Imagine a gender-equal world free of bias, stereotypes, and discrimination. This is the vision of International Women’s Day 2025 with its call to action: #AccelerateAction. At Onclusive, we’re amplifying the voices of our own people to highlight challenges, progress, and opportunities in achieving gender equality.Their stories and opinions highlight both the progress made and the work that still lies ahead.
Personal Journeys & Overcoming Challenges
Balancing Motherhood During the Pandemic
Vaishali Bodke, Media DB Team Lead, reflects on balancing motherhood and career during the pandemic: “One of the most challenging phases of my career was after delivering my baby during the COVID-19 pandemic. As a QA Manager, I had significant work responsibilities while also adjusting to motherhood. Managing both was incredibly difficult, but I had no choice—I was committed to my job, both to support my family financially and because I was passionate about my career.” Her experience highlighted “the importance of supportive workplace policies for working mothers,” which she now advocates for professionally.
Transitioning Between Industries
Aakansha Puthran, Media DB Data Team Lead, faced challenges moving from one industry to another: “When I transitioned, I was thrust into a completely new world. The terminology, processes, and stakeholders were all foreign to me.” What helped was support from colleagues: “Their guidance and empathy were instrumental in helping me navigate the toughest days. Success isn’t just about delivering results. It’s about how we support one another and foster a culture of inclusivity.”
Navigating Leadership at a Young Age
Jen Roberts, Chief Marketing Officer, shares her experience of being promoted to VP of Marketing at just 28: “I’ve had a great career trajectory, but I’ve carried insecurity around my age and experience. I’ve also struggled with anxiety, which can lead to panic attacks in high-pressure situations.”
She found several strategies helpful: “Finding female mentors in and outside of the business I’ve worked in has been invaluable. Building strong relationships with your manager or other senior leaders helps you feel comfortable sharing concerns with them. I’ve also learned to do more of what makes me uncomfortable, while not being afraid to ask for support.”.
How Organizations Can Support Women
Understanding Systemic Challenges
Christina Engisch, Head of Media Insights, offers a comprehensive framework for organizational change: “Most challenges women face in the workplace are not industry-specific – they are deeply rooted in broader societal structures and cultural expectations. While some inequalities stem from systemic issues beyond the direct control of any one company, I believe organizations can still play a critical role in driving meaningful change.”
Actionable Initiatives
She recommends several key initiatives: “Set measurable targets for hiring and promoting women at all levels… Address the gender pay gap… Promote flexible work arrangements for both men and women… Offer equal and encouraged parental leave for all caregivers… Offer mental health & well-being support… Implement mentorship & sponsorship programs.”
Creating Lasting Change
Christina says that “by implementing these initiatives, organizations can build a culture of inclusion, ensuring that all employees feel supported, valued, and empowered to succeed. While change takes time, consistent commitment to these actions will not only create a fairer workplace but also drive innovation and business success by leveraging the full potential of a diverse workforce.”
Hannah Forbes-George, Global Head of Content Marketing, adds: “As someone who has experienced both sides of the employment equation – being a business owner and rejoining traditional employment – I’ve seen how organizational policies directly impact women’s careers. What stands out to me is that the most effective support isn’t just about having policies on paper; it’s about creating a culture where flexibility is normalized and career advancement isn’t penalized by caregiving responsibilities. When organizations view women’s diverse experiences as valuable assets rather than obstacles, everyone benefits.
Supporting Women Returning After Career Breaks
Structural Challenges and Opportunities
Karoline Agathe Preisler, Team Leader – Editorial Department, notes: “When women return after a break, they often prefer part-time positions without personnel responsibility.” She points out: “Women in Germany spend 44.3 percent more time per day on unpaid care work than men, creating economic disadvantages in pay, opportunities, and retirement security.”
Karoline emphasizes: “We must break away from conventional career patterns and create new role models, including part-time management or shared leadership. A modern company can only achieve equal division of roles if men are also encouraged to take longer periods of parental or caring leave.”
Maria Marx, Team Lead Media Insights, reflects on the broader challenges of working motherhood: “Today, as I navigate life as a working mom, I realize how emotionally and societally complex this role is or has become. The pressure to excel both at work and as a mother can feel overwhelming. There are moments when the emotional toll of balancing these two roles seems unbearable, and a lack of reliable societal support systems makes it feel even harder.” She finds inspiration in her own upbringing: “Despite these challenges, I draw strength from my upbringing and the values instilled in me by my mother. Her ability to balance work and family continues to inspire me. But it also serves as a reminder that, while much has changed, there is still much to be done to create a more supportive, equitable environment for working women today.”
Organizational Support Systems
Samiksha Ardu, Program Manager, discusses the need for comprehensive support systems: “By providing flexible work schedules, coaching or mentoring, and fostering a friendly environment that recognizes the difficulties of re-entering the profession, organizations can assist women who are returning to the workforce after taking career breaks. Women can feel more secure about their return if professional pathways are communicated openly and clearly, and training or upskilling programs are offered to assist them renew their abilities.”
