As the world marks International Women’s Day 2026, under the theme “Rights. Justice. Action.”, 25 leaders from business, advocacy and global institutions share what still needs to change to achieve gender equality.
From access to justice and leadership representation to workplace culture, funding and inclusion, their perspectives highlight a shared reality: meaningful progress on gender equality will require sustained action across organisations, institutions and communities.
Their insights also reinforce a key argument explored in Fair Play Talks’ recent analysis of why workplaces are central to the fight for gender equality.
JUSTICE & GLOBAL PROGRESS
This year’s theme – “Rights. Justice. Action.” – places access to justice at the centre of the global agenda, particularly as policymakers gather for the 70th session of the Commission on the Status of Women.
As, Sima Bahous, Executive Director of UN Women, points out:
“Where access to justice is a reality, women and girls thrive. And where women and girls thrive, so do whole economies and their societies.”
“There is no pushback stronger than our collective efforts, no regression more powerful than our movement’s momentum.”
“CSW70 is for all women and girls who have been denied justice. Justice is what turns rights into reality.”
RESILIENCE & VISION
For many leaders, advancing gender equality also requires resilience and a clear sense of purpose. Quoting from a book co-authored with Fatima Whitbread MBE, Professor Fatima Zaman shares:
“Hold tight to your vision. When the world questions your worth or your ideas, your vision must become your anchor.”
Katy Hall, Global Head of Diversity, NES Fircroft, adds:
“I don’t argue for gender equality as theory; I live it – as a leader and as a parent raising two sons. The workplaces we build today will decide whether the next generation inherits narrow roles or limitless potential. In 2026, equality is the work that shapes tomorrow.”
WHY WORKPLACES MUST CHANGE
Across industries, leaders emphasise that gender equality is not simply a policy debate – it is shaped by everyday decisions inside organisations.
As Tony Jamous, Executive Chairman, Oyster, notes:
“Gender equality isn’t a diversity initiative. It’s a leadership maturity test. The moment power stops protecting itself and starts creating space, performance rises for everyone.”
Claire Bloor, Chief Executive Officer, Emerging Futures, says:
“Gender equality is not a ‘women’s issue’! It is not something to be wrapped in a pink bow and only shouted about on International Women’s Day. Look around your offices, your boardrooms. Ensure there are women, diverse women, in every decision-making space. And if fairness and equity aren’t sufficient drivers for allyship on this is, and they should be, then let the multiple of studies, like McKinsey, that businesses with better gender diversity outperform those that don’t. No bows or ‘empowerment’ needed!”
Claire Semple, Chief Talent & Inclusion Officer, Informa plc, agrees:
“We don’t need more advice on confidence, we need greater accountability for access. Sustaining and building on change happens through opening doors and keeping them open for everyone.”
Emma Kisby, Operating Partner at Haatch and NED, adds:
“If we want to achieve proper gender equality, we really need to make it a ‘we problem’ not a ‘she’ problem.”
LEADERSHIP & THE PIPELINE CHALLENGE
While representation in leadership has improved in recent years, several leaders warn that sustaining progress requires strengthening the pipeline of future female leaders.
As Jenny Garrett OBE, CEO, Jenny Garrett Global, points out:
“Yes, more women have made it into the boardroom, and that matters. But if we haven’t built the pipeline and succession behind them, the moment they leave, we’re back to square one. According to Grant Thornton, women’s representation in senior leadership has already fallen to 31%, down from 35% in 2024. That’s not progress, that’s a leak. GiveToGain only works if what we give is structural – investment in the next generation of women leaders, not just a seat at the table for a few.”
Dean Curtis, Chief Executive Officer, LexisNexis Risk Solutions, Data Services at RELX, emphasises:
“This isn’t about changing or fixing women this is about creating an environment where the best thrive irrespective of gender, race, creed or background. Progress has been made, but not fast enough to move the needle at the top level even in my daughters lifetime at current rates.”
Anthony A. Rose, Chairman and CEO, House of Rose Professional, adds:
“Increasingly gender balance is the superpower of the world’s most successful companies. Gender balanced led companies are growing revenue and profit faster and more consistently than non gender-balanced led companies. Better gender balance indicates better leadership, better business, and ultimately a better world. If you want to predict the long term success of a Company just look at how gender diverse its Board and leadership team are.”
THE ROLE OF LEADERSHIP & ALLYSHIP
Leaders across sectors stress that progress requires collective action and leadership accountability.
Suki Sandhu OBE, Founder & CEO, Audeliss and INvolve, says:
“International Women’s Day 2026 is an opportunity to celebrate the extraordinary impact women continue to have as leaders, innovators, and changemakers across the globe – while also acknowledging that the work for equality must continue. Allies must optimise their influence and platform to challenge systemic bias and open doors to ensure women’s talent, ambition, safety and rights are fully recognised. When we commit to building systems that genuinely support women to lead and thrive, we create a future that is fairer, stronger, and more inclusive for everyone.”
Lee Chambers, CEO, Male Allies UK, adds:
“Gender equality has never been a zero sum game. Everyone suffers when women continue to fall into gaps that shouldn’t exist. It’s only when we work together that those gaps close. That is why allyship matters, not just on IWD, but every day of the year.”
INCLUSION & INTERSECTIONALITY
Many leaders highlight that gender equality cannot be separated from other forms of inequality.
As Diane Lightfoot, CEO, Business Disability Forum, highlights:
“Managing one or more conditions alongside caring responsibilities and life stages, such as menopause, mean that many disabled women continue to face multiple barriers in the workplace. Flexible working must be seen as a vital part of recruitment and retention strategies and as a gender equality measure.”
