Good for women.
Good for business.
Gender equitable workforces drive business growth and competitive advantage.
Our mission is to shape a future where businesses view gender equity as both a moral responsibility and a strategic advantage.
We champion workplace policies that acknowledge the unique health journeys and life stages of women, alongside fostering cultures that truly support, advance, and retain high-potential talent.
Creating a female-shaped space in the workplace is not only the right thing to do, but it’s also a proven driver of productivity and profitability.
Join us in leading the way toward a more equitable, 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, companies that have met all three WiW measures, committed to driving lasting change in the workplace.
Our goal isn’t to call out under-performers, but to highlight those leading the way and eager to improve.
Download the full WiW Gender Equity Measure Report 2024 to discover 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 gender equity and particularly intersectionality also do better. McKinsey research shows companies in the top quartile for gender equity 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.
Gender equitable companies also earn 2.5 x higher cash flow per employee with teams that 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.
The WIW Summit delivers actionable insights to empower you with the confidence to implement policies, benefits, and practices that support women at every critical life stage— from menstruation to menopause.
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Hear about the powerful, succinct and evidence-based business case for investment into female-focused initiatives and programmes
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Understand how to turn clinical, legal, and societal research into clear, actionable insights that resonate with the board and drive business decisions.
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Suggest ways to build lasting alliances with the C-suite and senior leaders who will champion and advocate for women in the workplace.
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Move from awareness to action, and ultimately to results. Overcome obstacles, dissent, cynicism, and other barriers to drive meaningful change.
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Measure what matters, to demonstrate real results. Hear from those who’ve “been there and done that”, with rapid-fire case studies highlighting what works and what doesn’t.
In good company
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The C-suite, senior leadership teams, and business unit directors across organisations of all sizes and scales.
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HR, compensation, people, culture, talent, rewards and benefits, and wellbeing across organisations of all sizes and scales.
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Professionals with expertise or a focus on women in the workplace, including consultants, vendors, law firms, startups, and service providers.
Women in Work Round Table
Davos 2024
The Women in Work Breakfast Round Table at Davos 2024 was a remarkable gathering of minds and strategies, all focused on driving empowerment and gender equity. The event served as a dynamic exchange of ideas and a shared commitment to creating tangible progress across key areas.
Unveiling the economic opportunity: A trillion-dollar potential
Mariella Frostrup highlighted a staggering $1 trillion opportunity to close the women’s health gap. The impact of this goal extends far beyond economic benefits—it promises to improve lives and strengthen global economies.
Points for Progress
A framework for meaningful change was discussed, and we eagerly look forward to assessing our progress at the same time, same place, next year:
Lead with financials and data to demonstrate the opportunity.
Share policies to foster collective learning and improvement.
Measure impact, not workload, to enable flexible working arrangements.
Bring men into the conversation to create inclusive solutions for all.
Be mindful of intersectionality, advocating for all when we advocate for one.
Promote greater equity in financial planning.
A heartfelt thank you to CNBC Universal for their invitation to bring our mission to Davos, and to Mount Sinai for their ongoing support.
A note on inclusivity: We recognise that many of the health issues discussed at WiW Summits affect not only women but also trans men, non-binary individuals, and anyone who menstruates and these topics are relevant to a broader spectrum of experiences. Our events are committed to inclusivity, and our programs and support networks are available to all who are impacted—regardless of gender identity.
