Gender equity insights: progress, set-backs and the road ahead in 2025
In the lead-up to International Women’s Day 2025 (8 March) a steady cycle of news stories threw shade on the battle for gender equity, proving that society needs to fight harder than ever to achieve it.
First there was Meta CEO Mark Zuckerberg’s appearance on an episode of The Joe Rogan Experience, where he lamented that corporate culture had become too “feminine,” suppressing its “masculine energy” and abandoning supposedly “valuable” traits such as aggression. This is despite the plethora of research showing that the most successful organisations promote a healthy mix of stereotypically masculine and feminine qualities.
Next, the Big Four accounting firms (EY, PwC, KPMG, Deloitte) admitted that although their gender diversity goals were supposed to have been met by 2025, they are likely to fall short of their female partner representation targets in the UK. The Financial Times reported that “raising the gender balance of partnerships towards parity has proved to be a slow process for the audit firms, a phenomenon echoed in sectors such as law and banking.”
Meanwhile, a raft of global firms announced they were “sunsetting”* or “watering down” their DEI policies, as Coca-Cola, PepsiCo and Disney were preparing to comply with President Trump’s executive order that sought to ban DEI programmes, Bloomberg reported.
If there was ever any doubt as to the continuing need for International Women’s Day, these stories say otherwise.
The moves prompted broadcaster, author and business expert Mary Portas OBE to create an open letter to business leaders, urging them not to throw away decades-worth of hard-fought work to create inclusive workplaces for all:
“In a world facing climate crises, economic shifts, and tech revolutions, we need the broadest range of perspectives, clarity and focus to find solutions. I’m struck by how little of the conversation is about how to drive collective progress. If it were, inclusion would be a fundamental part of every business’s strategy (the facts don’t lie).
“I don’t pretend to have the answers. I know there are very real political forces at play here that force good people into decisions they don't always want to make. But one thing I do know – as business leaders we have the power to rally around the right questions and follow our moral compass. Silence and apathy enable oppression. “And my ask of you all is this: worry less about setting suns and let’s focus on our horizons. It’s the only way we’ll move forward, together.”
And Mary was by no means alone in her response… Debbie Wosskow, OBE, multi-exit entrepreneur, Channel 4 non-exec director, co-chair of the UK’s Invest In Women Taskforce and WiW speaker alumna also called out big names like Meta, Amazon, and Goldman Sachs, which have also “ditched” their DEI policies.
She urged all 46k of her LinkedIn followers to instead focus on leaders with a more positive approach. Debbie praised the likes of E.L.F. Beauty for “setting itself apart by doubling down on DEI.”
Staggeringly, E.L.F. is one of just two publicly traded American companies with a board that’s 78% female. And business leaders like E.L.F. Beauty chief executive Tarang Amin are proving that male allies who are sticking to their guns and doing what’s right are reaping the rewards.
Amin says: “Our board of directors reflects the communities we serve; that's why our board is 78% women and 44% diverse. But out of approx. 4,000+ publicly traded companies, we are ONE of only TWO companies that can say that. What the e.l.f.?!”
And as Debbie says, the financial results speak for themselves: E.L.F.’s stock has risen 700% in FIVE years.
“2025 cannot be the year DEI gets cancelled” says Debbie.
So, as E.L.F. Beauty says: “let’s change the e.l.f.ing board game...”
We took the opportunity to ask Debbie for her thoughts on International Women’s Day…
WiW: It’s 2025, why do we still need IWD?
Debbie: “IWD is essential in 2025 for several reasons. Firstly, it serves as a reminder of the ongoing struggle for gender equality. Despite significant effort, women still face disparities in many areas, including pay, representation in leadership roles, and access to education and healthcare.
“The funding gap between male and female-led businesses remains a pressing issue. When it comes to female funding, statistics are actually worsening, because out of the total £8bn of private equity given out so far this year, female founders received just 1.8 per cent, down from 2.5 per cent last year. When it comes to midlife women in the workplace, 25% consider leaving due to menopausal symptoms and 10% actually do.
“International Women's Day shines a light on issues like these, and mobilises global efforts to address them. It celebrates the achievements of women across various fields and fosters solidarity; empowering women worldwide by providing a platform for their stories to be shared.”
WiW: The theme of International Women's Day for 2025 is “Accelerate Action” – what single action would you accelerate for women in work and why?
Debbie: “I’d accelerate the implementation of comprehensive and inclusive policies that support work-life balance. This includes policies such as flexible working hours, remote work options, parental leave, and access to affordable childcare and healthcare including specific support for menopausal women. “These measures would enable women to better balance their professional and personal responsibilities, reducing the stress and burnout often associated with juggling both. By creating a more supportive and inclusive work environment, we can ensure that women have equal opportunities to advance their careers and reach their full potential.”
