This Women’s Day, don’t throw a party. Don’t hand out gifts. Don’t waste money on performative social media campaigns. Skip the flowers, too.
Instead, do something that actually matters.
Women—and all employees—deserve more than symbolic gestures. We need workplaces that see us as whole people, where work fits into life, not the other way around. Where well-being, career growth, and autonomy are valued just as much as productivity and shareholder returns. Where flexibility and inclusion aren’t just pandemic-era perks but fundamental principles of modern work.
If your organization is quietly rolling back Diversity, Equity, and Inclusion (DEI) commitments, tightening Return-To-Office (RTO) mandates, or undoing the very policies that made work more equitable, then no celebration will make up for it. Because if your actions don’t match your words, we won’t buy it.
Every year on Women’s Day, organizations take to social media, host panels, and issue statements about their commitment to women in the workplace. But as we celebrate Women’s Day in 2025, it’s time to ask: How meaningful are these gestures when, at the same time, companies are rolling back the very initiatives that finally made a difference in enabling full participation in the workforce for those who couldn’t thrive under the rigid structures of traditional workplaces—where success was often tied to fixed locations, long hours, and social norms that excluded women and other underrepresented groups?
The RTO Debate: Control or Productivity?
RTO mandates were the first clear example of corporate disconnect. Many companies insist that bringing employees back in person will improve productivity and collaboration. Yet, for many women—especially single mothers and caregivers—this isn’t just an inconvenience. It’s a direct barrier to staying in the workforce or fully maximizing their career potential while balancing family and caregiving demands.
Dr. Jasmine Escalera, career expert and workplace equity advocate, explained in our recent conversation on The Future of Less Work podcast that mandatory return-to-office mandates disproportionately impact those who relied on flexible work structures to balance caregiving responsibilities.
The pandemic opened up new work models, allowing employees more flexibility and control over their ability to stay productive while managing their personal responsibilities. Like any transformation, making remote and hybrid work successful requires adjustment. Companies need to learn how to manage productivity and build trust beyond physical co-location, while employees must develop strategies for setting boundaries, building networks, and fostering collaboration remotely.
Yet, companies are impatient and quick to prioritize control over flexibility. Research published in the Academy of Management highlights that while virtual work has the potential to advance gender equality by offering women greater flexibility, it also creates challenges such as reduced visibility and social exclusion, which can limit career progression.
This contradiction—celebrating women while simultaneously making it harder for them to thrive—exposes the hypocrisy of many corporate Women’s Day initiatives.
The DEI Reversal: Progress or Performative Measures?
DEI is another such example. Organizations have long positioned DEI as a pillar of modern workplaces, but as political and economic pressures mount, these commitments are beginning to unravel.
Dr. Escalera mapped the connection:
“We recently did a survey with MyPerfectResume where we found that 95% of employees we surveyed found DEI initiatives to be both helpful and increasing inclusivity.”
And yet, these are precisely the programs being cut.
At the same time, workplace stress and burnout are reaching crisis levels. Dr. Escalera points out that we are already facing a burnout and stress epidemic—RTO and DEI cutbacks only add fuel to the fire. With 88% of employees reporting burnout, according to research from MyPerfectResume, the pressure to address well-being has never been greater. Yet, instead of fostering supportive environments, many companies are reverting to rigid policies that disregard the realities employees face. The combination of return-to-office mandates and the rollback of DEI initiatives is only making matters worse, amplifying stress and disengagement in workplaces that claim to support their people.
The Cost of Corporate Hypocrisy
Companies cannot have it both ways. If they claim to support women, they must back it up with policies that reflect the realities of today’s workforce. That means offering real flexibility, investing in DEI beyond surface-level initiatives, and acknowledging that a workplace that works for women works better for everyone.
This Women’s Day, the real question isn’t whether companies should celebrate women in the workplace—it’s whether their actions match their words. The future of work will not be built on symbolic gestures. It will be built by organizations that recognize that supporting employees holistically isn’t just an ethical decision; it’s a business imperative.
When the actions don’t match the promises, I’ll leave you with Dr. Escalera’s words:
“I’m in control. I’m going to work with my company, I’m going to work with my manager, I’m going to see what my options are. And if it doesn’t work out, again, you are in control. You can then activate a job search or activate your network to see what else is out there.”
And so, my sisters, don’t settle for flowers from your employer on Women’s Day. Every day you go to work is a day of your life that you exchange—time, energy, and effort. Make sure that exchange is worth it. If your employer is not enabling you to live the life you want alongside your work, if they’re not creating a win-win environment, if you can’t bring your authentic self to the workplace, then don’t settle. Life is too short. Go find an employer who sees you for who you are and values what you bring. Don’t accept anything less.