We’re all talking about IWD, but how many of you actually do these things? 👇🏽
🔹 Stop the ‘Meeting Hijack’—Call It Out in Real-Time
Watch how often women get interrupted or have their ideas taken in meetings. Instead of nodding along, interject immediately:
“Hold on, I want to hear her finish.”
“Actually, that was Fatima’s idea. Let’s give her the floor.”
🔹 Don’t Just Offer Opportunities—Tie Their Names to Them
Saying “Let me know if you’re interested” isn’t enough. When a leadership role, promotion, or speaking slot comes up, say:
“I think Priya would be great for this. What do you think?”
A direct nomination beats a passive invitation every time.
🔹 Audit Your ‘Go-To’ List—Who’s Missing?
Who do you ask for advice, referrals, or high-stakes projects? If it’s mostly men, fix it. Women don’t need more mentorship. They need sponsorship. That means bringing them into decision-making spaces, not just giving them pep talks.
🔹 Flip the ‘Office Housework’ Script
Women get stuck planning events, taking notes, and doing emotional labour. If you see it happening, take it off their plate.
“I’ll handle the meeting notes this time.”
“Let’s rotate who organises these events.”
🔹 Make Salary Transparency the Norm
Want to close the pay gap? Talk numbers. If you’re in a position to share salary ranges or advocate for better pay, do it.
Even better? Normalise talking about money with colleagues—because pay secrecy benefits no one except companies that underpay.
🔹 Challenge the ‘Cultural Fit’ Excuse
Women (especially women of colour) get dismissed for not fitting in with company culture. Ask:
“Are we hiring for skills and leadership—or just people who look and act like us?”
If “culture fit” sounds like a euphemism for bias, challenge it.
🔹 Don’t Be the Person Who Talks About ‘Female Leadership’ Like It’s a Separate Skill
No one says “male leadership.” So why “female leadership”? Leadership is leadership. Call out the double standard when you hear it. (Unless you’re discussing biological gender matters- which you’re probably not).
🔹 Create No-Explain Boundaries for Parental Leave
If a male leader takes parental leave or blocks off time for family, he’s progressive. If a woman does it, she’s less committed.
Help change that. Support policies where people—regardless of gender—don’t have to justify stepping away for caregiving.
🔹 Be the One Who Ends the ‘Boys’ Club’ Side Meetings
The real decisions often happen at informal meetups—golf, drinks, WhatsApp groups. If you’re part of one, expand the invite list or question why decisions are made there at all.
🔹 Pass the Mic, and Then Step Back
If you’re a leader, don’t just “support” women—make space for them. That means giving them the floor, the stage, and the spotlight. And when they take it? Don’t take credit later.
‼️IT IS NOT ENOUGH TO BE INCLUSIVE, YOU MUST ALSO BE AN ALLY‼️
♻️REPOST to provide value to your network
Founder of HR Habitat, award winner of "Best HR & Employment Law Consultancy, 2024" title. As featured in BBC Oline, BBC Asian Network Radio, Telegraph & more.