Marie-Helene Tyack, Global Inclusion, Diversity & Belonging Manager at Allianz Commercial, says:
“True gender equality must embrace intersectionality. Our experience as women is so rich and multi layered. In particular, I believe that we should not forget to uplift the voices and experiences of lesbians to ensure a world where every identity is valued and empowered.”
Hira Ali, CEO, Advancing Your Potential, adds:
“This year’s UN Women theme: “Rights. Justice. Action. For ALL Women and Girls” feels particularly meaningful. Justice for all women matters because, in our pursuit of gender equality, we sometimes overlook the experiences of women whose lives, identities, or circumstances fall outside mainstream narratives. If we are serious about gender equality, we must speak for all women, not just some.”
OPPORTUNITY & ECONOMIC EMPOWERMENT
Access to opportunity and capital remains one of the biggest challenges facing women globally.
As Sophia Swire, Founder & CEO, GEDI, notes:
“Across emerging markets I have seen the same pattern again and again: when women build businesses, families, communities, entire economies become more resilient. Women-led businesses return more on capital and also exit faster. But too few are getting funded. The challenge is access to capital. Through GEDI, we are working to unlock investment for the next generation of women entrepreneurs building responsible technology companies across the Middle East and North Africa.
Ritika Wadhwa, CEO & Founder, Prabhaav Global, adds:
“Most women fail not because they lack skill, but because we dilute who we are to fit into a system that wasn’t designed for us to succeed in.”
JUSTICE & OPPORTUNITY
Beyond leadership and workplace representation, some leaders point to justice systems and social policy as critical – but often overlooked – barriers to gender equality.
As Dr Vanessa Vallely OBE, CEO, WeAreTheCity, highlights:
“Gender equality in 2026 is not a nice to have, it is an economic, social and moral imperative. We cannot keep talking about potential while women are still navigating bias, burnout and broken systems. The future is being built right now, in boardrooms, in code, in policy, in AI labs, and if women are not in those rooms shaping decisions, we are not building progress, we are repeating history.”
Lena Patel, Deputy CEO, Responsible Business Initiative for Justice, urges:
“Every woman deserves the chance to reach her full potential. Yet in the UK, many of those opportunities disappear the moment a woman has a criminal record. That’s not only a loss for them – it’s a loss for businesses and the economy as a whole. This International Women’s Day, I urge businesses that value gender equality to take a hard look at their teams, recruitment practices, and advancement opportunities to ensure they’re not overlooking justice-impacted female talent all around them. Responsible businesses know that women with records are capable, driven, and ready to contribute and lead”.
Yasmin Khan, CEO, Staying Put, shares:
“Equality isn’t about giving women a seat at the table. It’s about building tables where everyone belongs.”
Belinda Parmar OBE, CEO of The Empathy Business & NED, advises women to:
“Ask forgiveness, not permission.”
GIVE TO GAIN
The global #GiveToGain campaign highlights the importance of leaders actively creating opportunities for others.
As Caroline Frankum, Global CEO, Profiles Division, Kantar, reflects.
“This year’s International Women’s Day theme, “Give to Gain,” is a powerful, rallying call-to-action, reminding us that when we lift others, we all rise.
“As an industry-leading CEO for more than thirteen years, my journey has been marked by continual learning and profound growth. Every experience has reinforced a simple, yet profound truth: It’s what we give that makes a difference! Intentional giving – of time, mentorship, allyship, opportunity, and recognition – has enabled me to support emerging talent, uplift unheard voices, and challenge the barriers to equality. The rewards have been profound, both personally and professionally, fuelling innovation and driving growth that would otherwise have remained out of reach.
“So, here’s to the women who inspire, challenge, lead, and transform us – because true progress is only possible when gender equality is not just a goal, but a lived reality for everyone. And here’s to all of us choosing to give more generously, because what we gain is a better future for everyone!”
CELEBRATING PROGRESS & PUSHING FOR MORE
While challenges remain, many leaders emphasise the importance of recognising progress while continuing to push for change.
As Linda Riley, Founder of European Diversity Awards, British Diversity Awards, Employee Network Awards, Rainbow Honours and Lesbian Visibility Week, emphasises:
“International Women’s Day is a chance to celebrate the women who inspire us, lead change and challenge the status quo every single day. But it’s also a powerful reminder that equality doesn’t happen by accident – it happens when we speak up, stand together and keep pushing for progress.
Vivienne Artz, CEO, FTSE Women Leaders Review, believes that:
“The progress that has been made in transforming gender balance at the top of the UK’s biggest businesses has been truly inspirational.”
Sir Robin Budenberg, Chair, Lloyds Banking Group, adds:
“The FTSE Women Leaders Review has rallied organisations to act with purpose, transparency and commitment.” Read more here.
KEY GENDER EQUALITY TAKEAWAYS
Across sectors and regions, leaders highlighted several common themes:
- Justice and rights remain central to the global gender equality agenda.
- Workplaces play a critical role in shaping opportunity, leadership pipelines and pay equity.
- Representation alone is not enough – organisations must build sustainable leadership pipelines.
- Intersectionality matters, with disabled women, LGBTQ+ women and justice-impacted women facing additional barriers.
- Access to capital and opportunity remains uneven, particularly for women entrepreneurs.
- Allyship and collective action are essential to accelerating progress.
LOOKING AHEAD
Taken together, these perspectives highlight a shift in the gender equality conversation in 2026. While International Women’s Day continues to celebrate progress, leaders across sectors are increasingly focused on the structural changes required to sustain it, from workplace policies and leadership pipelines to access to capital and justice, as highlighted here.
The message is clear: achieving gender equality will depend not only on recognising inequality, but on building systems that actively dismantle it.
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