Stop Celebrating Women’s Day—More Importantly, Stop Participating!
Edition #007 Women's Day ??????
Welcome to Edition #007 of People Please! My goal with this newsletter is to help 100,000 professionals shift from "people pleasers" to culture-builders.
This edition is special to me, and if the title brought you here, I promise an honest perspective—one that many may not say aloud but quietly agree with.
Dive in, give it a read, and let me know your thoughts!
Every year, companies roll out the same pink-themed celebrations—flowers, cupcakes, and token gestures. But here’s the truth: these feel-good moments do nothing to break real barriers. Any meaningful initiative is only powerful when both parties are involved—the giver and the receiver, and Women’s Day celebrations often miss this balance. Companies host events while women passively receive appreciation—but where’s the real change?
For Company Leaders and HR Heads
It’s time to move beyond symbolic gestures. Instead of superficial celebrations, focus on systemic change—equal pay, career advancement programs, and safer workplaces. Use Women’s Day as a checkpoint to review policies, track gender equity goals, and engage women in shaping decisions that impact them.
As an HR leader, the first step you can take is to transform Women’s Day celebrations into a year-long initiative. Why? Because one day isn’t enough when the reality is this:
According to the World Economic Forum’s Global Gender Gap Report 2024, achieving full gender parity will take 134 years—five generations—until 2158. While progress is being made, the gaps remain stark:
Political Empowerment: Only 22.5% of the gap is closed, with women still underrepresented in top-level positions.
Economic Participation: Women hold just 31.7% of senior roles globally, despite labor-force participation recovering post-pandemic.
Social & Educational Barriers: Issues like caregiving responsibilities, lack of employment opportunities, and inadequate support systems continue to prevent women from fully participating in the workforce.
This data makes one thing clear: Token celebrations won’t close the gap—sustained action will.
Invest in Skill-Building and Financial Literacy
In India, it's common for women to take extended career breaks, often due to personal reasons such as marriage, childbirth, or caregiving responsibilities. These interruptions lead to skill gaps and challenges when re-entering the workforce, making re-skilling essential.
Impact of Career Breaks:
Skill Redundancy: Extended absences can result in outdated skills, especially in rapidly evolving industries.
Earning Potential: Career breaks can significantly affect earning trajectories. For instance, a study highlighted that such breaks could cost women up to 43% of their earning potential compared to continuous employment.
Re-skilling - Employer Initiatives:
Companies are increasingly recognising the value of diversity and are implementing programs to support women returning to work:
Return-ship Programs: These are structured programs that offer training, mentorship, and transitional support to women resuming their careers after a break.
CSR Projects for Women’s Up-skilling: Companies align their Corporate Social Responsibility (CSR) initiatives with women’s up-skilling programs. These projects not only fulfil CSR mandates but also create a talent pipeline by helping women regain relevant skills and re-enter the workforce—a win-win for both social impact and business growth.
Equipping women with the skills to re-enter professional roles and understand personal finance is essential to building a secure foundation. Long-term employer commitments to such programs are crucial, as they drive real, lasting impact.
Consider programs like Be Your Own Lakshmi (BYOL), Be.artsy’s financial literacy initiative, now a Harvard Business School case study.
This program support women to take charge of their finances, an essential step toward long-term financial independence and leadership readiness.
Corporates should prioritise offering such programs to equip women with the knowledge and confidence to make informed decisions.
Case Study: Mahindra Holidays
Another powerful example is the GrowHER program by Be.artsy, recently implemented for 400+ women at a leading BFSI client under their internal brand, EmpowHER.
Customised to meet the organisation's specific needs, this year-long program focuses on advancing women into leadership roles through structured skill-building in areas like Planning & Prioritising, Building Resilience, Pursuing Mentorship, and Handling Barriers—going far beyond token one-day celebrations.
It tackles the real challenges that prevent women from rising within organisations.
If your company is serious about gender equity, invest in continuous learning and leadership development—not just for a day, but all year round.
For Women Employees
Stop settling for shallow celebrations that overlook real issues. Your voice is powerful—demand mentorship, push for policy changes, and hold leadership accountable. Participating in feel-good events only reinforces the false notion that a single day of appreciation can make up for daily challenges. Refuse to be reduced to a once-a-year gesture—because it’s not about a day, it’s about your entire life.
Choose Yourself: Invest in Your Growth
Real progress comes from continuous learning. Advocate for and participate in programs that break social, economic, and educational barriers through skill-building, leadership development, and financial literacy.
You don’t have to wait for your organization to lead the way—take charge of your own growth. When you invest in yourself, the possibilities are limitless.
Start Here!
Join the hundreds of women already enrolled in Be Your Own Lakshmi (BYOL)—Be.artsy’s financial literacy program designed to empower women to make informed financial decisions and build a secure future.
Write to us at agharsh@be-artsy.com.
Here’s what BYOL participants had to say:
So, this year, say no to the pink fluff. Use your voice to drive real, lasting change—because equality isn’t a celebration; it’s a human right!
Will you stand for one day, or will you stand for yourself—forever?
Best | Shikha Mittal | Founder, Be.artsy
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Why Trust Me?
Over the past 15 years, I’ve collaborated with 450+ organisations across 41 industries, designing and delivering learning and developing programs impacting over 500,000 professionals through my enterprise, Be.artsy. which I founded in 2010 in Delhi, India.
From small beginnings to global impact, Be.artsy has been at the forefront of using artsy and innovative approaches to tackle workplace challenges and promote inclusion.
This is true women's empowerment—moving beyond token celebrations to genuine recognition. What we need is a year-long commitment to empowering women, not just a one-day event.
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