It’s International Women’s Day on 9 March, and a moment to take stock of progress while confronting the challenges that remain.

I believe that inclusivity isn’t an add-on to business strategy, it needs to be embedded at every level. Yet, as conversations around diversity evolve, so does the scrutiny. The backlash against DEI efforts in some sectors highlights the importance of ensuring that progress feels fair, transparent, and sustainable for everyone.

PwC’s 12th annual Women in Work Index reveals a stark reality - progress towards gender parity in the UK has faltered. The UK has dropped from 17th to 18th place among 33 OECD countries, a steep decline from 10th place in 2020. Key factors include high childcare costs - ranking fourth highest among OECD nations - forcing many women into part-time work, as well as a persistent gender pay gap that discourages full-time employment.

Further compounding the issue, findings from Pregnant Then Screwed show that up to 74,000 women lose their jobs annually in the UK due to pregnancy or maternity leave, a 37% increase since 2016. These figures highlight the pressing need for businesses to move beyond performative DEI measures and create lasting, systemic change.

At a gathering this week organised by the venture capital fund Two Magnolias, discussions revolved around female participation in investment and finance. While progress is being made, the barriers to women raising capital remain formidable. Research suggests that equalising capital flow to female founders could add an estimated £250 billion to the UK economy - yet access to funding remains disproportionately skewed in favour of male-led ventures.

A senior Barclays banker highlighted the shifting geopolitical landscape and how regulatory changes impact investment flows. She noted that while global uncertainty poses risks, it also creates opportunities - especially for women in leadership who can navigate change with resilience. Meanwhile, the executive chair of the UK British Angel Association, Jenny Tooth emphasised the urgent need for more female decision-makers in investment, from angel networks to pension funds.

However, in the wake of political and corporate pushback against DEI initiatives, particularly in the US, British businesses may be questioning whether to stay the course. The answer? DEI should never be treated as an isolated programme but rather as a fundamental part of an organisation’s success.

Ann Francke, CEO of the Chartered Management Institute, recently noted in The Times that the most effective DEI initiatives are those seamlessly integrated into leadership and business strategy. Companies that abandon DEI efforts risk losing talent, diminishing innovation, and ultimately harming long-term growth.

Here’s how PR and communication professionals can navigate this landscape:

1. Frame DEI as a business imperative. Data-driven narratives resonate. Use metrics to demonstrate how diverse teams drive profitability, innovation, and employee satisfaction.

2. Avoid sloganeering. Empty gestures or one-off campaigns won’t suffice. Instead, prioritise meaningful actions, such as revising recruitment policies, ensuring equal pay, and fostering mentorship programs.

3. Encourage inclusive leadership. Equip managers with the skills to have nuanced, individualized conversations that account for different perspectives. Leadership accountability is key to sustained cultural change.

4. Emphasise everyday inclusion. Big statements and themed celebration days are important, but daily workplace interactions matter more. Ensure that meetings, promotions, and decision-making processes are inclusive and equitable.

If gender equality in the workplace continues to improve at the pace observed between 2011 and 2023, the UK could see an additional £43.5 billion in GDP growth by 2030. However, this progress is not guaranteed - it requires sustained commitment.

For communications professionals, the role is clear: drive narratives that reinforce the value of inclusivity, challenge regressive policies, and create spaces where all voices are heard. International Women’s Week is not just a time for celebration - it’s a reminder of the work still to be done.

By embedding DEI into the fabric of business strategy and communicating its undeniable benefits, we can ensure that progress is not just maintained but accelerated.