The Think Global Women’s event in celebration of International Women’s Day more than delivered on the theme for 2025 encouraging the best in everyone in the workplace and supporting women and girls in fulfilling their potential. Marianne Curphey outlines some of the key themes and takeaways we will build on over the coming months.
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n a world where diversity, equity, and inclusion can solve talent shortages, de-risk organisations and help companies innovative, experts and thought leaders are calling for a shift away from statistical
targets towards a focus on genuine workplace inclusion. On International Women’s Day, Think Global People
and Relocate Global brought a variety of educators, leaders, global mobility experts and innovators from across the world together in London to help rethink an approach to inclusion where every voice is not only heard but valued. Over the past six years, Think Global Women has
drawn a variety of experts from the United States to Bermuda, Europe, the Middle East and Ukraine, united by the belief that supporting women and girls in the workplace and educational institutions is pivotal to a thriving society. Fiona Murchie, founder, publisher and managing editor of Relocate Global magazine, set the tone for the day by championing the potential in every individual and emphasising that by embracing diverse talent, we can overcome the talent shortages and challenges posed by technology and conflict. In her passionate address, Fiona reminded us that inclusion is not just a Human Resources policy – it is the lifeblood of innovation and progress. “I’m thrilled to be here today celebrating International
Women’s Day, and I am delighted to welcome a range of people from countries around the world, including the US and Bermuda, who have come to join us,” Fiona said. “Let’s support women and girls to flourish in the workplace and their schools and get the best possible education they can. There is so much talk about diversity, equity and inclusion, but really the important thing is inclusion. There are talent shortages around the world, so by working together and including women in the workforce and giving young girls the opportunity to grow to be confident and as talented as they possibly can be, we can support women and girls in international careers.”
IDENTIFY & NURTURE LEADERS WHO ADVOCATE FOR A CULTURE OF INCLUSION Mark Freed, the event’s keynote speaker, spoke about the importance of re-examining our approach to Diversity, Equity and Inclusion (DE&I) and the changes in society that have taken place over the last 70 years. He suggested that the conversation around gender discourse and society’s stereotypes needed to be reframed to free both men and women from the limitations that were holding them back. He challenged the current trend to introduce diversity initiatives without tackling the embedded culture of an organisation and suggested that progress had slowed down because while women had changed, many men were still bound by damaging male stereotypes and behaviours. He emphasised that progress in gender equality required society to dismantle entrenched male stereotypes and rethink the notion of “male allyship.” Mark argued that true inclusion, with companies training “inclusion champions”, would enable everyone to thrive. “This will enable all of us to live in a freer world where
there is more opportunity and more choice,” he said. “The key takeaway is to think about inclusion. Rather than alienate people and cause gender conflict let’s think about our behaviours and how we can become more inclusive.”
EMBRACE DIFFICULT DISCUSSIONS AS OPPORTUNITIES FOR GROWTH & SYSTEMIC CHANGE Speaker Sarah Rozenthuler underscored the power of difficult conversations. She noted that nearly 70 per cent of managers shy away from these challenging discussions, missing opportunities for transformational change. Whether it is negotiating a pay rise or providing constructive feedback, Sarah made a compelling case for the courage and preparation required to turn difficult dialogues into catalysts for growth. Her insights were a reminder that confidence in conversation is a key driver for elevating women into leadership roles. “When we do develop that confidence, it makes a
real difference to our leadership and to our progression, because leaning in, whether it is asking for a pay rise or a promotion or giving somebody some challenging feedback, can open a new door and create a new opportunity for women leaders,” she said. Sue Shortland, speaking on equity in the workplace,
brought attention to the persistent issue of horizontal segregation – where women are funnelled into lower- level roles, stunting their ascent to senior positions. By focusing on a level playing field, Shortland argued, employers can empower women to break through the proverbial glass ceiling, fostering not only individual success but a richer, more innovative corporate culture.
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THINK GLOBAL PEOPLE THINK GLOBAL WOMEN
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