International Women's Day, celebrated annually on March 8th, is a global event dedicated to honouring the social, economic, cultural, and political achievements of women. It also serves as a call to action for accelerating gender parity across the world. Recognised worldwide, this day encourages individuals, communities, and organisations to reflect on the progress made towards gender equality and to highlight the work still needed to create a more inclusive society. Each year, International Women's Day carries a theme that inspires action and promotes awareness of women's rights and issues globally. The theme this year is ‘Accelerate Action’: To focus on the importance of taking swift and decisive steps to achieve gender equality. It calls for increased momentum and urgency in addressing the systemic barriers and biases that women face, both in personal and professional spheres.
International Women’s Day 2025 is a call to Accelerate Action. At the current rate of progress, gender parity won’t be achieved until 2158- that’s five generations away. This simply isn’t good enough.
While strides have been made, the barriers that hold women back remain deeply ingrained in both our personal and professional lives. It’s time to move beyond conversations and push for real, tangible change. This means addressing bias in hiring, tackling gender pay gaps, improving policies around parental leave, and rethinking how workplaces accommodate women’s unique challenges.
Despite women making up nearly half of the workforce, many of the challenges we face remain overlooked or underestimated. Unlike men, our careers are often impacted by life stages that are still not properly accounted for in workplace policies.
In this blog, I will be exploring some of the issues women deal with in the workplace, as well as my personal experiences with working as a solo mum, going through an IVF journey, and how these life events can affect your career. I’ll also discuss how we can push for change to ensure more equality and inclusion in the workplace.
Men’s careers often continue uninterrupted when they become fathers, yet for women, motherhood can completely alter the trajectory of a career. Maternity leave, childcare responsibilities, and outdated workplace structures mean many women return to work feeling sidelined, struggling to regain momentum, or choosing to leave the workforce altogether. This has to change.
As a business leader and a solo mum who navigated IVF to have both my children, I know first-hand how critical it is to have policies and a culture that support women through these transitions. Businesses must rethink maternity policies, not just offering time off, but also providing structured re-entry support and career progression plans that don’t stall just because a woman has had a child.
One of the most ignored aspects of women’s workplace experiences is how hormonal fluctuations impact energy, productivity, and mental health. The menstrual cycle can affect concentration, mood, and physical wellbeing, yet it’s rarely acknowledged in corporate settings.
Likewise, postnatal depression is often dismissed or misunderstood. Many new mothers return to work while battling exhaustion, anxiety, and depression- all while trying to prove they’re just as capable as before. How are we supporting these women?
Then there’s menopause. Many women at the peak of their careers face symptoms like brain fog, fatigue, and anxiety, yet they suffer in silence, afraid to speak up for fear of being seen as weak or incapable. Workplaces need to create open conversations, better policies, and real flexibility to support women at every stage of life.
When I was 25, I set up my business with a clear vision: I would dedicate my time to growing it and, by my mid-30s, consider starting a family. I set myself a structured timeframe and worked towards that goal, but the journey wasn’t as straightforward as I had initially imagined.
I knew early on that I would likely face fertility challenges due to endometriosis, which I had been diagnosed with at a young age. However, after undergoing further medical assessments, the reality was even more difficult than I had anticipated. That realisation pushed me to act sooner than planned. My brother (and business partner) played a crucial role in this decision, encouraging me not to wait and instead take control of my circumstances.
I recognise that not everyone has that same level of personal support, but it made me reflect on how much of a difference workplace support could make. Many individuals going through fertility treatment don’t involve their employers in the process, often out of fear or discomfort. But if organisations created a culture where open conversations about fertility were normalised, it would significantly ease the emotional and logistical burden of undergoing treatment while working.
My fertility journey to conceive my first child Ruby lasted 18 months. I went through eight unsuccessful attempts before finally receiving a ‘yes.’ Six rounds of intrauterine insemination (IUI) failed before I moved on to in vitro fertilisation (IVF). It was during my third round of IVF that I finally conceived. It was one of the hardest experiences I have ever been through, both mentally and emotionally.
As a business owner, I downplayed the emotional toll in front of my team and external clients. I worried about how my absence might affect client relationships, whether I would lose business during maternity leave, and the overall financial impact. For small business owners, any time away can have real revenue implications.
