International Women's Day

1.Introduction

The day has evolved into one of the most important observances for raising awareness of issues that women face, from gender-based violence and workplace discrimination to economic inequality and lack of political representation.

Historically rooted in the early 20th-century labor and suffrage movements, International Women’s Day symbolizes both progress and the continued fight for equality. Established officially in 1910, IWD originated from socialist movements and labor protests advocating for better working conditions and voting rights for women. Since then, it has grown to encompass a broad spectrum of gender-related issues, expanding beyond labor rights to address societal norms, family structures, and personal autonomy. Each year, the celebration centers around themes that bring attention to the contemporary barriers women encounter, sparking a global dialogue on the need for systemic change.

In the United States, IWD has become increasingly recognized, reflecting a heightened focus on diversity, equality, and inclusion (DEI) in various sectors of American society. For corporations and communities, IWD provides an opportunity to foster awareness, educate on gender equality, and implement DEI strategies that go beyond token observances. For Americans, regardless of gender, participating in IWD holds significant importance. It is a reminder of the progress that has been made, the challenges that persist, and the collective role society plays in creating a more inclusive and equitable future.

This article explores the history, impact, and ongoing importance of International Women's Day, particularly within the American context. It will delve into why IWD resonates with a wide spectrum of the American populace, its alignment with DEI principles, and how Corporate America can contribute meaningfully to its goals. By understanding and honoring IWD, individuals and organizations can take informed steps toward a more inclusive and balanced society.

Historical Context and Evolution of International Women's Day

Origins and Early Advocacy (Early 20th Century)

The inception of International Women's Day is commonly traced back to the early 1900s, a time of significant social upheaval and labor unrest across industrialized nations. It was against this backdrop that women’s rights movements began gaining momentum, particularly in the United States and Europe. Women, who were largely marginalized in both private and public spheres, began rallying for fair wages, reasonable working hours, and better labor conditions, as well as for the right to vote.

One of the first key events leading up to the formalization of IWD was a 1908 march in New York City, where 15,000 women took to the streets demanding shorter work hours, better pay, and the right to vote. This event marked one of the most visible protests advocating for women’s labor rights, sparking similar movements in other parts of the world.

In 1910, at the second International Socialist Women's Conference held in Copenhagen, Danish activist Clara Zetkin proposed the establishment of a designated day for women’s rights advocacy. Her proposal was received enthusiastically by the nearly 100 women from 17 countries who attended the conference, and the notion of a “Women's Day” began to take shape. The first official International Women’s Day was observed in 1911 in Austria, Denmark, Germany, and Switzerland, where over a million people participated in rallies and demonstrations.

Globalization and United Nations Recognition (20th Century)

During the early to mid-20th century, International Women's Day gradually spread beyond its European and North American origins. By the 1970s, IWD had gained recognition as a powerful day of advocacy and awareness, due in part to the growth of the feminist movement in the West, which tackled issues such as reproductive rights, workplace discrimination, and legal rights.

In 1977, the United Nations officially recognized International Women's Day and began celebrating it each year, marking a turning point in its global significance. The UN’s adoption of IWD provided a platform for discussing gender equality at an international level, embedding it within the framework of human rights and economic development.

Since its UN adoption, International Women’s Day themes have been assigned annually, each focusing on contemporary issues facing women globally. Themes like "Think Equal, Build Smart, Innovate for Change" (2019) and "Choose to Challenge" (2021) aim to address evolving societal challenges, encouraging governments, corporations, and individuals to support initiatives that empower women.

Key Moments in the American Context

While IWD initially had socialist and labor-oriented origins, its influence grew within the United States throughout the 20th century, paralleling key milestones in women’s rights. During the 1960s and 1970s, American society witnessed a surge in feminist activism, as women demanded reproductive rights, equal pay, and the end of workplace discrimination. The National Organization for Women (NOW), founded in 1966, played a vital role in mobilizing support for gender equality and pushing for legal reforms that addressed discrimination.

The Equal Rights Amendment (ERA) in 1972, while never ratified, became a rallying point for American feminists, reflecting IWD's spirit by challenging the status quo and advocating for legal equality. Through the ERA and other legislative initiatives like Title IX and the Women’s Educational Equality Act, women in the U.S. saw gradual progress in rights and representation. These legislative advancements aligned with IWD’s goals, creating a fertile environment for greater awareness and participation in IWD events.

By the 1980s and 1990s, IWD had become a notable event on the American calendar, with communities and organizations marking the day to promote women’s achievements and discuss ongoing challenges. Campaigns addressing issues like domestic violence, reproductive rights, and workplace harassment gained traction, underscoring the persistent gaps in equality and the necessity of movements like IWD.

Importance of International Women’s Day for All Americans

Cultural Relevance and National Impact

International Women’s Day is not just a celebration of women’s achievements but a culturally significant event that holds value for all Americans. IWD reminds Americans of the progress made in gender equality, as well as the work that remains in eliminating gender-based disparities. The observance of IWD has grown in the U.S., evolving from a niche event to a mainstream celebration marked by rallies, discussions, and corporate initiatives.

For American society, which prides itself on values of freedom and justice, supporting gender equality aligns with the nation’s core principles. When men, women, and non-binary individuals unite to support gender parity, they contribute to a collective understanding that equality is essential to a just society. This unity is vital, especially in a nation that has faced its share of historical injustices based on gender, race, and socioeconomic status.

