Accelerate Action this International Women’s Day
Credit - Unsplash
Accelerate Action isn’t just this years IWD slogan—it’s a need. It’s about breaking down the outdated structures and mindsets that still hold women back in their careers. Because despite progress, too many women still find themselves hitting invisible barriers, navigating leadership landscapes that weren’t designed with them in mind.
As a child, my first memory of hearing about women’s rights was watching Mary Poppins. Mrs Banks was marching and shouting, “Votes for Women!” At school, I learned about Emmeline Pankhurst and the Suffragettes—women handcuffing themselves to railings, running in front of horses, demanding change. But it wasn’t until a career conversation at school that I realised these battles weren’t just history. I was told that my A-level results didn’t matter because I was going to be a housewife. Until then, I could be a secretary. WTH?!
I had never been encouraged to dream big. I was surrounded by women who were teachers, nurses, and secretaries—all good jobs, but surely there were more than three career options?
Thankfully, that was never going to be my story. I was too determined to do more, to be more than I was told I could be.
At university, I studied Human Resource Management and became interested by the history of trade unions and equalities legislation from the 1970s. Studying in the early 2000s - we still had the same employment legislation decades later! It sparked my interest in women’s rights, my own future, and that of future generations.
I married a man who was traditional—he had a career, and I had a job. While I raised our children, he sought promotion, often working away from home. I had a job that kept my career warm, allowed me to work part-time, and be present for the children. This wasn’t uncommon; most of the parents in the playground were mums. At first, I was okay with this—being a mum was the most important thing to me. But once both children were in school, I wanted more. I wanted a job that fulfilled me, played to my strengths, and brought me joy. But I still wanted to work part-time, to find balance.
And that’s where the barriers started appearing.
I was overlooked for development and promotion because I wasn’t full-time. The opportunities that did come my way meant doing a full-time job in part-time hours—delivering as much as anyone paid WTE. Burnout #1.
When I saw Burnout #2 approaching, I knew I had to make a change. I stepped away from the career I had built, struggling with perimenopause, confidence, sleepless nights, and brain fog. I felt like I was moving further away from my purpose, and I certainly wasn’t being the mum I wanted to be.
With the support of a coach, a mentor, and an online creative writing group, I surrounded myself with strong, curious, creative, and independent women. Women who inspired me and had confidence in me before I had it in myself. And that was the missing piece. I started to believe in my ideas—that I could be the self-employed leadership coach who helps women navigate career transitions. That I could help them rediscover their worth and what truly matters to them. That I could work flexibly, creating the balance I needed as a single parent navigating perimenopause and a changing career.
Now, my children—15 and 16—have a different experience than I did. But we still haven’t done enough. The latest Women and the UK economy research briefing was published last month (link at end of blog) and shows some interesting data. Including that half of entrepreneurs in the UK are women (46%), up from around 1 in 3 in 2018/19. Pay Gap? Flexible Working? Yes, and burnout and stress.
Women are still hitting barriers
If you’re a woman in midlife, you might recognise the feeling. You’ve worked hard, built experience, yet stepping up still feels like an uphill battle. Maybe you hesitate to put yourself forward for promotion because you don’t meet every single requirement, while less qualified colleagues take the leap. Perhaps the mental load—juggling work, family, life—leaves you drained, with little space to focus on your own ambitions. And, as you navigate perimenopause, a phase of life on recently acknowledged in workplace policies, you wonder if anyone truly understands what it takes to sustain a career at this stage.
In my experience, the structures keeping women from leadership aren’t about a lack of talent or ambition—it’s about environments that don’t reflect the reality of women’s lives. Parental leave policies still assume caregiving is primarily a woman’s role. Work cultures reward long hours rather than smart, effective leadership. Promotions happen in closed circles where sponsorship and mentorship aren’t equally available to women. And for those who do break through, the lack of representation makes leadership feel like a lonely space.
This needs to change.
Organisations that are serious about accelerating action must do more than pay lip service to gender equality. They must actively invest in talent management strategies that recognise women’s potential at every stage of their careers.
Succession planning should be transparent, ensuring women see clear pathways to progression
Sponsorship and mentoring must go beyond informal, who-you-know networks, creating structured opportunities for women to be seen, supported, and championed.
Women’s networks should be more than just places to vent—they should influence policy, hold leadership accountable, and create cultures where inclusion isn’t an afterthought but the foundation – with a budget to enable change!
Flexible working should be the norm, allowing both women and men to share caregiving responsibilities, pursue career ambitions, and contribute fully without sacrificing their personal lives.
Perimenopause and menopause need to be part of the conversation. Too many women struggle in silence, feeling unsupported as they navigate symptoms that impact confidence, energy, and performance.
What are the benefits of all this?
Greater retention – When women can see a future for themselves in an organisation, they stay.
Reduced sickness and absence – When staff are trusted to do their jobs, they don’t need to call in sick to manage their personal lives.
Increased motivation and engagement – Staff who feel valued and supported bring their best selves to work.
Greater productivity – A happy workforce leads to happy customers and better business outcomes.
As a leader, you can make a difference -
Have career conversations with your teams. What are their aspirations? (And it’s okay if they’re happy as they are—success looks different for everyone.)
Create a talent map and succession plan (speak to your OD team if you’re unsure how to do this).
Be curious—connect with other leaders, share ideas, and try new approaches.
Look at your own career journey. What helped you? Are you where you want to be?
This International Women’s Day, let’s not just celebrate achievements—let’s push for real, tangible change.
By continuing the work of Mrs Banks and the Suffragettes let’s create workplaces where women don’t have to fight to be seen, valued, and promoted. Let’s make career progression and leadership something women can step into on their own terms—fully supported, with confidence in the opportunities ahead. If you’d like some help creating a plan for you, your team or organisation get in touch.
References
https://www.cipd.org/uk/views-and-insights/thought-leadership/insight/is-britain-reducing-its-gender-pay-gap/
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace
https://researchbriefings.files.parliament.uk/documents/SN06838/SN06838.pdf
About Rae
Rae is an experienced coach dedicated to empowering women. With a background of working with hundreds of leaders in her extensive NHS career in 2023 Rae took a leap of faith and followed her heart into founding Coaching Women to Shine. Her vision is to inspire women to live authentically and in harmony with their values, helping them find alignment in both their professional and personal lives. Rae’s approach is values-driven, and she brings genuine passion to her work, fostering growth, confidence, and clarity for each of her clients. Through a personalized, empowering journey, Rae encourages women to embrace their strengths, reconnect with their aspirations, and lead lives that truly resonate with who they are at their core.