How to make lasting change this International Women’s Day

Every International Women’s Day (IWD), the cycle repeats – companies roll out marketing campaigns, governments release polished statements and social media floods with hashtags about ‘empowering women’. But for all the feel-good rhetoric, systemic barriers that affect women’s access to education, leadership, fair pay and even personal safety remain.

This year, the United Nations is calling for action across three key areas: advancing women’s and girls’ rights, promoting gender equality and fostering empowerment. But words alone won’t move the needle. Real progress requires bold, often uncomfortable action.

And three female leaders – children’s book author Olubunmi Aboderin-Talabi, Founder of Akada Children’s Book Festival (ACBF); Debby Carreau, Founder and CEO of Inspired HR; and Janine Grainger, Co-Founder and CEO of Easy Crypto – aren’t just waiting for change. They’re making it happen.

The fight for women’s and girls’ rights

For Aboderin-Talabi, advancing female rights is personal. As the founder of Nigeria’s first and largest book festival dedicated exclusively to children, she’s seen how access to books can change a child’s future. But before she could empower others, Aboderin-Talabi had to fight for her own place.

Early in her career, as the Managing Director of a Nigerian newspaper, she was often the only woman in the building – and the youngest.

"Nigeria is quite patriarchal and ageist," she tells The CEO Magazine. "It was a hurdle to overcome, but I did get them to accept that I, this young woman, was their boss. And I learned ways to earn their respect, and they also earned mine."

Growing up in England and in the United States posed yet another problem.

"My accent was different from the local one, so I had to quickly learn to speak like them to be heard, understood and received," she recalls.

Now, through ACBF, she’s creating opportunities for female authors.

"The majority of Nigerian authors who write for children are women," she points out. "So the festival helps with literacy, improves access to books, raises awareness and builds a platform to support female authors who don’t have deals with traditional publishers."

By connecting them directly with readers, ACBF provides economic opportunities and amplifies diverse voices. But her motivation has never been about recognition. Instead, it’s simply about doing what needs to be done – even when the road is twice as hard.

"If I can help, I will," she says. "I don’t feel like I’m wearing a cape and doing something heroic. I’m just doing what I can do."

Dismantling the system

For Carreau, the conversation around gender equality is about fixing a system that continues to hold women back.

"We need women in our corporations, we need them running our countries," she says. "But we still have a long way to go."

One of the biggest challenges, she shares, is overcoming unconscious bias in leadership and promotions.

"Men are promoted based on potential, while women are only given opportunities when they’ve already proven they can do the job – often at another company," Carreau explains.

"Men put their hands up and say, ‘Promote me’ while women work hard and just hope someone notices."

Carreau is also quick to note the harm that hybrid working arrangements can cause for women.

"When given the choice, women – because of family obligations – are more likely to stay at home. But if you’re not in the office, you don’t get the promotions, the mentorship or the recognition. That’s a huge problem," she says.

She’s seen these biases play out firsthand. Her career started in hospitality, where she became a General Manager – and the only woman at the table, often two decades younger than her peers.

"I kept wondering, ‘Where are all the women?’" Carreau recalls.

The key to breaking this cycle, she confirms, isn’t mentorship though; it’s sponsorship.

"Mentorship is great, but it shouldn’t be the reason you succeed," she says. "Women need sponsors – people who advocate for them in rooms they’re not in. Research shows that people are more likely to listen when someone else champions your abilities, rather than you promoting yourself."

This whole notion gave rise to her becoming an author and penning her first title, The Mentor Myth, which explains that while a mentor’s counsel can be invaluable, it’s not the silver bullet it’s often made out to be.

Power through confidence

Grainger knows firsthand that waiting for permission doesn’t work, especially in male-dominated industries.

"Crypto thrives on challenging the status quo, yet it still mirrors many of the traditional biases of finance and tech," she confirms. "I’ve had to work harder to prove myself, and I wasn’t always taken as seriously as my male counterparts."

So instead of waiting for a seat at the table, she built her own. And the greatest lesson learned from this, she says, is to own your expertise and take control.

"Confidence plays a key role. Back yourself. Know your stuff, own your expertise and don’t wait for permission to lead. Surround yourself with strong allies – women and men – who support your success."

At Easy Crypto, Grainger is working to ensure that women are shaping the future of finance.

"Crypto is about decentralization – breaking down barriers and giving people more control over their financial future," she says. "If we truly believe in that mission, we need more women in leadership, more women building and more women investing.

"The future of finance should be for everyone."

Taking action

IWD has its place, but it can’t just be a day of symbolic gestures.

"It’s a reminder to keep pushing boundaries, opening doors and making sure women are part of every conversation," Grainger says.

For Aboderin-Talabi, it’s about taking the next step, no matter how small.

"Sometimes what you do turns out to be a blessing for others. It can provide opportunity and create real impact. One step at a time, do what you can. It makes a difference," she advises.

And for Carreau, it’s about acknowledging progress, not ignoring the gaps.

"We need to keep eliminating unconscious bias, so we can fully use the strengths of everyone in the workplace," she says.

IWD can’t just be a day, it has to be a mindset. One where companies don’t just make statements but implement policies. Where leaders don’t just mentor, they sponsor. And where women don’t just wait, they take. Because empowerment doesn’t come from a hashtag; it comes from action.