International Women’s Day 2025 (8 March): “For ALL Women and Girls: Rights. Equality. Empowerment.”
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These are the key events of interest to the media for International Women’s Day 2025.
What: Launch of the Women’s Rights in Review 30 Years After Beijing report
When: 6 March, 00.00 a.m. (midnight) ET
Why: Ahead of the International Women’s Day on March 8, the Women’s Rights in Review 30 Years After Beijing report reveals urgent trends shaping the global state of women’s and girls’ rights, based on the submissions by 159 countries to the UN Secretary-General. The 30th anniversary of the Beijing Declaration and Platform for Action comes at a time of mounting global crises, from economic instability and the climate emergency to democratic erosion and backlash against gender equality. In a unique survey, UN Member States took stock of their progress on gender equality, with a significant portion reporting that backlash on gender equality is hampering their implementation of critical policies including those addressing gender-based violence.
Spokespeople available for interviews in English, French, Spanish and German:
To set-up an embargoed interview or received an embargoed copy of the report and media materials, please email: [ Click to reveal ]
What: Launch of the “Girl Goals: What has changed for girls? Adolescent girls’ rights over 30 years” joint report by UNICEF, UN Women and Plan International.
When: 6 March, 7 p.m. ET
Why: Despite significant achievements, millions of adolescent girls across the world today are still out of school, ill-equipped for the future, facing gaps in life-saving health services, and at risk of harmful practices such as child marriage, female genital mutilation, violence and abuse. The report reviews how adolescent girls’ lives have changed in the last 30 years since the adoption of the Beijing Declaration and Platform for Action.
Spokespeople available for interviews in English and Spanish:
To set-up an embargoed interview or received an embargoed copy of the report and media materials, please email: [ Click to reveal ]
Date: 7 March 2025
Time: 10 to 11.30 a.m. ET
Location: UN General Assembly Hall, New York
Selected key speakers and participants:
The event will be moderated by Sade Baderinwa, Anchor, ABC Eyewitness News. A defining moment of the event will be a special Broadway cast performance from the Tony Award-winning SUFFs the Musical on the suffragists’ battle for the right to vote.
Registration is mandatory if you wish to attend in person (register HERE before Friday, 28 February 2025) or you can follow the event on UN WebTV.
Interview opportunities
Please reach out to [ Click to reveal ] if you are interested in an interview with:
For media accreditation to attend events at UN premises, ensure you have prior authorization; details are available on our media page.
For more information on why Beijing+30 matters, check out our explainer and other editorial content.
To join the online conversation, check out our social media package.
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6 March, Report Launch: Women’s Rights in Review 30 Years After Beijing
6 March, Report Launch: “Girl Goals: What has changed for girls? Adolescent girls’ rights over 30 years
7 March, Official UN Commemoration event of the International Women’s Day
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Women’s rights then and now: “We should bring back hope.”
Women’s Rights Then and Now: “Know our collective history and move forward” – Rabéa Naciri
Child marriage survivor turned social rights activist to speak at International Women’s Day event
International Women’s Day is fast approaching, and Halton Women’s Place will be welcoming an inspiring global activist to highlight its local celebration.
Set to speak at the organization’s 14th annual IWD luncheon – set for Thursday, Mar. 6 at Holiday Inn Burlington (3063 South Service Rd.) – Dr. Samra Zafar will share her journey of escaping an abusive child marriage to pursue her freedom.
The author of A Good Wife: Escaping the Life I Never Chose, the psychiatrist and inclusion and wellness trailblazer has been recognized among Canada’s Top 100 Most Powerful Women.
Her upcoming release – Unconditional: Breaking Through Past Limits to Transform Your Future – combines her research and lived experience to share how she’s broken free of beliefs that held her back, and how readers can do likewise.
The HWP gathering runs from 10 a.m. to 1 p.m. and includes a hot buffet lunch and a vendor marketplace showcasing women-led businesses.
Click here for tickets or more information.
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Accelerating Action for Gender Equality
Organizations that commit and invest in gender equality are more connected to their markets, more resilient in times of change, and better equipped to drive innovation.
