Ahh, International Women’s Day. The sea of cupcakes, inspiring speeches and the LinkedIn posts about how far we’ve come… and then, the day after, reality sets in.

For a lot of women, it feels like the real workplace progress on gender equity is moving at a snail’s pace, if at all. Sound familiar? Maybe your company says they care about gender equity, but the diversity at the C-level doesn’t indicate this. Or it may feel like promotions still seem to land in the laps more often than not of your male colleagues, no matter how hard you work.

If you’ve ever thought “this is exhausting, what am I supposed to do about it?!” You’re not alone. And that’s exactly why I sat down with Ashley McGrath, Executive Officer of CEOs for Gender Equity, to chat about practical ways to push for change at work (without losing your mind).

Here is her top advice on where to start if you want accelerate change inside your workplace, but aren’t sure where to start: 

Start with Awareness - Because often Leaders are less aware than we think

One of the biggest problems? Many leaders think their workplace is further ahead on gender equity than it actually is.

Ashley shared that when she presents CEOs with actual workplace data, like the Workplace Gender Equality Agency’s Data Explorer, they’re often shocked to see how wide the gaps really are.

So, if your boss insists “we’re doing fine,” bring data. Numbers make it harder for them to brush the issue under the rug. 

The ‘Pink Washing’ Problem

Ever noticed how some companies LOVE putting up posters about gender equity but don’t actually then… do anything? That’s called pink washing.

Ashley and I talked about how important it is to call this out - constructively, of course. If your workplace loves talking about gender equity but you can’t see what actual policies, practices or initatives are in place to support progress (like paid and flexible parental leave, transparent pay reporting, sponsorship programs to close the leadership gap for women etc), then that may be an orange flag.

One way to tackle this? Ask your leadership team DEI, or HR team, “It’s great that we are talking more about the importance of gender equity, however are you able to talk me through what practical initiatives we currently have in place to support a more gender equitable workplace? Where might I read and understand more about them?”  It subtly nudges them to think beyond the surface-level stuff. And, if there is nothing in place, this presents a great opportunity to suggest that you’d like to put forward some suggestions on how to move forward. 

When It’s Time to Stay vs. Time to Walk

What if you’ve tried to push for change? Spoken up, presented data, shared real world stories happening in the org, engaged leadership, but you keep hitting a brick wall? Is it time to pack up and leave?

Ashley says it depends. Ask yourself:
✅ Has my workplace made ANY progress in the last year or two?
 ✅ Are leaders open to conversations, even if change is slow?
 ✅ Do I have the energy to keep pushing for this?

If the answers are yes, it might be worth sticking around to advocate for change. But if leadership refuses to engage and you’re feeling drained, know that it’s okay to walk away. Your wellbeing is worth more than a fight that’s going nowhere.

Find the Person with ‘The Juice’

Sometimes, the key to kick-starting change isn’t the CEO, it’s the person with influence. You know, that person everyone listens to, even if they’re not technically in charge, or hierarchically senior.

I often call this “finding the person with the juice.” If leadership is dragging their feet, try chatting with someone who has sway in the organisation. If they back your ideas, you’ll get much further than trying to go it alone.

Small Moves, Big Impact

A lot of companies try to tackle gender equity in one giant initiative… and then it flops. Ashley’s advice? Start small and keep evolving. 

Rather than launching multiple huge initiatives and programs all at once that then fizzle out, she suggests workplaces pick one thing, do it well, then move to the next.

The same goes for individuals. Not every act of advocacy has to be a massive move. Doing small things like:

  • Making sure women’s voices get heard in meetings
  • Encouraging female colleagues to go for leadership roles
  • Asking about career progression and mentoring opportunities

…all add up to bigger cultural shifts over time.

Final Thought: Keep Pushing, But Protect Your Energy

Gender equity is a long game. And although there are many organisations doing incredible work, there are others moving at a slower pace, or not at all.

Ashley’s biggest takeaway? A multi-pronged approach to change is the way forward. Change needs to happen at a systemic level, but whilst we are fighting that fight, be sure to look after yourself too.  Keep advocating, but don’t let it drain you. And if your workplace just won’t change? There are plenty of organisations that will value you.

Want all of Ashley’s incredible insights? Listen to the full episode here!