Vaishali Bodke, Media DB Team Lead, praises supportive workplace policies: “Our organization is truly employee-centric. One of the most commendable policies here is the work-from-home flexibility provided to female employees from the time they become pregnant. This is a crucial support system that every working woman deserves. Additionally, the organization continues to offer flexible work arrangements post-maternity leave, allowing new mothers to balance both their professional responsibilities and their time with their child.”
Challenging Gender Stereotypes in the Workplace
Everyday biases can subtly reinforce gender imbalances. Jen Roberts, Chief Marketing Officer, recalls a pivotal moment when she challenged an outdated assumption: “At my first senior management meeting, my boss suggested that I take notes. I encouraged him to ask a man instead—something that’s rarely considered. He immediately agreed and changed his approach for future meetings.” Small actions like these help shift workplace norms and ensure women are seen as leaders, not just support figures.
Men as Allies: Creating a More Inclusive Workplace
Empathy and Understanding
Gender equality isn’t just a women’s issue—it requires support from all. Pitchai Devarajan, Product Owner, advocates for increased awareness and support for women going through menopause: “Hormonal changes can affect emotional and professional well-being. Rather than being sympathetic, men should be empathetic allies, offering support and understanding.”
Taking Action on Recruitment
Pitchai also demonstrates allyship through concrete actions in recruitment: “We have an opening for an engineer in my team, but I’m working with my manager for a woman for that role as there is only one woman in my team. He also agreed.” This proactive approach to addressing gender imbalance shows how men can directly contribute to creating more diverse teams.
Reimagining Work Structures
Paul Terry, Chief Sales Officer, also believes in rethinking work structures to better support women: “We need to focus on outputs rather than ‘time at the desk’ and schedule industry events during working hours instead of evenings, allowing more inclusive participation.” Beyond workplace structure, Paul is passionate about supporting women returning to work: “There is a UK-based organisation, Ivee- the Return to Work Platform – their mission is to help women return to work after a career break, and at the same time unlocking the economic capacity that is present in so many highly skilled women who struggle to find appropriate roles upon their return.” He advocates for companies to “develop an interview and onboarding process that allows these candidates to excel” in order to tap into this valuable talent pool.
Leadership & Mentorship: Pathways to Change
Authentic Leadership
Abhilasha BR, Software Engineer, defines authentic leadership as “staying true to who I am, embracing my unique perspective, and leading with honesty and integrity. It’s about creating a space where everyone feels heard and valued.”
Samiksha Ardu, Program Manager, shares her perspective: “For me as a woman in the workplace, authentic leadership means remaining loyal to myself, upholding my moral principles, and practicing openness and honesty in my leadership. Building trust, allowing my team to flourish, and being open to different viewpoints are all part of it. It’s about creating an inclusive environment where everyone feels valued, and leading by example with confidence and integrity. Being authentic helps build strong relationships and inspires others to bring their best selves to work.”
Compassionate Leadership
Vaishali Bodke, Media DB Team Lead, shares how her identity as a woman has shaped her leadership approach: “As a woman in a leadership role, my approach is centered on collaboration, empathy, and inclusivity. I believe in creating a supportive environment where every team member feels valued and heard.” She illustrates this with a powerful example: “One of the most challenging situations I faced was when a team member’s father was diagnosed with cancer. He was struggling to focus, which impacted his work quality. With guidance from my managers, I granted him a three-month sabbatical leave. When he returned, I took the time to retrain him, helping him regain confidence. This experience reinforced my belief that compassionate leadership doesn’t just support individuals but also strengthens the overall team.”
Karoline Agathe Preisler, Team Leader – Editorial Department, highlights the importance of recognizing “invisible work”: “Such a manager recognises and rewards the value of colleagues who do a high amount of ‘invisible work’ or ‘mental work’ in the company and thus also contribute to team bonding and the success of the company. It’s the colleague who always takes care of the birthday presents, who has an open ear for others in stressful situations, or the colleague who is willing to swap shifts in an emergency. They make an invisible contribution to making others feel comfortable in their workplace.”
Actively Seeking Mentorship
Jen Roberts, Chief Marketing Officer, emphasizes how instrumental mentors were in her professional journey: “Finding female mentors in and outside of the business I’ve worked in has been invaluable. I’d challenge everyone, not just women, to reach out to someone in the business, someone you’ve worked with previously or know of in the industry, and ask for 30 minutes. I get a lot out of experience sharing and even if you don’t learn something new, it reassures you that you’re not the only one with imposter syndrome!”
Memorable Mentors
Paul Terry, Chief Sales Officer, shares a powerful example from his own career: “Early in my career, I worked with Emily Nagle Green at Forrester Research. On my first day, as a pretty junior sales rep, she came out from behind her desk, shook my hand, looked me straight in the eyes and told me how she had been looking forward to my joining… Throughout the years I worked with her, I saw her demonstrate her authentic leadership style, being truly authentic with everyone, making every single person feel like they had a key contribution to make. She inspired me every day and helped me understand the power of caring.”
