International Women’s Day 2025 – Accelerate Action for inclusive workplaces

This International Women’s Day (IWD), the theme ‘Accelerate Action’ challenges us to take swift, meaningful steps to create inclusive workplaces. While progressive strides have been made, the insights from the HLB Women Advancement Report 2024 remind us that the future of gender parity is still far from reach.  

Embedded in our network strategy, Innovative People, Brighter Futures, inclusion remains a driving force in achieving sustainable change. Whether it's investing in equitable workplace initiatives, championing diversity, or redesigning leadership opportunities to ensure representation, we are not just imagining a fairer future—we are building one. 

Our efforts go beyond meeting challenges. Below we have asked some of our HLB community how we can keep the conversation alive and set standards for how businesses can positively impact clients, employees, and communities. The outcome is clear, when driven by a common purpose, together, we accelerate action, transforming aspirations into realities and shaping a brighter, more equitable futures for everyone. 

“At HLB, we believe that inclusivity is the foundation for innovation and sustainable success. The theme of International Women’s Day 2025—Accelerate Action—reminds us that diversity and creating equitable opportunities is not just a goal but a responsibility for us all. By championing inclusive policies, empowering leadership, and breaking down systemic barriers, we can transform workplaces into environments where everyone, regardless of gender, can be engaged in our businesses and thrive. Together, we have the power to drive meaningful change and shape a more equitable future.” – Bill Hagaman, Global Chairman of HLB 

The realities of workplace challenges  

According to the HLB Women Advancement Report 2024, systemic challenges continue to hinder progress for women. These include the underrepresentation of women in leadership roles, gender biases, and work-life balance barriers. Globally, women make up 42% of the workforce yet hold only 32% of leadership positions. This underrepresentation isn't just a societal concern, it’s a business imperative. Companies that prioritise diversity see measurable gains in financial performance, innovation, and talent retention.  

“We have made great strides, but our work is not done. We must continue pushing forward to ensure that future generations inherit a workplace that is truly equitable and inclusive,” says Ana Santiago, Director of Transfer Pricing at Bove Montero (HLB Spain).  

Wendy Ler, Director, International & Legal Affairs, HLB Ler Lum (HLB Malaysia) agrees, “Through empowerment and mentorship for women and youth as part of DEI, we create a more sustainable path for women leadership opportunities and allow it to achieve its full potential as catalysts of change. Team diversity has proved itself to bring greater dynamics and wider outreach for organisations, we should leave no one behind.” 

Human centric leadership as a business imperative 

Human centric leadership is critical for driving meaningful change. Leaders who prioritise inclusivity and diversity promote environments where everyone feels valued, respected, and empowered to thrive. “When women are given equitable opportunities to lead, businesses thrive,” says Alyssa Sampson, HLB’s North America Communities Project Manager. This mindset not only creates stronger businesses but also builds a more inclusive society at large.  

The current pace of progress demands action from leaders across all levels of business. It requires active allyship from those in positions of power to challenge biases and create equal opportunities for all. 

Building an inclusive corporate culture 

Sustainable growth requires more than just economic success; it demands a commitment to environmental responsibility, social equity, and long-term profitability. To achieve this, inclusive policies must be deeply embedded into the culture of an organisation, driven by a purpose to do the right thing for your people and society in general. When these values are not just surface-level initiatives but woven into the fabric of how a business operates, they drive real, lasting impact. 

A culture of inclusivity will guide better decision-making and inclusive policies—such as prioritising diversity in success planning—are essential to achieving better business. Patrick Van Impe, Managing Partner at HLB Dodémont-Van Impe (HLB Belgium), emphasises the value of this approach, stating, “Including women in decision-making at all levels of an organisation enables diverse perspectives, enhances innovation, and leads to more balanced and effective leadership.” 

Building a truly inclusive culture is not a one-off effort; it is a mindset that ensures every policy and action reflects the organisation's values. This integration strengthens the foundation for sustainable growth, ensuring the needs of today are met without compromising the resources and opportunities of tomorrow. 

