On today’s episode, I’m going to be talking about intersectionality and International Women’s Day and the theme “Each for Equal”. I’m going to share my thoughts on the theme and how we can all take action to equalise the playing field for women. 

If you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from. 

The International Women’s Day 2020 campaign theme is drawn from a notion of collective individualism. The thinking is that we are all parts of a whole, and our individual actions, conversations, behaviours and mindsets can have an impact on our larger society, and collectively we can make change happen. 

Collectively, we can help to create a gender-equal world, and we can all choose to be each for equal. 

So in this episode, I talk about how we can all create long-lasting change that addresses the gender pay-gap, inequity and poor structures at work that don’t support women’s well being and much more.

In today’s show, we talk about:

  • About International Women’s Day and this year’s theme, “Each for Equal”. [01:10]
  • Statistics about the gender pay gap in the UK. [02:10]
  • Why workplaces need to think about women from all walks of life when they create initiatives, policies and projects to improve work environments. [07:39]
  • Some ways in which workplaces can help improve women’s wellbeing. [08:38]
  • What workplaces can do to reduce blind spots in relation to policies, practices and projects. [12:20]

Resources for Intersectionality and International Women’s Day

Post your #IWD2020 message on social media with your “hands out” equal pose for a strong call-to-action for others to support #EachforEqual also. 

Quotes

  • Women still tend to be the primary carers and are socialised to put others first.
  • Sexual abuse is also more likely to affect women’s mental health.
  • A lot of women come to work to escape from domestic violence.
  • Extensive discussion about childcare is not matched with an extensive discussion about elderly care.
  • I do believe in treating people well and equitably by creating accessible and easy ways for people to participate
  • In April 2019, the median hourly pay for full-time employees was 8.9% less for women than for men, while the median hourly pay for part-time employees was 3.1% higher for women than for men.
  • The median pay for all employees was 17.3% less for women than for men in April 2019.
  • The part-time pay gap has generally remained small and negative, with women earning more than men on average. This is simply not good enough, in 2020.

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So why not find out more about how I can help you and your workplace wellbeing plans by booking a free 30-minute call with me here: https://calendly.com/leylao 

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If you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from. 

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Remember to tune in to next week’s episode, where I’ll bring you more insights into mental health and inclusion.