Corporate America's Relationship with International Women's Day

Rise of Corporate Recognition and DEI Initiatives

Over the last few decades, Corporate America has increasingly recognized the importance of International Women’s Day as an opportunity to promote values of diversity, equality, and inclusion within the workplace. From Fortune 500 companies to small businesses, many corporations now leverage IWD as a focal point to highlight gender equality issues, showcase their support for female employees, and launch new DEI initiatives. This corporate involvement reflects a broader trend in which businesses acknowledge that promoting gender equality isn’t just a moral imperative but also a strategic advantage.

The rise of corporate social responsibility (CSR) has further fueled this trend. Companies are under growing pressure from consumers, stakeholders, and employees to demonstrate a commitment to ethical practices, including gender equality. A 2020 study by McKinsey & Company found that companies with higher gender diversity, especially in leadership roles, are more likely to outperform their competitors. This data underscores the fact that gender equality contributes positively to business outcomes, as diverse teams are more innovative and adaptive to change.

As a result, companies have increasingly embraced IWD by launching social media campaigns, hosting panels on women’s issues, and conducting workshops on topics like unconscious bias and allyship. However, for these efforts to be meaningful, they must go beyond a single day of celebration. True commitment to gender equality in the workplace requires continuous engagement, measurable goals, and accountability.

Case Studies: How Major Corporations Engage with IWD

Several major corporations have set exemplary standards in their celebration of International Women’s Day, often integrating IWD into a broader commitment to gender equality and DEI. For instance, Google uses IWD as an opportunity to honor women innovators, activists, and leaders through its Google Doodle, spotlighting the achievements of women worldwide. Beyond the digital recognition, Google invests in gender diversity through initiatives such as Women Techmakers, which provides visibility, resources, and community support for women in tech.

Similarly, Procter & Gamble (P&G) has made gender equality a core part of its brand identity. P&G’s IWD campaigns focus on breaking stereotypes through commercials, storytelling, and partnerships with nonprofits. The company has implemented policies to support women within its workforce, such as parental leave and mentorship programs aimed at elevating women into leadership positions. These IWD efforts, alongside sustained DEI initiatives, demonstrate a genuine commitment to creating an inclusive workplace.

Salesforce also provides a noteworthy example. During IWD, the company hosts panel discussions featuring women leaders from various fields, exploring themes such as women’s empowerment and the impact of allyship. Salesforce's IWD celebrations are bolstered by year-round DEI programs, including their Equality Group, which is dedicated to promoting diversity and inclusion across the organization.

These companies illustrate how IWD can be used as a launchpad for more comprehensive and ongoing DEI strategies. By embedding IWD within a larger framework of gender equality initiatives, corporations not only demonstrate their commitment but also foster a workplace culture where female employees feel supported and valued.

Benefits for Corporations in Honoring IWD

For companies, observing IWD offers numerous benefits that extend beyond enhancing public image. Internally, IWD celebrations can contribute to improved employee morale, as workers see their employer’s dedication to supporting gender equality. A Gallup study reveals that employees who feel recognized are more engaged and productive, leading to increased job satisfaction and loyalty.

Additionally, organizations that actively support IWD can attract top talent, particularly as job seekers increasingly prioritize companies with strong DEI values. Younger generations, including Millennials and Gen Z, are especially likely to value diversity in the workplace, and research shows that gender-diverse teams perform better and are more innovative. This alignment between corporate values and employee expectations creates a more dynamic, innovative work environment.

Externally, IWD observance positions companies as leaders in social responsibility, appealing to consumers who prefer to support businesses that reflect their values. In an era where corporate transparency is a priority, demonstrating a commitment to gender equality helps to strengthen consumer trust and loyalty, fostering long-term brand success.

Risks and Pitfalls: Avoiding Performative Actions

While celebrating IWD offers many benefits, companies must be wary of potential pitfalls. Superficial or “performative” actions—such as empty social media posts or token gestures—can damage a company’s reputation if consumers and employees perceive them as insincere. In the era of social media, where consumers are quick to call out inauthenticity, performative actions can backfire, casting doubt on a company’s commitment to genuine DEI practices.

An example of performative IWD engagement might include highlighting female leadership without addressing the barriers that women in lower roles still face within the company. Additionally, consumers and employees may view token gestures, like themed merchandise or IWD-only discounts, as insufficient. To avoid these pitfalls, companies should pair IWD celebrations with concrete actions, such as implementing policies to support pay equality, mentoring programs for women, and active measures to improve the representation of women in leadership roles.

Best Practices for Genuine Corporate Engagement with IWD

To meaningfully engage with IWD, companies can adopt several best practices:

1. Involve Women’s Voices: Ensure that women are at the forefront of planning and executing IWD events. This can be achieved by creating a committee or panel comprising female employees to share insights and suggest ways to celebrate IWD that resonate with their experiences.
2. Set Measurable Goals: Establish specific DEI targets related to gender equality, such as increasing the representation of women in leadership roles or closing the gender pay gap. Publicly committing to these goals demonstrates a company’s accountability and dedication.
3. Offer DEI Training: Use IWD as an opportunity to educate employees on gender-related issues. Host workshops on topics like unconscious bias, allyship, and inclusive leadership to foster a culture of respect and understanding.
4. Amplify Women’s Stories: Highlight the achievements and contributions of female employees and leaders within the company. Sharing personal stories humanizes the conversation on gender equality and reinforces the value of diverse perspectives.
5. Implement Policies Supporting Women: Beyond symbolic recognition, companies should implement concrete policies that support women, such as flexible work arrangements, parental leave, and career development programs.

By approaching IWD with authenticity and intentionality, companies can foster a more inclusive culture and support meaningful progress toward gender equality.