Every year, International Women’s Day brings a surge of energy, powerful conversations, bold declarations, and renewed commitments to gender equality. But now that the hashtags have faded and the events have wrapped up, I find myself asking the same question: What happens next?
In my journey through the corporate and financial world, I have learned that climbing the ladder as a woman is not just about ambition or competence, it is about endurance. It is about walking into rooms where you are often the only woman and making sure you are heard. It is about proving…again and again…that your expertise is not an exception but the standard.
I have climbed this ladder in heels, sometimes gracefully, sometimes with blistered feet. And I can tell you, it has never been an easy one. For the young women and girls looking up, wondering if they, too, can rise, I want them to know: Yes, you can. But let’s also be honest, success should not have to come at the cost of exhaustion. Women should not have to fight twice as hard just to stand on equal ground.
Beyond IWD: The Reality Check
Laurel Thatcher Ulrich once said, “Well-behaved women seldom make history.” I have found this to be true. Women who have driven real change, whether in finance, politics, or business, did not wait for permission. They pushed past barriers, took up space, and challenged the status quo.
I’ve had moments in my career when the easy choice would have been to conform, to dim my light just enough to fit in. But I also learned early on that progress, real progress, requires more than just showing up. It requires women to take up space, to own their expertise, and to push back against systems that weren’t designed with us in mind.
But let’s be clear: women shouldn’t have to be extraordinary just to be seen as enough and for all the inspiring stories we celebrated on IWD, the reality remains: Progress is fragile.
Women in leadership are still scrutinized more than their male counterparts. A man who is assertive is called decisive; a woman who does the same is often labelled difficult. A man takes a risk, and he’s seen as bold; a woman does the same, and it’s called reckless.
We see this pattern everywhere. But here’s the truth: Women are not asking for favours. We are asking for fair ground, where leadership is measured by impact, not outdated stereotypes. Where opportunities are based on talent, not gender.
If we are truly committed to change, then the real work begins after IWD. It must show up in policies, leadership structures, and everyday workplace culture. What does that look like?
- From mentorship to sponsorship – Women don’t just need guidance; they need decision-makers who will actively advocate for them in the rooms where key decisions happen.
- From inclusion to influence – It’s not enough to give women a seat at the table; they must have the power to shape the conversation.
- From flexibility to transformation – The focus must shift from “accommodating” women to redesigning corporate structures that allow all talent to thrive.
Walking the Talk
At Orbit Financial Services Limited, we are not just innovating in finance; we are innovating in leadership. Because financial inclusion isn’t just about access to capital—it’s about access to opportunities. When women thrive in business, entire economies benefit.
Carl Jung once said, “Who looks outside, dreams, who looks inside, awakes.” For every woman pushing forward in her career, my message is this: Look within. Recognize your power. The climb may be steep, but you are not alone.
And to the leaders in positions of influence, our work is not done. The real challenge isn’t just climbing the ladder in heels, it’s making sure the ladder itself is built for everyone to climb.
So, now that IWD is over, what comes next? That’s the question we should all be answering.
