Resisting the Mainstream – A Reflection about International Women’s Day 2025

Posted on March 7, 2025 by Angie Weinberger

I’m sitting on the train to Dijon and listen to conversation of two young ladies next to me. They have this funny Gen Z speak where every second sentence is English and the rest is in pure Basel Düütsch. Their conversation seems emotionally deep as if they had known each other since childhood but I assume that they haven’t really known each other that long. It’s just that this generation has a different approach to relationships. On a superficial level I don’t feel different from them. They like adidas too. I almost have the same top as the girl on the window. Hers is turquoise, mine is light blue.

They are on their phones. Same brand as mine and they like to eat snacks out of plastic containers (not really my preference). What I find sad when I look at them is that even though the probably had the best material outlook on life, they are born into times that seem bleak on the outset. The real-world data might say otherwise, but this year LinkedIn has been quiet about International Women’s Day (IWD).

International Women’s Day was never a huge thing for me (unlike many women who grew up in the East of Germany or Eastern Europe where it was always celebrated) but in the last few years as I learned more about gender diversity and started to engage more in DEIB training and coaching leaders to be more inclusive I enjoyed the sisterhood, the male support and the general positive spirit around IWD. (Because unlike many of you I am not a mom so I don’t get to celebrate the fact that I am woman that often…) x This year’s motto is #AccelerateAction. I wish it was #DontGiveUpNow.

Being a Woman in the Real World

In my corporate career being a woman was not really an advantage. I often think about whether I could have been more successful as a man. As an entrepreneur I wonder if anyone will ever take me seriously and address me correctly, not assuming that the Managing Director is male by default.

And to make matters worse I have been binging on “Mad Man” and while many gender-related topics have been improved since 1963 I very often feel that unlike cigarette smoking and excessive drinking in the office, the situation of women has not moved that much since the early 2000’s when I was a young HR professional in the glamorous towers of Deutsche Bank in Frankfurt.

And I am not even sure if I want to blame the geopolitical situation for the backlash against DEIB. But first stories emerge online that we definitely are going back in the data when it comes to gender parity, equal pay and matters that are relevant to working in the corporate world as a female (or transgender) person.

The Backlash

The backlash against Diversity, Equity, Inclusion and Belonging (DEIB) did not start in January. It started a while back and in my view, not for the right reasons. The reasons for having these programs are not only relevant in the United States (an argument against DEIB and intercultural competence development we heard a lot in the early 2000).

“In the corporate world, DEI programs aimed at addressing systemic barriers that have historically disadvantaged marginalized groups are facing growing resistance, with backlash becoming increasingly visible in workplaces and in public discourse.” (quoted from https://theconversation.com/understanding-the-backlash-against-corporate-dei-and-how-to-move-forward-246117)

“Our research explores these tensions. We find that while social identity threat — the discomfort people feel when their identity is challenged — can lead to backlash, it can also present an unexpected opportunity for learning and growth. Understanding this dynamic offers a path forward for organizations struggling to balance DEI efforts with employee buy-in.”

“A 2022 global Gartner survey of DEI leaders indicated that one of the top challenges they face (according to 23%) is addressing employees who resist DEI-focused change efforts. This data resonates with 2021 Gartner research of 3,516 employees, which found that 42% of employees resented their organizations’ DEI efforts, 42% viewed those efforts as divisive, and 44% agreed that a growing number of their colleagues felt alienated by DEI efforts.” https://www.sap.com/suisse/insights/viewpoints/why-dei-backlash-exists.html

“Amid the rising right-wing pressure, US workers in November viewed DEI more negatively than they did the prior year: While 52% said focusing on increasing DEI was mainly a good thing, 21% said it was a bad thing – a 5 percentage point increase from 2023 – a Pew Research Center survey found. Still, 52% of employed US adults said in 2023 they had DEI trainings or meetings at work, and 33% said they had a designated staff member who promotes DEI, a Pew survey that year found.” https://edition.cnn.com/2025/01/22/us/dei-diversity-equity-inclusion-explained/index.html

However, I also see a deeper issue in the real world and that is an issue we also faced in Global Mobility: If programs are run by HR departments (despite the good intentions but without the commitment of the senior executive team and especially the CEO, they are doomed to fail. HR has never been in a position where they drive change.

They can facilitate change processes and support culture change initiatives but they need the buy in of senior management and like at Mattel (see my post on Barbie) in my observation most senior management boards in Europe (and certainly in Switzerland) are still mainly run by white men. So, if these white men are convinced that diversity, equity, inclusion and belonging are important to secure our future workforce and ideally if they are fathers of Gen Alpha or Gen Z daughters, they will want to be the change.

“La Résistance”

We shall continue to resist the urge to cave in right now and work in our circle of influence, on social media and with our students and staff to be more inclusive. I, therefore want to encourage all of you today to continue on your path.

