Why your IWD doesn’t need another morning tea
Is gender equality moving backwards? It’s time for real action.
International Women’s Day, (which falls on March 8), often sees businesses host morning teas or invite a woman to speak (unpaid!) about equality issues. But IWD wasn’t created for small talk around soggy sandwiches.
One of the themes for IWD 2025 is March Forward (UN Women Australia).
And let’s get real, a giant leap is needed in this crucial moment where it appears we’re going backwards on gender equality.
Wait! Are we really going backwards?
One of the most powerful CEOs in the world, Mark Zuckerberg, recently declared he wants corporations to bring back “masculine energy” (What the hell, right?).
Meanwhile, US President Donald Trump kicked off his second term by cutting all government diversity, equity and inclusion (DEI) programs and slashing trans and LGBTQ+ rights. DEI programs exist to create more equitable workplaces and eliminate discrimination (including gender based).
Make no mistake, while these are US examples, cuts are also being considered here in Australia. 43% of our young women (aged 16-24) reject outdated beliefs about gender roles, while only 20% of young men do. That means 80% of young Aussie men are still okay with the attitudes that fuel gender inequality, yikes!
Globally the landscape is also bleak, research from the UK in 2024 found that Gen Z men and boys, aged 16-29, have more regressive views on feminism than Baby Boomers.
What about the gender pay and super gaps?
The national gender pay gap in Australia, based on full-time average weekly earnings, is 12% (or about $238 per week). So, women need to work an additional 44 days a year to earn the same as men.
That number comes just from weekly earnings, but if you include superannuation, bonuses and overtime, the gender pay gap grows to 19%. We can infer from that women are less able to take on overtime paid work, possibly due to unpaid caring duties, and are less likely to be in positions where they’re earning big bonuses.
Of course, at Verve Super we have our eye on the super gap. In the age group close to retirement, women have an average of 25% less in their super than men.
Significantly, this is caused by super not being paid on parental leave. The government has only just mandated super be paid on parental leave from July 1 this year.
Right now, it’s more important than ever that we don’t let International Women’s Day pass us by. This is our chance to take stock of the important issues facing women and actually March Forward.
How can you make IWD count?
Download our free guide and organise an event that sparks change and bold conversations.
Learn how to:
Set an agenda that’s anything but basic
Challenge, don’t comfort
Turn your event into a movement
And more tips for every stage of your event planning.
A Note on Language:
You’ll notice in this article and in the International Women’s Day guide we use terms like 'men' and 'women,' while recognising that gender exists beyond the binary. Since 2021, Australian employers have been able to report on employees identifying as 'non-binary' through the Workplace Gender Equality Agency (WGEA). However, the current sample size remains small, limiting broader representation in data. Despite these limitations, we’re committed to advancing inclusive, safe, and representative practices in data collection to ensure all genders are acknowledged and supported, so you’ll see us continue to use inclusive language, policies and initiatives. Our goal at Verve Super is to create a culture where everyone, regardless of gender identity, feels seen, valued and empowered.