WiW: If you could send career advice back in time to your 25-year-old self, what would you say?
Debbie:"Don't think you need to have ‘made it’ by the time you’re 30! Your 40s and successive midlife years will prove some of your most successful, varied and happiest yet. Don't be afraid to take risks and step out of your comfort zone, but don’t despair if you’ve not got it all figured out just yet. Embrace opportunities for growth and learning, even if they seem daunting at first. Build a strong network of mentors and peers who can support and guide you along the way. Lastly, prioritise self-care and work-life balance, as maintaining your well-being is crucial to your long-term success and contentment."
One professional services firm with an eye firmly on improving gender diversity is international law firm Lewis Silkin, which is blazing a trail for parental leave that benefits everyone.
We took a look at Lewis Silkin’s pioneering parental policy – one year on…
In a profession historically shaped by rigid gender roles, law firm Lewis Silkin is rewriting the rules of workplace equality. Nearly a year after launching its groundbreaking parental leave policy, the firm has not only transformed employees’ lives, but also set a new benchmark for the legal industry.
Introduced in March 2024, the policy offers all new parents – regardless of gender – 12 months’ leave, with six months fully paid. Crucially, this leave does not have to be shared with a partner, ensuring both parents have the freedom to prioritise family, without career compromise.
The impact?
A growing number of fathers at the firm are taking extended parental leave, a significant shift in a sector where women still make up just 37% of law firm partners despite comprising 53% of solicitors. The policy also levels the playing field for same-sex couples and challenges traditional caregiving norms.
Stephanie Kay, managing associate at Lewis Silkin, believes this initiative is a game-changer: “We are laying down the gauntlet. If we can do it, so can others.”
Could this be the policy that forces the legal industry – and beyond – to rethink parental leave?
Read here to explore how Lewis Silkin’s bold move is reshaping the future of work and family life.
And let’s make sure we keep the gender equity light burning bright – this is a new dawn (not a sunset)
And finally, we ask…
How are men taking action towards allyship?
Male Allies of the Month
Ian Murray MP, the first sitting Minister to take the full paternity leave
Greg Jackson, CEO of Octopus Energy, joined us in Davos and delivered an incredibly inspiring session. His vision and expertise left a lasting impression, so we’ve invited him back for more engaging conversations at the WiW Summit this October.
Daniele Fiandaca, founder of Token Man Consulting, who has spearheaded research into male allyship in the workplace, and how it propels businesses success.
WiW GEM: Elevating Gender Equity
Gender equity isn’t just a moral imperative – it’s a financially proven business advantage.
Our WiW100 GEM Report shines a spotlight on 400 of the largest UK companies excelling in board representation, pay gap transparency, and parental policies.
Honouring the WiW 100 Companies
We’re celebrating the organisations that are already proudly sharing their WIW 100 accreditation, those recognised in the first ever Women in Work Gender Equity Measure Top 100, a list of UK businesses working hardest to close gender equity gaps.This badge of honour means that they have surpassed the three key measures set out by Women in Work: equal board representation; no (or low) pay gaps; plus transparent and supportive female and family policies. These are all measures that indicate progress, not just promises.
Thank you for sharing and showing the way:
Accenture, Asda, Britvic plc, C&C Group, Diageo, The Estée Lauder Companies Inc., Greencore, IKEA, London Stock Exchange, United Utilities, National Grid, Octopus Energy, Rolls-Royce, Sainsbury's, SpiresHealth, Tate & Lyle.
Companies on the WiW 100 list know that gender equity should be the north star for business, because they recognise that the most valuable asset to business is talent. And that equity progress is not just good for women, it's good for business.We now call on all companies to measure where they are now, commit to move the dial faster, share their results, and join us in the Women in Work movement.
Is your company on the list? Do you want to be included in 2025?
Check here and learn how to share your accreditation & join this group of changemakers.
🔗 Find out more: WiW Gender Equity Measure Report
Remember to save the date for Women in Work 2025...
🗓️ Thursday 9th October
📍Kings Place, London
WiW 2025 is more than an event—it’s a movement.
Here’s why you need to be there:
Hear from world-class speakers driving progress.
Connect with thought leaders and innovators.
Discover strategies to embed equity in your organisation.
Celebrate the companies leading the way in inclusion.
Get Involved
Stay tuned - whether you’re a business leader, policymaker, or advocate, your voice matters. Together, we can create workplaces that work for everyone.
Good for women. Good for business.