Breaking down barriers  

A lack of empathy or consideration can reinforce barriers such as gender biases and outdated organisational norms, further fuelling inequality. When people haven’t experienced a certain situation firsthand, they may be unaware of its realities. This unawareness can result in unconscious indifference, which often manifests as dismissive comments or a lack of understanding. It is essential to educate through awareness and meaningful conversations. For example, women returning from maternity leave often battle outdated stereotypes, from dismissive comparisons of leave to sabbaticals to logistical struggles like accommodating a feeding schedule amidst non-stop meetings.  

“Too many working mothers face outdated taboos when they return to work,’’ says Lesley Hornung, HLB Chief People Officer. ‘’They shouldn’t have to prove their dedication at the expense of their well-being. By normalising conversations about women juggling family and work responsibilities, and fostering real support systems, we retain incredible talent and create stronger businesses.”  

Work-life balance challenges disproportionately affect women, who often juggle caregiving responsibilities alongside their careers. The HLB report found that 51% of respondents viewed work-life balance as a critical obstacle to advancement.  

“We all share responsibility to notice these daily burdens and help create a world that works for everyone,” shares Stephanie Rix, Chief People Officer at HLB.

Moving from conversation to action  

To catalyse change, businesses must move beyond rhetoric and take actionable steps. The HLB Women Advancement Report highlights the following strategies for improvement: 

1. DEIB Audits 

Conducting Diversity, Equity, Inclusion, and Belonging (DEIB) audits is essential. Companies must go beyond compliance and adopt outcome-driven DEIB initiatives.  

2. Inclusive policies 

Inclusive workplace policies such as flexible working arrangements, comprehensive parental support, and transparent recruitment and promotion frameworks help break systemic barriers.  

“Our executive team is entirely composed of women, and more than 50% of our staff are women driving the firm’s growth,” highlights Lucrecia Sosa, Head of Administration at HLB PMA Argentina. “At HLB PMA, talent is valued irrespective of location, and flexible work models ensure professional development aligns with personal well-being.”  

3. Human-centred leadership 

As mentioned already, leadership styles that encourage empathy, collaboration, and inclusivity empower all employees. Leaders have the responsibility to lead by example, creating that change that is needed for a better future.  

“Intentionally acting to amplify and advocate for women in the workplace is allyship in its truest form,” says Bill Bradshaw, Global Diversity and Inclusion Leader of HLB. “Using our collective voice provides validation for women, reinforcing their confidence and ability to lead, learn, and advance.”  

The business case for diversity  

True inclusivity is not only the right thing to do—it makes business sense. Companies that embed diversity in their culture achieve better financial outcomes, stronger brand loyalty, and higher employee retention.  

"True progress happens when inclusivity is ingrained in our culture. Recognition alone isn’t enough leaders must implement policies, challenge biases, and create meaningful opportunities," says Polyvios Polyviou, Joint CEO of HLB Cyprus. "The real test will come when mechanisms to ensure advancement are no longer needed."  

Paul Ashburn, HLB Thailand’s Co-Managing Partner, adds, "Diversity drives innovation. When people from different backgrounds come together, they offer unique perspectives that lead to better decision-making and creative solutions." 

Accelerate action for the future  

International Women’s Day is an opportunity to reflect on progress and commit to action. It’s a call for businesses to take ownership in creating inclusive workplaces, addressing systemic barriers, and celebrating the immense value women bring across all industries.  

The findings from the HLB Women Advancement Report make clear that accelerating this action isn’t just good for society, it’s essential for business success.  

“This isn’t a once-a-year thought, but ongoing work that makes life better for all of us," concludes Stephanie Rix.  

Be part of the change  

This International Women’s Day, join us in taking swift and decisive action to build a fair and inclusive workplace. Download the HLB Women Advancement Report 2024 for comprehensive insights and actionable strategies to Accelerate Action. Together, we can create a more equitable and prosperous future.