This article is taken from the Spring 2025 issue of

Think Global People magazine

View your copy of the Spring 2025 issue of Think Global People magazine.

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In a world where diversity, equity, and inclusion can solve talent shortages, de-risk organisations and help companies innovative, experts and thought leaders are calling for a shift away from statistical targets towards a focus on genuine workplace inclusion. On International Women’s Day, Think Global People and Relocate Global brought a variety of educators, leaders, global mobility experts and innovators from across the world together in London to help rethink an approach to inclusion where every voice is not only heard but valued.Over the past six years, Think Global Women has drawn a variety of experts from the United States to Bermuda, Europe, the Middle East and Ukraine, united by the belief that supporting women and girls in the workplace and educational institutions is pivotal to a thriving society. Fiona Murchie, founder, publisher and Managing Editor of Relocate Global magazine, set the tone for the day by championing the potential in every individual and emphasising that by embracing diverse talent, we can overcome the talent shortages and challenges posed by technology and conflict. In her passionate address, Fiona reminded us that inclusion is not just a Human Resources policy—it is the lifeblood of innovation and progress.“I'm thrilled to be here today celebrating International Women's Day, and I am delighted to welcome a range of people from countries around the world, including the US and Bermuda, who have come to join us,” Fiona said. “Let's support women and girls to flourish in the workplace and their schools and get the best possible education they can. There is so much talk about diversity, equity and inclusion, but really the important thing is inclusion. There are talent shortages around the world, so by working together and including women in the workforce and giving young girls the opportunity to grow to be confident and as talented as they possibly can be, we can support women and girls in international careers.”

Identify and nurture leaders who advocate for a culture of inclusion

Mark Freed, the event’s keynote speaker, spoke about the importance of re-examining our approach to Diversity, Equity and Inclusion (DE&I) and the changes in society that have taken place over the last 70 years. He suggested that the conversation around gender discourse and society’s stereotypes needed to be reframed to free both men and women from the limitations that were holding them back. He challenged the current trend to introduce diversity initiatives without tackling the embedded culture of an organisation and suggested that progress had slowed down because while women had changed, many men were still bound by damaging male stereotypes and behaviours. He emphasised that progress in gender equality required society to dismantle entrenched male stereotypes and rethink the notion of “male allyship.” Mark argued that true inclusion, with companies training “inclusion champions”, would enable everyone to thrive.“This will enable all of us to live in a freer world where there is more opportunity and more choice,” he said. “The key takeaway is to think about inclusion. Rather than alienate people and cause gender conflict let’s think about our behaviours and how we can become more inclusive.”

Embrace difficult discussions as opportunities for growth and systemic change

Speaker Sarah Rozenthuler underscored the power of difficult conversations. She noted that nearly 70 per cent of managers shy away from these challenging discussions, missing opportunities for transformational change. Whether it is negotiating a pay rise or providing constructive feedback, Sarah made a compelling case for the courage and preparation required to turn difficult dialogues into catalysts for growth. Her insights were a reminder that confidence in conversation is a key driver for elevating women into leadership roles.“When we do develop that confidence, it makes a real difference to our leadership and to our progression, because leaning in, whether it is asking for a pay rise or a promotion or giving somebody some challenging feedback, can open a new door and create a new opportunity for women leaders,” she said.Sue Shortland, speaking on equity in the workplace, brought attention to the persistent issue of horizontal segregation—where women are funnelled into lower-level roles, stunting their ascent to senior positions. By focusing on a level playing field, Shortland argued, employers can empower women to break through the proverbial glass ceiling, fostering not only individual success but a richer, more innovative corporate culture.“The challenges that women face include being channelled into female occupations that pay lower wages, and women don't rise up the hierarchy,” she said. “By looking at equity, we can look at how employers can help to create a level playing field for women.”Panellists Pam Mundy and Angela L. Fubler further enriched the conversation by highlighting the importance of nurturing female talent from an early age.Pam Mundy, Executive Director at Pam Mundy Associates, spoke about working in perceived difficult geographical locations. She emphasised that when young girls are provided with quality education and robust support systems, the ripple effect can transform entire industries.“I don't think we're focusing closely enough on young girls, young women and the education of women from very early age, and particularly in terms of early childhood teachers too,” she explained. “If we get it right with very young girls, and boys too, we're going to get right in a big way.”Angela Fubler, meanwhile, urged educators to reframe gender discussions, ensuring that children are celebrated for their unique identities rather than constrained by stereotypes.“Taking this into an education setting, it is about thinking about our young people first, and then creating a greater awareness with our teachers around how we are introducing topics, or how we are referring to our young people and to our students, so that they learn almost organically to hear things differently and respond differently to these gender stereotypes,” she said.