I often reflect on what it would have been like to go through this journey while working for someone else. Having experienced the number of medical appointments, the unpredictability of the process, and the immense emotional strain, I can’t imagine navigating it without workplace support. My experience has reinforced my commitment to ensuring that my own team has the flexibility and understanding they need should they face similar challenges.
One of the biggest financial considerations for any working parent is childcare. According to recent data, the average cost of full-time nursery care for a child under two in the UK is around £300 per week, equating to approximately £14,000 per year. For part-time care, the cost is around £148 per week. In London, these costs are even higher. While childminders can sometimes offer a slightly cheaper alternative, the overall expense of childcare remains a significant financial burden for many families, with estimates suggesting it can take up to a third of household income. (Source: Day Nurseries)
As a single parent running a business, these costs were a critical factor in my planning. The financial commitment to childcare is unavoidable, but it is also essential in enabling parents to continue their careers. I advise working parents, particularly those returning from maternity leave, to factor in these costs when considering their return-to-work strategy.
I also learned through experience that immediately returning to work as soon as your child starts nursery can be incredibly stressful. Illnesses are frequent in those early months, and constantly being called out of work to pick up a sick child can disrupt any sense of routine. Where possible, giving yourself a short adjustment period can make the transition smoother.
In theory, being a business owner meant I could take as much maternity leave as I wanted. In reality, I knew that my absence would have an impact on the business, particularly in terms of revenue.
2024 was a year of conflicting emotions for me. On one hand, I was incredibly happy and grateful to welcome my second child Bradley (also as a solo parent through IVF). On the other, I was acutely aware that I couldn’t give 100% to work, especially in the months leading up to and following the birth. I took four months of maternity leave, but I remained involved in the business, staying updated almost daily.
Returning to work came with its own challenges. Small details you don’t consider until you experience them, like how frequently a baby picks up illnesses in those early months, can massively disrupt plans. There were times when I had to step out of meetings or rearrange my schedule last minute, something that can be particularly difficult for working parents in fast-paced industries.
Balancing business leadership with parenthood is complex, and even more so as a single parent. However, I firmly believe that being a working parent shouldn’t mean having to sacrifice career ambitions. That being said, the reality is that there will be compromises.
For me, that compromise means that during the working week I have a couple of days where I do slightly shorter hours meaning I have a bit more time with them around teatime etc, a couple of days longer days so I don't see them as much on those days but similar to a lot of working parents you don't see them that much in the week so I ensure that weekends are solely for them. I’m comfortable with that balance because my hard work enables me to provide them with a certain quality of life, while also allowing me to do something I love as well.
For those in employment, I always advise assessing how family-friendly an organisation truly is. Look at the leadership team, how many senior positions are held by working parents? How flexible is the company when it comes to childcare needs? Understanding the culture of a business before making long-term career decisions is crucial.
It’s also important to recognise that leadership roles require a level of dedication and sacrifice. If you aspire to senior positions, you need to be prepared for the extra hours and responsibilities that come with them. This might mean logging on in the evenings or structuring your schedule creatively to ensure you can meet both professional and parental commitments.
I went into my second maternity leave thinking I’d be back at work after three to four months, in hindsight with Bradley being my last, maybe I would have liked slightly longer off but I decided on a phased return, so a couple of days a week for a couple of months then back to full time. This worked for me and is definitely something I would recommend to others.
Ultimately, every working parent must find their own balance. Parenthood is full of sacrifices, but with the right support, whether from a partner, employer, or personal network, it’s possible to build both a fulfilling career and a thriving family life.
If you’re a business leader reading this, take a moment to reflect:
It all comes down to understanding your team, being human, and leading with empathy.
Together, We Can Accelerate Action
Gender equality isn’t just a ‘women’s issue’- it’s a business issue, an economic issue, and a societal issue. Real change won’t happen unless we actively push for it.
This International Women’s Day, let’s do more than celebrate women. Let’s break down the barriers that hold them back. Let’s Accelerate Action and create workplaces where women don’t just survive - they thrive.
Learn more about Claire's journey in this article: The Bolton News
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