How we can Accelerate Action to tackle gender equality

PhD candidate Louise O'Sullivan reflects on this year’s International Women’s Day theme: 'Accelerate Action'.

What does the International Women’s Day 2025 theme "Accelerate Action" mean to you?

Growing up, I never really understood the gender gap. In my family, men and women were treated equally - everyone pulled their weight, everyone’s opinion mattered, and I never once felt like there were things I couldn’t do because I was a girl. So, for a long time, I genuinely thought the whole gender inequality thing was exaggerated.

Then I entered the corporate world. And, very quickly, I realised - it’s very real. It’s not always as obvious as outright discrimination, but it’s there in the assumptions people make, in the way confidence is perceived differently in men and women, in the unspoken rules about who gets the big opportunities. The thing is, if you don’t think the gender gap exists, it’s probably because you haven’t experienced it yet, or you’ve been lucky enough to be in environments where it’s not as pronounced. But for so many women, it’s a daily reality.

That’s why Accelerate Action matters. It’s not about fighting just for the sake of it; it’s about making sure opportunities, respect, and recognition aren’t tied to gender. It’s about bringing awareness to those who haven’t seen it first-hand and making sure those who have don’t have to just “accept it” as part of their career journey.

Change happens when we acknowledge what still needs fixing and commit, both individually and collectively - to doing something about it.

Can you share an example of a time when you took action to drive change or overcome a challenge in your career or studies?

I’ve spent my career in worlds where women are often the minority: finance, tax, and academia. As I mentioned, I know I’m one of the lucky ones. I grew up not realising there was a difference between men and women in terms of opportunity.

In my family, I always had a voice, and having strong male influences throughout my life, I never felt I was treated any differently. So, without even realising it, I carried that mindset forward into my career, assuming I belonged in every room I walked into. But that, in itself, has been an experience.

My presence alone can intimidate people who aren’t used to women like me. Women who don’t hesitate to speak up, push back, or own their space. Instead of dealing with the usual barriers, I sometimes have to deal with comments instead.

Maybe, I don’t fit the stereotype of the “strong woman.” I’m direct, yes, but I’m also very friendly and humorous—two traits people don’t always expect. A strong woman is often seen as serious, even cold, and that’s very much not me. That contrast confuses people. They don’t always know how to take me, which in itself can be a challenge. Assumptions are made before I’ve even opened my mouth.

But I’d rather people be a little thrown off at first than ever feel like I have to change who I am to fit a mould that was never built for me in the first place.

So, what’s my approach? Show up, be excellent at what I do, and remind people that you can be knowledgeable, strong, kind, funny…. and still be a woman!

In what ways do you believe the business world can accelerate action towards achieving gender parity and inclusivity?

Businesses have made progress, but real change isn’t just about introducing policies, it’s about shifting mindsets. Policies can create opportunity, but unless people truly believe in the value of diversity, those policies won’t lead to meaningful progress. There are still many people who don’t see inequality or assume it doesn’t exist, and that in itself is a barrier.

Achieving gender parity isn’t just about qualifications or ticking a diversity box - it’s about recognising that diverse teams perform better. Women bring different perspectives, challenge groupthink, and approach problems in ways that complement how men think and operate. That’s not just a “nice to have” - it’s a strategic advantage.

Businesses need to move away from the idea that hiring for diversity is a concession and start seeing it for what it is: a way to drive innovation, improve decision-making, and ultimately, make organisations stronger.

Real progress happens when gender diversity isn’t seen as an obligation but as an opportunity—one that benefits everyone.

Do you intend to leverage your PhD to promote gender parity? If so, how?

Yes, maybe not in the way people expect, but definitely. Beyond the academic side, I plan to use my PhD as a way to inspire and support younger women, particularly those who might not see a clear path for themselves.

People assume that to do a PhD, you must come from an academic background, but that wasn’t my experience. I built my confidence over time, and I want to show other women that they can do the same. I plan to actively mentor women who are navigating their careers, share my experiences through media, writing, and public speaking.

Most importantly, I want to push the message that confidence isn’t something you either have or don’t - it’s something you build. And while structural changes are important, women also need to take ownership of their own growth, challenge themselves, and step into opportunities even before they feel “ready.”

What’s your advice to any young women reading this?

Women wait until they meet 100% of the job criteria before they apply and then still hesitate. Stop that. Be bold, back yourself, and take the risk. And if you ever feel like you’re not “supposed” to be in a certain room, remember this: we all have that doubt so keep pushing.

Remember as you rise, make sure you’re bringing other women up with you. Support isn’t just about mentorship in a formal sense, it’s about advocating for other women when they’re not in the room, amplifying their ideas when they get overlooked, and reminding each other that success isn’t a competition.

There’s enough space at the table for all of us, and the more women we help get there, the more we change the culture. And if you see another woman struggling with confidence, remind her what she’s capable of - because we all need that push sometimes.