By Hollie Castro
For years, the conversation around gender equality in the workplace has been dominated by high-profile pledges, quotas, and trend-driven initiatives. While these efforts have drawn attention to the issue, they often fail to address the deeper, more sustainable work that leads to lasting change. Accelerating action for gender equality isn’t about hitting a prescribed number or following a corporate trend—it’s about fundamentally transforming the way businesses operate so they reflect the diverse world.
Beyond Quotas: Building Businesses That Reflect the World
Gender equality in leadership isn’t about filling seats with women just to check a box; it’s about ensuring that businesses look, feel, and act like the customers and employees they serve. Companies that embrace diverse perspectives don’t just foster fairness—they make smarter, more informed decisions. Studies consistently show that organizations with balanced leadership teams perform better financially, are more innovative, and are better positioned to navigate complex challenges. Diversity isn’t just an ethical stance; it’s a strategic advantage.
Moreover, businesses that fail to build inclusive teams risk losing relevance. Consumers and employees increasingly expect companies to reflect their values, and organizations that lag in diversity often struggle with retention, engagement, and brand perception. Rather than being seen as a compliance measure, gender diversity should be embraced as an essential ingredient for long-term success.
Action Over Optics: The Quiet Work of Change
Too often, companies launch flashy initiatives to showcase their commitment to gender balance, only for these efforts to fade as soon as the spotlight moves on. Real progress happens quietly—through everyday actions, shifts in hiring practices, mentorship programs, equitable pay structures, and inclusive policies that allow all employees to thrive. The real work isn’t about press releases or panel discussions; it’s about consistently making decisions that level the playing field.
For example, organizations can start by reassessing their recruitment and promotion practices. Are job descriptions and hiring criteria unintentionally biased? Are leadership roles designed to be accessible to a diverse range of candidates? Are mentorship and sponsorship opportunities equitably distributed? By making structural changes that enable more people to rise based on merit rather than background, companies can drive long-lasting change.
Another crucial shift is ensuring pay transparency and equity. Salary discrepancies persist across industries, and without deliberate effort, they will continue. Conducting regular pay audits, setting clear criteria for raises and bonuses, and fostering open conversations about compensation can help address disparities before they become entrenched.
Beyond policy changes, fostering a culture that supports gender balance is critical. Companies must actively challenge stereotypes and unconscious biases that exist within their teams. Training programs, leadership development initiatives, and safe spaces for dialogue can all contribute to a more inclusive workplace. These efforts should be ongoing, not just a one-time corporate training session.
Progress, Not Perfection
There is no one-size-fits-all solution to achieving gender equality. It’s a journey, not a destination. Businesses must be willing to make incremental changes, learn from their mistakes, and continuously refine their approach. Waiting for the perfect strategy or a grand announcement can stall momentum. Instead, focusing on tangible steps—such as ensuring fair promotion processes, amplifying diverse voices, and holding leadership accountable—creates a culture where gender balance is not an initiative but a natural outcome.
Progress is about continuous learning and adaptation. Companies should regularly solicit feedback from employees, track key metrics, and be willing to course-correct when needed. Rather than aiming for an unrealistic state of perfect balance, organizations should focus on sustained, measurable improvements over time.
The Future of Business Depends on It
The companies that will thrive in the future are those that recognize gender equality not as a social responsibility but as a business imperative. Organizations that reflect the world around them are more connected to their markets, more resilient in times of change, and better equipped to drive innovation.
Additionally, fostering gender equality enhances workplace culture and employee satisfaction. When employees see that opportunities are based on ability rather than background, engagement and productivity rise. Inclusive workplaces foster a sense of belonging, which in turn leads to higher retention rates and stronger team cohesion.
Accelerating action for gender equality isn’t about following a trend—it’s about future-proofing your business, fostering a culture of fairness, and creating opportunities for talent to rise based on merit, not gender. It’s about doing the work, making the shifts, and embracing progress over perfection. And in the end, that’s just good business.
By moving beyond quotas and superficial commitments, businesses can embed gender equality into their DNA. The real challenge is not making bold statements—it’s taking sustained, meaningful action. Those willing to do the work will not only build stronger organizations but also contribute to a more equitable and prosperous world for everyone.
Hollie Castro is the founder of HC Advice and former C-level HR executive at YETI, Miro, BMC Software, and Tailsman Energy.
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