Challenging Biases and Stereotypes: Individuals should actively work to recognise and challenge their own biases and the stereotypes they encounter in their daily lives. This includes questioning and addressing microaggressions, advocating for diversity in leadership, and supporting policies and practices that promote gender equity.
Inclusion as a Way of Life
True inclusion extends far beyond the workplace. It encompasses how we engage with our communities, the media we consume, the education we provide, and the values we instil in the next generation. Investing in women, celebrating women’s achievements, addressing healthcare biases, and advocating for equitable opportunities in all areas of life are pivotal steps towards building a more inclusive world.
Celebrating Achievements: Recognising and celebrating women’s achievements in various fields, including science, arts, sports, and leadership, challenges the stereotypes that limit women's visibility and success.
Addressing Healthcare Biases: Advocating for gender-sensitive healthcare policies and practices ensures that women receive appropriate, respectful, and effective care.
Equitable Opportunities in Sports and Education: Promoting equitable opportunities for women in sports and education not only challenges gender stereotypes but also empowers women and girls to pursue their passions and ambitions without limitation.
A Reflective Call to Action
This International Women’s Day, let us reflect deeply on our roles and responsibilities in promoting inclusion and investing in women. The questions we face are significant, not just for self-reflection but as a call to collective action:e significant, not just for self-reflection but as a call to collective action:
Are we doing enough to inspire inclusion?
Is your organisation actively investing in supporting and promoting women?
What steps can you personally take to encourage a more inclusive environment today?
These questions should serve as a catalyst for change, prompting us to evaluate our actions and commit to making a tangible impact.
Committing to Change
Inclusion is an active choice- a commitment to understanding, respecting, and valuing the diversity that each individual brings. Let’s pledge to make this year a turning point in our pursuit of inclusion and accelerating progress to invest in women. Let’s inspire others through our actions, advocate for change, and contribute to a society where every individual, regardless of their gender, can thrive.
Towards a More Inclusive Future
The path to inclusion and investing in women is paved with challenges, but it is also filled with opportunities for growth, learning, and transformation. By committing to educate ourselves, challenge ingrained biases, and advocate for policies that promote gender equity, we can contribute to a more inclusive world and one where we can accelerate change.
A Unified Vision for Inclusion
As we move forward, let’s embrace the vision of International Women’s Day not just as a day of celebration but as a day of reflection, action, and commitment to building a more inclusive society. Let’s engage with and support the movements that strive for gender equity, recognising that our collective efforts can forge a better future for all.
Let’s not only ask ourselves if we are doing enough but also take concrete steps to ensure that we are part of the solution. Whether through supporting organisations that champion women’s rights, advocating for inclusive policies in our workplaces, or simply educating ourselves and others on the importance of inclusion, every action counts.
In 2024, let’s be the champions of change, the voices for the voiceless, and the advocates for transforming challenges into opportunities. Together, we can inspire a global movement that transcends boundaries, challenges stereotypes, and celebrates diversity in all its forms.
For further insights and resources, continue exploring at International Women's Day and United Nations International Women's Day