Prajakta Mhatre, Support Team Lead, reflects on her mother’s influence: “The most influential woman in my life, and a constant source of inspiration throughout my career, is my mother. From a very young age, she instilled in me the importance of hard work, resilience, and unwavering adherence to my values, regardless of the challenges I might face. She’s always been my role model, not just for her accomplishments, but also for the strength and grace she demonstrates in navigating those challenges. Growing up, I watched her skillfully balance her career and family life, demonstrating that success isn’t solely defined by professional achievements. She taught me that true fulfillment comes from finding harmony between your personal and professional life.”
Structured Coaching Programs
Jen Roberts, Chief Marketing Officer, calls for more coaching programs, particularly around salary negotiation, to help close the gender pay gap: “We know equal pay is still an issue and many women feel uncomfortable having conversations about pay (myself included!) Coaching women on asking for what they deserve and how to have those difficult conversations could be a step in the right direction.”
Setting Boundaries and Self-Care
Finding Balance
Christina Engisch, Head of Media Insights, shares her approach: “What I find incredibly valuable in maintaining both productivity and strong professional relationships is striking the right balance between approachability and focused work. One of the key strategies I use is implementing ‘focus hours’ on my calendar – dedicated periods where I prioritize deep, uninterrupted work.”
Jen Roberts, Chief Marketing Officer, offers a complementary perspective on practical boundary-setting: “I time block as best as possible, ensuring regular meetings are locked in at a productive time for me, making time for exercise in the week and blocking time at the beginning and end of the week to respond to emails and check things off my to do list.” This structured approach helps her maintain focus while ensuring essential tasks don’t fall through the cracks.
Disconnecting to Recharge
Christina also highlights the importance of disconnecting: “Maintaining clear boundaries also means fully disconnecting from work during vacations and after hours to recharge and maintain long-term productivity…Setting boundaries isn’t about being unavailable – it’s about fostering a sustainable, high-performing work environment where I can stay both effective and engaged while respecting my own time and that of my colleagues.”
Advice for Women Starting Their Careers
Embrace the Learning Curve
Prajakta Mhatre, Support Team Lead, advocates for stepping outside your comfort zone: “My strongest advice to young women embarking on their careers is to embrace every opportunity for learning and growth, even when it feels daunting. Early in my own career, I sometimes hesitated to speak up or take risks, but I soon discovered that true growth lies outside your comfort zone. Don’t be afraid to ask questions—lots of them! Actively seek feedback, and yes, even make mistakes. These are all essential parts of the learning process and will ultimately contribute to your success. Be proactive, be curious, and be brave.”
Aakansha Puthran, Media DB Data Team Lead, offers valuable guidance based on her experience: “Embrace the Learning Curve: It’s okay to not know everything at first. You’re at the beginning of a journey filled with growth, and while the learning curve may feel steep, embrace it as a chance to expand your skills and broaden your perspectives.”
Build Your Support Network
She stresses the importance of connections: “Build a Support System: Invest in building a strong network of mentors, peers, and friends. Surround yourself with people who believe in your potential, offer guidance, and challenge you to grow. Don’t hesitate to ask for help or feedback—it’s one of the most valuable tools for progress.”
Choose Resilience Over Perfection
Aakansha also offers an empowering perspective: “Resilience Over Perfection: Success doesn’t come from being perfect. What matters is how you handle challenges, learn from them, and keep moving forward. Leadership isn’t about flawlessness; it’s about how you rise after setbacks and inspire growth in others.”
Stay True to Yourself
Jen Roberts, Chief Marketing Officer, adds advice about staying authentic in professional environments: “Try not to compare yourself to others or adopt behaviours of other peers that appear more confident than you. I always try to be myself at work and resist the urge to copy behaviours people would typically stereotype as ‘male qualities’. You don’t have to be the loudest, most direct or pushiest in the room to get ahead. You’ll do better when people realise you are your authentic, hard-working self.”
International Women’s Day 2025: What’s Next for Onclusive?
As we observe International Women’s Day 2025, we’re proud to announce the launch of “Women of Onclusive”, our new spotlight program for 2025. Over the next 12 months, we’ll be driving initiatives focused on improving the working experience for female colleagues across all Onclusive markets. We’ll showcase the talents of women across our business and support causes for women outside the company, helping to make a difference in the communities we operate in.
The journey to gender equality requires collective effort. Studies estimate it will take 67 years to close the gender gap in Europe, 95 years in North America, and 189 years in East Asia and the Pacific. The gender pay gap stands at 20% globally according to figures from the International Labour Organisation, and women continue to bear the majority of childcare responsibilities.
As part of our commitment to accelerating action, we’ll be working on several key initiatives:
- Internally gathering pay gap data across all markets
- Launching a mentoring program
- Holding quarterly discussion sessions with our LEAN IN women-focused ERG
- Highlighting career progression pathway opportunities
We’re also celebrating International Women’s Day across our offices and digital channels through a wide range of activities, including a virtual seminar with an inspiring female speaker, IWD Bingo, and in-office celebrations. Look out for more of what we’ve been up to on our LinkedIn pages in the lead up to March 8!
This International Women’s Day, let’s ask ourselves: What action will you take to accelerate gender equality? Change happens when we step up, speak out, and support one another. Let’s keep the momentum going. #AccelerateAction #IWD2025