THE 2024 SUMMIT IS NOW CLOSED
THANKYOU TO EVERYONE WHO JOINED US.
Helping create more equitable, fair and inclusive workforces to drive business growth and competitive advantage.
Our mission is to create a future where businesses embrace gender equity as both a moral imperative and a competitive advantage.
We advocate for workplace policies that recognize the unique health journeys and life stages of women and cultures that “walk the talk”: on supporting, advancing and retaining high-value talent.
Creating a female-shaped space in the workplace is not only morally correct but also a proven catalyst for increased productivity and profitability.
Join us in championing a more inclusive, supportive, and prosperous future for every business.
WHAT DOES GOOD LOOK LIKE?
To understand which companies were adapting to create these future-shaped workplaces, and who was raising the bar to close these gaps forever, we researched 400 of the largest companies based in the UK to compare their progress. By collating publicly available data to benchmark against our three different WiW GEMs, we can see who is walking the talk. Progress in more than one area demonstrates a true commitment to close the equality gap. After all, we manage what we measure.
In the WiW Gender Equity Measure (GEM) Report, the companies you will see on the WiW100 list have achieved all measures, based on their published results. Our goal is not to call out companies who are underperforming, but to call in those who are doing it well – and see how we can learn from them.
We want to encourage companies to focus on moving the needle on gender equity, and our goal is for many more to join the WiW GEM list. Our aim is to offer recognition and encourage a network of employers shaping the future to power faster progress together.
We call on CEOs to measure where they are now, commit to move the dial faster, share their results with us, and to join the Women in Work movement.
READ THE REPORT
But what does good look like and what drives progress?
The WiW100 GEM Report analyses 400 of the largest UK companies across 24 sectors to compare Board representation, pay gaps and parental policy transparency. We reveal the WIW100, achieving all three WiW measures, aiming to change the workplace for good.
Our goal is not to call out companies, but to call in those who are doing it well or want to improve.
Download the full WiW Gender Equity Measure Report 2024 and discover more about the businesses that are doing the most to close the gender equity gap.
“I am passionate about all women in the workplace being supported through every stage of their careers. But there are still huge inequities, from the gender pay gap, prohibitive cost of childcare to a lack of universal menopause support. Women are leaving the office in their droves, and that's a brain drain of talent that businesses can't afford to lose.
My dream is that, in a decade's time, there won't be any need for such a summit, because we'll have finally achieved that golden goal of an equitable and supportive workplace, and quite literally across the board.”
Mariella Frostrup
Co-Founder & Host
Why do we need to do this?
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At a macro level, potential economic gains across the OECD from an increase in women in employment amount to a gross domestic product (GDP) increase of more than US$6 trillion per year. (PwC, 2022)
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At a micro level, companies with senior-level diversity and particularly intersectionality also do better. McKinsey research shows companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the bottom, while companies with more than 30% female executives were more likely to outperform companies that don't.
Diverse companies also earn 2.5 x higher cash flow per employee and inclusive teams are up to 35% more productive.
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Women leaders are leaving at the fastest rate for 10 years (McKinsey, 2022). Women in tech, especially, could see drop-out rates of up to 70% (Accenture)
“We are delighted to be the charity partner of the first WiW Summit. It is vital women’s health is prioritised and supported throughout the life course.
By partnering with the WiW Summit, we will raise awareness of women’s health in the workplace, and the positive influence employers can have when truly supporting their staff.”
Janet Lindsay, CEO, Wellbeing of Women
Maximum output.
WIW Summit provides actionable takeaways to feel bolder and more confident about embedding policies, benefits and practices that positively impact women at all critical life stages: from menstruation to menopause.
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Make a powerful, succinct and evidence-based business case for investment into female-focused initiatives and programmes
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Translate clinical, legal and societal research into the language of the board and business.
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Create sustainable allies with the C-Suite and senior leaders; who will advance and advocate for women at work.
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Move from awareness, to implementation to outcomes: overcome hurdles, dissent, cynicism and other barriers.
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Measure what matters to prove results: hear from those who have been there, done that on what works and what doesn’t in rapid-fire case studies.
In good company
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The C-suite, senior leadership teams, business unit directors at all size and scale organisations
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HR, compensation, people, culture, talent, rewards and benefits, DE&I, wellbeing at all size and scale organisations.
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Those with an interest or specialism in women in the workplace including consultants, vendors, law firms, start-ups and services.
Women in Work Round Table
Davos 2024
The Women in Work Breakfast Round Table in Davos 2024 was a fabulous convergence of minds and strategies aimed at fostering empowerment and equity. The Event was a dynamic exchange of ideas and a collective commitment to driving tangible progress in various spheres.
Unveiling the economic opportunity: A trillion-dollar potential
Mariella Frostrup brought attention to a staggering potential - a $1 trillion opportunity to close the women's health gap. The implications of such a goal extend beyond economic gains, promising improved lives and strengthened economies.
Points for progress
A framework for tangible progress was discussed and we can’t wait to take stock of that progress same time, same place, next year:
Lead with financials and data to show the opportunity.
Share your policies so we can learn from one another.
Measure impact, not workload, to allow for flexible working.
Bring men to the table to make work work for all.
Be mindful of intersectionality so we advocate for all, when we advocate for one.
Greater equity in financial planning.
A heartfelt thank you goes to CNBC Universal for their invitation to bring the mission to Davos and of course to Mount Sinai for their continued support.
A note on inclusivity: We are aware that many of the health issues explored at WIW Summits do not only impact cis women. Whilst cis-women may be in the majority, trans-men, non-binary people and anyone who menstruates can be impacted by these topics. These events are dedicated to being as inclusive as possible and our programmes and support network are available to anyone affected - regardless of their gender identity.
