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Helen Owen, Vice President of Marketing at BR-DGE Ryta Zasiekina, founder of CONCRYT Lynda Clarke, Chief Operating Officer at Tribe Payments
often the accumulation of smaller, more sustained commitments that moves the dial.
Lastly, we mustn’ t forget that to create inclusion and equity, we need to involve as many diverse people and groups as possible. For instance, we shouldn’ t ever just talk to women about inclusion for women – we need allies and advocates of all genders to take an interest and be an active agent of change.
Ryta Zasiekina, founder of CONCRYT
I believe in a world where gender should not determine one’ s opportunities, especially in business. Equality should be the default, and every individual should be treated based on their professionalism, skills and contributions, not their gender. However, I recognise that the reality is often different and discussions about women’ s rights and equality highlight the barriers that still exist.
Competing for resources, recognition and advancement is a challenge for everyone, regardless of gender. But for women, these challenges are often compounded by systemic biases and historical inequalities. Confidence and competence are crucial, but they are not the sole determinants of success. A professional, capable woman should be able to thrive without having to fight extra battles for equal footing. However, structural changes and cultural shifts are still necessary to remove these persistent barriers.
For women navigating the workplace, self-advocacy is essential. Too often, women accept salaries below market value or hesitate to negotiate for what they deserve. Being informed, networking within the industry and confidently negotiating compensation are all important steps toward financial and professional equity. If you feel undervalued, address it, just as any professional should. However, it is also critical for companies to foster an environment where fair pay and opportunities are standard, rather than leaving the burden of change solely on individuals.
Equal pay and career advancement should never be granted based on gender alone, but neither should they be denied due to outdated biases. Progress requires both individual action and systemic reform. Women should not have to“ play political games” to get ahead, nor should they have to work harder than men to receive the same recognition. Companies must actively dismantle barriers and create truly inclusive workplaces where talent and effort determine success.
Real change happens when both individuals and institutions commit to it. Women should feel empowered to demand fairness, but organisations must also take responsibility for ensuring equitable policies and practices. A system that naturally“ self-balances” will only do so when the right structures are in place to support true equality. By fostering a culture where women’ s voices are heard, respected and valued, we can drive meaningful and lasting change.
Lynda Clarke, Chief Operating Officer at Tribe Payments
International Women’ s Day isn’ t just about celebrating women – it’ s about building a fairer, stronger world that includes everyone. When women have equal opportunities, businesses perform better, economies grow, and innovation thrives. The day serves as a reminder that equality isn’ t just a‘ women’ s issue’ – research consistently shows that diverse organisations outperform their competitors. So, a workplace that values diverse perspectives fosters innovation, improves problem-solving, and boosts employee morale is just smart.
True inclusion means ensuring everyone has a voice and the opportunity to use it. When people from different backgrounds come together, we eliminate blind spots and drive smarter decision-making. How many times have we asked ourselves,‘ Why didn’ t I think of that?’ More often than not, it’ s because we’ ve never experienced that perspective firsthand.
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