Younger generations need role models. They must see us on stage, on construction sites, and on computers developing apps and programming machines. They need to visit us in research and on panels.
We must voice our concerns, address micro-aggressions, point out “mansplaining,” and build support groups for each other.
We must continue to close the gender pay gap and pension systems that are disadvantageous for women who raise children or take care of the elderly.
We must support female entrepreneurs and help women earn an income, especially when there are financial dependencies that lead to other dependencies.
We must involve allies in the process and keep an open conversation and also approach inclusion with a growth mindset. (For example, if someone approaches you with concerns about your privilege, try to see the learning opportunity, rahter than blocking the idea.)
We must continue to challenge our own privilege, bias and culturally-driven views of the world.

Let’s move forward in our circle of influence and start with Global Mobility. If I haven’t invited you yet I would like to personally invite you to my talk on Monday, 10 MARCH at 4 PM at the EXPATISE ACADEMY ONLINE WORKSHOP

“Filling the Talent Gap through Global Mobility Coaching”

Are you struggling to bridge the talent gap in your organization while navigating the complexities of international hiring? Join us for an insightful webinar where we uncover the power of Global Mobility Coaching as a game-changing solution.

Date: 10 March 2025

Time: 4 PM to 5 PM CET (Amsterdam, Berlin, Paris, Zurich)

Host: Inge Nitsche, CEO of Expatise Academy

Speaker: Angie Weinberger, Founder of Global People Transitions Ltd.

What You’ll Learn

In this online live workshop, we’ll explore:

The Four-C Model of Global Mobility

Breaking down Compliance, Cost, Career, and Care as pillars of successful global mobility strategies.

Proven Strategies to Address the Talent Gap

Practical insights to help your organization stay competitive in the global talent market.

The Psychological Business Case for International Hiring

Understand the human side of global mobility and its impact on organizational success.

What Is Digital Global Mobility Coaching?

Discover how digital tools and coaching can transform the experience for international hires and transferees.

Adding the Global Mobility Coach:

Learn how to integrate career coaching as a value-add for your expats, international hires and transfers, setting your organization apart.

Who Should Attend?

This session is perfect for L&D Managers, HR Managers, Global Mobility Managers, Talent Acquisition Managers, and anyone invested in creating a seamless and supportive experience for international employees. This talk is certainly also helpful for expat coaches and intercultural trainers. Also, if you are a student in any field related to Global Mobility, you should join us.

SIGN UP HERE: https://events.teams.microsoft.com/event/c843472f-450b-4e4f-89ef-040b7d54f2d5@c92afc94-b8fd-4565-b857-8bb2cc0e217d

Switzerland

To help women advance in Switzerland, consider the following strategies:

Support Organizations: Engage with organizations like Advance, a leading business association committed to gender equality in Switzerland. They offer programs, workshops, and networking opportunities for women in the workforce.
Promote Best Practices: Explore best practices to advance gender equality in Swiss business. Accessing these cases can provide valuable insights.
Encourage Male Involvement: Recognize that advancing women in the workplace must involve men. Emphasize collaboration and inclusivity to address the gender gap in management positions.
Empower Through Networking: Support platforms like Women in Digital Switzerland, offering networking, career discussions, and expert-led sessions for women empowerment.

International Women’s Day Events and Activities

International Women’s Day Events in Zurich: Currently, there are no specific events listed for International Women’s Day 2025 on the provided links. It’s advisable to regularly check these websites as the date approaches for updates on events and activities.

American Women’s Club of Zurich (AWCZ):

The AWCZ hosts various events throughout the year. While their upcoming events page doesn’t currently list specific activities for March 2025, it’s recommended to monitor their upcoming events page for updates.

NewInZurich.com:

This platform provides information on events and happenings in Zurich. As of now, there are no specific listings for International Women’s Day 2025. Keep an eye on their What’s On section for future announcements.

ETH Zurich International Women’s Day Events:

ETH Zurich has previously organized events to commemorate International Women’s Day. Details for 2025 events are not yet available. It’s advisable to check their events and news page closer to the date.

ADVANCE Women’s Network:

ADVANCE is a leading business association for gender equality in Switzerland. Access to their resources and event information requires a login. Members can log in here to view upcoming events.

Zurich International Women’s Association (ZIWA):

ZIWA offers a variety of activities and interest groups for women in Zurich. While specific events for March 2025 aren’t listed yet, you can explore their offerings on their homepage.

UN Women – International Women’s Day 2024 Theme:

The theme for International Women’s Day 2024 was “Invest in women: Accelerate progress.” Information on the 2025 theme has not been released yet. For updates, visit the UN Women announcements page.

Women’s International Networking (WIN) Conference:

The WIN Conference is a global leadership initiative for women. The 2024 conference took place in Rome in October. Details for the 2025 conference will likely be announced on their official website.

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