International Women’s Day 2025: 3 Best Practices to Increase Representation Among Women in the Workplace

 
 
 

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to… well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube

 
 

A woman in 1910 walks into a bank to open an account. The banker laughs and tells her to come back with her husband. She can’t serve on a jury, attend most Ivy League schools, or keep her job if she’s pregnant. While some universities admitted women, elite institutions largely shut them out or funneled them into less-resourced “sister schools.” Welcome to the not-so-distant past.

But change didn’t wait for permission. In the early 1900s, a wave of courageous women—teachers, textile workers, suffragists—started fighting back. They marched and protested, and endured arrests, ridicule, and even death. Clara Zetkin proposed the first International Women’s Day in 1910, and by 1911, it was officially celebrated, with over a million people rallying for women’s rights. Suffragettes marched and fought, and some—like Emily Davison—gave their lives for the cause. We commemorate International Women’s Day every March 8th to celebrate progress and spotlight ongoing challenges.

Fast forward to today. Did we witness any progress? Absolutely. Is that enough? Not quite. Women in the U.S. still earn 78 cents for every dollar men make. Only 10.4% of Fortune 500 CEOs are women. In tech, women hold a mere 35% of technology jobs. The pandemic pushed 2 million women out of the workforce, and many haven’t returned. 

On the bright side, organizations are beginning to see the immense value of women’s leadership. Research shows that companies with gender-diverse executive teams are 25% more likely to outperform their competitors. The potential is undeniable, but what’s missing is consistent, deliberate action. 

It’s time to move beyond conversations about increasing diversity and retention and commit to strategies that make tangible difference. Here are 3 best practices to help increase representation among women in the workplace.

Best Practice #1: Rethink Recruitment Strategies

A report revealed that women are 16% less likely than men to apply for jobs they’re perfectly qualified for, and they’re 16% less likely to list their leadership skills. Conventional recruitment methods should actively work to close this confidence gap.

Forward-thinking companies are rewriting the playbook. Mastercard’s “Girls4Tech” program has reached over 7 million girls globally, building their future pipeline by inspiring young girls to build STEM skills early on. 

Here’s some more we could do:

  • Partner with similar organizations like Black Girls Code and Girl Develop It

  • Create returnship programs for career returners

  • Implement blind resume screening

  • Track not just hiring numbers but progression and retention rates

Best Practice #2: Get Serious About Pay Transparency

It’s 2025. Secrets about salaries shouldn’t be a thing. Yet, pay gaps persist because companies often shroud compensation in secrecy. Pay transparency forces organizations to address inequities head-on.

So, who’s doing it right? Companies like Salesforce have committed to auditing and correcting pay gaps annually. Instead of waiting for employees to discover disparities, they’re fixing them proactively.

How can you implement this? 

  • Start with regular pay audits to identify gaps across gender, race, and roles.

  • Communicate openly with employees about how salaries are determined and ensure there’s a clear path for advancement. Transparency builds trust and accountability.

  • Document specific skills and achievements needed for each career level. 

  • Review promotion criteria for unconscious bias. 

Best Practice #3: Create a Culture That Actually Supports Women

Bringing more women onboard is just the first half of the plan. The second half is ensuring they stay. Many workplaces still fail to accommodate the realities of women’s lives, from caregiving responsibilities to the microaggressions they face daily.

Patagonia, however, tells a different story. They offer on-site childcare, generous parental leave, and flexible work options. Their retention rates are proof that investing in women pays off—literally.

For your organization—

  • Start by listening to what problems women are facing and how you can solve them. 

  • Conduct surveys or focus groups to understand what women need to thrive. Then, act. 

  • Offer mentorship programs, flexible schedules, and enforce zero-tolerance policies for discrimination.

Despite the seemingly lack of progress, there’s been meaningful, though modest, progress from 2015 to 2024. A 2024 McKinsey & Company report concluded that women remained underrepresented at every stage of the corporate pipeline, regardless of race and ethnicity. Entry-level roles now show near parity, with women comprising over 40% of employees. 

However, the climb up the corporate ladder reveals a steady decline in representation, with women making up smaller percentages in senior management, vice president, and especially C-suite roles. There are gains, sure, but achieving equitable representation in leadership remains an ongoing challenge.

The path to workplace equality is a movement that needs each one of us. But how do I contribute on an individual level?

Start conversations about gender equity in your team meetings. Amplify women’s voices in discussions. Volunteer to mentor. Share your salary data to promote pay transparency. Remember: Every time a woman succeeds in the workplace, she creates a slipstream for others to follow. 

JOIN US IN THE COMMENTS: What will you do today to make the above happen? Share with us.


 
GJennifer Tardy