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 recognise 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 equitable, supportive, and prosperous future for every business.

WiW Summit - London 2024

Now in its second year, the one-day WIW Summit took place in London, September 2024 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 2024

The second US WIW Summit took place in New York, November 2024. 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 at Davos 2025

At Davos this year, women’s inclusion and equity took centre stage, driving key conversations across the summit.

The Goals Dinner, co-hosted by Women in Work, Project Everyone, and UN Women, set the tone for urgent action on gender equity in workplaces and economies.

💡 Key insights included:

McKinsey & Company highlighted that closing the gender gap could boost global GDP by $28 trillion.
Diane von Furstenberg spoke on the power of resilience and leadership.
Octopus Energy shared how gender equity drives business success, with over 50% female leadership and no gender pay gap.

The conversation also put a spotlight on women’s health, with Mount Sinai Health System presenting initiatives to reduce maternal mortality and chronic diseases. Menopause policieswere also in focus, highlighting the need for workplace support.

The takeaway? Collaboration is the key to real change.

Talk to us

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.