Women’s History Month: How To Celebrate and Champion Women in the Workplace All Year
With Women’s History Month this March, companies have a prime opportunity to not only commemorate the vital contributions of women but also to thoughtfully evaluate current diversity and inclusion efforts. While panels, leadership talks and cultural events make important progress in recognizing exceptional women, businesses serious about equity must back discourse with lasting action initiatives. Here’s how to champion workplace inclusivity during Women’s History Month and all year long:
Intentional Activities That Champion Women
The most effective workplace celebrations aim to foster belonging, unity and empowerment for all employees. Consider these activity ideas during Women’s History Month:
- Partner with women-owned businesses for company needs and spotlights. Repurposing even 15% of procurement budgets toward diverse companies makes powerful change.
- Coordinate creative workshops on negotiation skills, career advancement tactics and topics like imposter syndrome which disproportionately affect women.
- Establish an internal mentorship program pairing five up-and-coming women with senior executive mentors. Meeting monthly to set aspirational goals and address challenges can profoundly shape leadership potential.
- Organize a book club discussion around an intersectional feminist piece like Hood Feminism or Invisible Women. Explore sticking points and action plans.
- Host an event focused on modern trailblazers across industries. Allow for open idea exchange on tangible steps attendees commit to post-discussion to carry progress forward.
Long-Term Initiatives: The Blueprint for Equity
While panels, talks and socials undoubtedly have a place in promoting solidarity and sparking meaningful discourse during Women’s History Month, companies invested in creating equitable, inclusive environments know discourse alone fails to cement cultural change. Establishing ongoing initiatives to continually support women lays the blueprint for sustainable progress by:
Implementing Business Resource Groups
Devoting company budget, space and employee hours toward establishing business resource groups centered on women allows marginalized groups and allies to lead change. These groups prove especially vital for intersectional concerns like advocating for working mothers, enabling private lactation spaces, securing equal family leave policies and bringing voice to minority women facing compounded roadblocks. Leaders uplifting collective ideas for training, workshops, hiring practices and work culture improvements promotes lasting positive impact.
Collecting Anonymous Survey Data
Annual engagement surveys should dedicate intentional focus to diversity and inclusion feedback – particularly experiences and suggested improvements from marginalized group employees. The most forward-thinking companies also conduct anonymous gender pay gap analyses to correct discrepancies, as well as routine promotion data reviews to ensure equitable upward mobility opportunities across employee groups.
Enacting Updated Policies
Outdated policies around family leave, dress codes, remote work flexibility and healthcare disproportionately negatively impact women employees. Companies dedicated to inclusivity revisit policies with a diversity lens, working with groups like working parents to revamp guidelines to better support women.
Progress Over Perfection
Fostering equitable advancement, security and empowerment across genders remains a marathon, not a sprint. When businesses stand united in that mentality, they can make tremendous headway. Rather than striving for perfection, companies invested in lasting cultural change commit to year-round action initiatives stemming from March’s Women’s History Month momentum. The collective efforts promise a more inclusive workplace and industry landscape that lives up to pioneering women’s aspirations.
By Maria Hester