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Read related articles

• Taking action to accelerate change and initiate difficult conversations: a masterclass on inclusivity and communication skills
• Think Global women: key issues affecting women’s employment
• Celebrating the female superpower

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The importance of integrating diverse perspectives

Elaine Hery, Founder and Managing Partner of Eres Relocation Services, based in Barcelona, and a panellist for Think Women who spoke about women in leadership and cultural understanding, stressed the value of integrating men's perspectives with women’s experiences.“Getting men and women together and talking about it is really where the solution lies,” she said, urging companies to designate a conscious inclusion champion. Unlike traditional reliance on HR alone, this approach empowers every member of an organisation to become an active participant in shaping a culture where every opinion is valued.Irina Yakimenko, owner of Intermark Relocation, said a key takeaway from the event was the notion that diversity of viewpoints enriches conversations. She recalled how listening to innovative ideas—especially from figures like Mark and Sarah—underlined the importance of not being isolated in our struggles.“We cannot be a minority on our own,” she noted, emphasising that when men join the conversation, awareness of the challenges they too face grows. Such discussions not only foster empathy but also encourage a proactive stance on addressing biases head-on.“It is important to have these difficult conversations, and they don't have to be difficult if you look at the potential benefits that they could bring and the resources that you have,” she said.Kim Bradley-Cole, Senior lecturer University of Winchester, argued that we should challenge stereotypes early by promoting individual expression and critical thinking in our young people.Young people, often moulded by pre-existing narratives, can either be limited by or rise above these constraints, she said. By nurturing individual expression and challenging traditional scripts, leaders can equip emerging adults with the confidence to defy labels and embrace their unique contribution.“We can encourage young people to see themselves as individuals, to not label themselves, and to value their own footprint and their own unique contribution,” she said. “That is the greatest service that we can do to help young people move and thrive in the world of work.”

How to foster a coaching culture at work

Paul Williamson, Group Head of Talent Development ATG Entertainment UK, spoke about the importance of organisations moving from command-and-control leadership to a collaborative, curiosity-driven approach, and how an emerging leaders programme at ATG had encouraged and nurtured fresh talent from across the business.Through initiatives that encourage emerging leaders to present on subjects they are passionate about, Paul explained how organisations can cultivate an environment where diverse ideas flourish, and speak lead authentically, leading to innovation and deeper inclusion.“We shouldn't be making assumptions, particularly around gender,” he said. “Our  leadership development programmes at ATG, one of which is for emerging leaders, takes a mixture of people from all over our business, men and women at the earliest stages of their leadership journey. One of the first things we ask them to do is to do a presentation on something they're passionate about. It doesn't have to be work related at all.“That gives people the opportunity to talk really authentically from deep inside themselves, and what we've learned from that is that by exercising those muscles, you can start to experience, physiologically as well as psychologically, what it means to be yourself.“Then we take them on a two year journey, and by the end of it, we invite them to present to an invited audience of family, friends, also senior leaders in the business. And that's has a tremendous impact on the culture of our organisation.“It's not like trying to create a sausage factory where you're churning out identical leaders with the same beliefs from the same background. We're in a business that relies on innovation and creativity, so what we're trying to do is to create more of a coaching and learning culture where leaders ask questions and are curious of what their team has to offer, because ten people's ideas and perspectives are better than one,” he said.The vibrant exchange of ideas at Think Women’s celebration of International Women’s Day demonstrated that true progress in workplace culture does not solely rest on numbers or quotas, but on continuous, honest conversations and practical strategies that empower everyone.“It was a wonderful occasion in the beautiful surroundings of the Institute of Directors to celebrate the wealth of female talent, make new contacts and catch up with friends and colleagues, and take away actionable insights that we can pass on at our workplace to increase the message that inclusion is good for people and good for business,” Fiona Murchie said.

Key takeaways from Think Women

• Embrace genuine inclusion: Move beyond metrics and targets to cultivate an authentic culture of belonging and ensure all voices are heard
  • Challenge stereotypes: Actively question outdated gender norms in leadership and the workplace and encourage young people to think critically about their own role and choices
  • Engage in difficult conversations: Prepare for and initiate challenging discussions to drive real change and build relationships using the resources you have
  • Foster early talent development: Invest in education and mentorship programmes for young people to help them bring out their personal leadership skills and build a new model of inclusive leadership
  • Champion equity: Ensure that career advancement opportunities are accessible to all, creating a level playing field for future leaders, adding fresh ideas and innovation to organising and being able to recruit and retain the best talent

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80 Outstanding Global Women page

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