Helping create more equitable, fair and inclusive workforces to drive business growth and competitive advantage.

Our mission is to create a future where businesses embrace gender equity as both a moral imperative and a  competitive advantage. 

 We advocate for workplace policies that recognize the unique health journeys and life stages of women and cultures that “walk the talk”: on supporting, advancing and retaining high-value talent. 

Creating a female-shaped space in the workplace is not only morally correct but also a proven catalyst for increased productivity and profitability.

Join us in championing a more inclusive, supportive, and prosperous future for every business.

WiW Summit - London 2023

The one-day WIW Summit took place in London, September 2023 and gathered together divergent perspectives, case studies and cross-industry thinkers to constructively explore how businesses can attract and retain female employees throughout important life stages. 

WiW Summit - New York 2023

A second WIW Summit took place in New York, November 2023. The day was filled  with compelling information, case studies, statistics and personal stories to encourage and empower all of the business executives in the audience to take action.  It was inspiring to see leaders from all different industries come together in support of women in the workplace.  And the evidence is very clear that what is good for women is good for business.  

Women in Work Round Table - Davos 2024

The Women in Work Breakfast Round Table in Davos 2024 was a fabulous convergence of minds and strategies aimed at fostering empowerment and equity. The Event was a dynamic exchange of ideas and a collective commitment to driving tangible progress in various spheres.

Unveiling the economic opportunity: A trillion-dollar potential

Mariella Frostrup brought attention to a staggering potential - a $1 trillion opportunity to close the women's health gap. The implications of such a goal extend beyond economic gains, promising improved lives and strengthened economies.

 Points for progress

A framework for tangible progress was discussed and we can’t wait to take stock of that progress same time, same place, next year:

  • Lead with financials and data to show the opportunity.

  • Share your policies so we can learn from one another.  

  • Measure impact, not workload, to allow for flexible working.

  • Bring men to the table to make work work for all.

  • Be mindful of intersectionality so we advocate for all, when we advocate for one.

  • Greater equity in financial planning.

A heartfelt thank you goes to CNBC Universal for their invitation to bring the mission to Davos and of course to Mount Sinai for their continued support. 

Join an ever-growing list of organisations who recognise the urgent need to work towards a cultural shift in gender equity in the workplace to drive business growth.

Why do we need to do this?

  • At a macro level, potential economic gains across the OECD from an increase in women in employment amount to a gross domestic product (GDP) increase of more than US$6 trillion per year. (PwC, 2022)

  • At a micro level, companies with senior-level diversity and particularly intersectionality also do better. McKinsey research shows companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the bottom, while companies with more than 30% female executives were more likely to outperform companies that don't.

    Diverse companies also earn 2.5 x higher cash flow per employee and inclusive teams are up to 35% more productive.

  • Women leaders are leaving at the fastest rate for 10 years (McKinsey, 2022). Women in tech, especially, could see drop-out rates of up to 70% (Accenture)

Where do we start?

  • At a macro level, potential economic gains across the OECD from an increase in women in employment amount to a gross domestic product (GDP) increase of more than US$6 trillion per year. (PwC, 2022)

  • At a micro level, companies with senior-level diversity and particularly intersectionality also do better. McKinsey research shows companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the bottom, while companies with more than 30% female executives were more likely to outperform companies that don't.

    Diverse companies also earn 2.5 x higher cash flow per employee and inclusive teams are up to 35% more productive.

  • Women leaders are leaving at the fastest rate for 10 years (McKinsey, 2022). Women in tech, especially, could see drop-out rates of up to 70% (Accenture)

A note on inclusivity:  We are aware that many of the health issues explored by WIW do not only impact cis women. Whilst cis-women may be in the majority, trans-men, non-binary people and anyone who menstruates can be impacted by these topics. WiW is dedicated to being as inclusive as possible and our programmes and support network are available to anyone affected - regardless of their gender identity.

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