In an inspiring panel discussion, thought leaders came together to share insights on how to create more inclusive, equitable workplaces.
The conversation focused on practical strategies, personal experiences, and the cultural shifts needed to support women’s advancement in the workplace. A major theme was the role of mentorship, leadership, and networking, with speakers emphasizing the need for transparency, bold actions, and support from both men and women to drive real change.
The Power of Networking and Connections
One of the key messages that emerged from the conversation was the importance of networking in advancing one’s career. Breanna Schaefer O’Reilly, Country Manager of Select HR, drawing from personal experience, said: “I should never need to cold call. You will always know somebody who knows somebody who can get you an introduction”.
This sentiment underscores how networking is often the hidden mechanism that propels individuals, particularly women, into new opportunities. The message was clear: for women in the workforce, it is crucial to build a network of mentors, allies, and colleagues who can provide opportunities, advice, and support throughout one’s career. This point was further highlighted when discussing leadership and culture building within companies. Mariana Florea, President of The Network mentioned how early in their career, they were able to leverage their network to connect with influential people: “You need to invest in your network and build lifelong connections, even if those connections start when you’re just a junior employee”.
Creating these connections ensures that women don’t have to navigate their careers alone, but instead, can rely on a strong network of support to elevate them.
“Next year, every job posting will include the salary range, which will allow you to know exactly where you stand”.
Breanna Schaefer O’Reilly, Country Manager of Select HR
Addressing Pay Transparency
A major milestone in the fight for gender equality in the workplace is pay transparency. The speakers discussed how upcoming legal changes will require companies to post salary ranges for every job position. This will significantly help women identify when they are underpaid compared to their male counterparts. As Select HR Country Manager emphasized: “Next year, every job posting will include the salary range, which will allow you to know exactly where you stand”.
In a world where pay disparities have historically been hidden, this shift promises greater accountability and empowerment for employees. As one speaker shared, upon joining a new team, they immediately noticed discrepancies in the salaries of male and female employees. “I went to my boss and said, ‘Why is this the case?'” This candid confrontation sparked a larger discussion about the need for equal pay for equal work.
Addressing pay disparities, however, is not just a matter of law, but one of leadership. Leaders must set the tone by making pay equity a priority, ensuring fair compensation for all employees regardless of gender.
The Role of Leadership in Creating Change
One of the standout points of the discussion was the critical role of leadership in creating an inclusive culture. Leadership isn’t just about making strategic decisions but also about shaping the values that permeate the organization. Hilko Hedden, HR Director EMEA at Sun Chemical pointed out that zero tolerance for harassment and bullying must be enforced by leadership. “We investigated a major compliance case last year involving a male leader bullying two women. The courage these women showed to speak up led to swift action under our zero tolerance policy”. This response set a clear standard within the organization that inappropriate behavior would not be tolerated.
Another key aspect of leadership discussed was the need to promote the right people based on
competency rather than gender. As one Omar Qaise, founder and CEO of OQ Technology noted, “We still see that women hesitate to apply for positions, while men with less experience often apply for jobs they aren’t qualified for”. This highlights the need for strong mentorship to build confidence in women and encourage them to apply for roles they are well-qualified for. Leaders must actively promote women, ensuring that they are not overlooked due to self-doubt or societal expectations.
The Importance of Mentorship and Education
Mentorship was consistently recognized as a vital tool for fostering growth and confidence, especially among women. Florea emphasized the value of providing training and development to individuals at every stage of their careers. “It’s about giving people the tools to have those conversations—whether it’s about salary, career progression, or leadership”. By cultivating a culture of mentorship and coaching, companies can empower women to confidently take on leadership roles and overcome the challenges they face.
Additionally, Peter Brown, Head of Luxembourg at Zedra shared the importance of mentoring men as allies in the fight for gender equality. They explained that for real change to occur, both men and women need to work together to promote inclusivity: “When I managed diversity and inclusion, I realized that women empowerment programs need to be attended by men. They need to understand the difficulties women face in the workplace”. This cross-gender understanding and collaboration were recognized as essential for creating a truly equitable work environment.
“Gender should never define your ability to succeed.”
Hilko Hedden, HR Director EMEA at Sun Chemical
Creating a Culture of Inclusion
Building an inclusive culture is not just about having the right policies in place but also about fostering a mindset shift. Hedden reflected on how their upbringing shaped their views on equality: “I tell my daughters that they can do anything, and I tell my sons the same thing. Gender should never define your ability to succeed”. This is the type of mindset that needs to permeate workplaces at every level.
Moreover, speakers emphasized that empowerment for women must begin at a young age. Teaching boys and girls that they have equal potential, regardless of gender, will have long-term effects on workplace equality. Hedden poignantly said: “We need to teach men from a young age that women deserve a seat at the table”. This early education will set the foundation for future generations who see gender equality as the norm, not the exception.
Moving Forward: A Path to Equality
The conversation underscored the necessity of creating safe spaces for open dialogue, where both men and women can discuss difficult issues such as pay disparities, leadership development, and workplace behavior. Establishing such a culture requires leadership, mentorship, and a commitment to values that prioritize diversity and inclusivity.
As Julia Khalyavko, IT program and Project manager at PwC Luxembourg concluded, “We need to overcome these barriers and reach a point where we don’t need to celebrate International Women’s Day anymore because we’ve achieved true equality”. This vision of a world where gender no longer plays a role in career advancement, pay, or opportunities is an ambitious one, but with the right leadership, policies, and mindset shifts, it is within reach. The work has just begun, but the steps outlined in this discussion are a critical foundation for achieving a truly inclusive workplace.
