If you are searching for how to celebrate International Women’s Day at work, you want ideas that feel authentic, inclusive and practical. The goal is to create a moment that lifts morale, deepens understanding and drives real progress for gender equity.
When done well, International Women’s Day can strengthen culture, spark useful conversations and connect your team to a bigger purpose. When done poorly, it can feel tokenistic and miss the chance to support women’s health, safety and performance at work.
In this article we outline what International Women’s Day is, why it matters for wellbeing and performance, and a practical plan so you know exactly how to celebrate at work with impact.
What is International Women’s Day?
International Women’s Day is a global day that recognises the social, economic, cultural and political achievements of women and calls for action to accelerate gender equity. Each year carries a theme that guides conversations and activities. Learn more at the
International Women’s Day official site and
UN Women Australia.
Why it Matters
Gender equity is linked with safer workplaces, stronger engagement and higher performance. In Australia, the national gender pay gap persists across many industries as reported by the
Workplace Gender Equality Agency. Addressing structural barriers alongside culture and everyday behaviours supports both wellbeing and business outcomes.
Psychological safety and inclusion help people contribute ideas, ask for help and challenge the status quo, which improves decision quality and innovation. For a deeper dive on leadership behaviours that create safety, see our guide on
building psychological safety through leadership.
Wellbeing programs that align to real needs drive engagement and retention. If you are planning broader initiatives around this day, explore how to create momentum with our insights on
boosting engagement in wellbeing programs and understanding the
ROI of wellbeing.
How to Celebrate International Women’s Day at Work
Use these steps to ensure your activity is inclusive, meaningful and linked to year round action. You can apply this in a small team or across a national workforce.
1. Start With Purpose And The Theme
Clarify what success looks like for your workplace. Do you want to raise awareness, build skills, review policies or all three. Anchor the plan to the official theme and your business values so the day feels relevant, not performative.
Tip: Share a short note from a senior leader that sets intent and invites participation.
2. Co Design With Women And Allies
Invite input from women across roles and locations. Ask what would feel valuable and accessible. Include voices from different cultural backgrounds, life stages and caring responsibilities. This prevents assumptions and increases buy in.
Tip: Run a quick poll to choose from three activity options, and add a free text box for ideas.
3. Host a Conversation That Builds Insight
Organise a panel or fireside chat with women from inside your organisation alongside an external expert. Focus on practical topics like navigating career progression, energy management, confidence and allyship. Keep it interactive with questions and real examples.
Tip: Record the session for remote staff and provide a summary with key actions.
4. Offer a Skills Session For Allies And Leaders
Run a short workshop on active allyship, inclusive leadership and bystander action. The aim is to convert good intentions into daily behaviours. Link to your code of conduct and reporting pathways.
Tip: Share a one page checklist of ally behaviours such as amplifying ideas, giving credit and interrupting bias in meetings.
5. Prioritise Women’s Health And Energy
Wellbeing is a foundation for performance. Consider a session on sleep, stress and movement tailored to women’s needs, including cycle informed training and recovery. For a starting point, see our article on
supporting women’s wellbeing in the workplace.
Tip: Create space in calendars that day for a walking meeting or a stretch break so participation is easy.
6. Shine a Light On Policies And Data
Transparency builds trust. Share high level progress on pay equity, promotion pathways, flexible work usage and safety reporting. Point to upcoming actions and how staff can contribute. Reference national guidance from the
Workplace Gender Equality Agency.
Tip: Set one measurable goal you will report back on in three months.
7. Celebrate Achievements and Give Credit
Profile women across teams, roles and locations. Highlight contributions to clients, community, safety and culture. Invite peers to submit shout outs. Ensure recognition is equitable and not limited to the most visible roles.
Tip: Share stories on your intranet and team meetings to reach everyone.
8. Create Inclusive Experiences Everyone Can Access
Not everyone wants an after work event. Offer multiple ways to join such as a breakfast drop in, virtual session and midday activity. Provide closed captions for recordings and consider caring and cultural needs.
Tip: Replace a portion of routine meetings with your International Women’s Day activity so time is protected.
9. Connect With Community Impact
Partner with a local organisation that supports women and girls. Options include fundraising, mentoring or pro bono support. Align to your industry skills so the contribution is meaningful. Explore national initiatives through
UN Women Australia.
Tip: Offer matched donations or a volunteer day to increase participation.
10. Make it The Start of Ongoing Action
Convert momentum into a simple ninety day plan with owners and dates. Keep listening, keep learning and keep improving. Link activity to your wellbeing and inclusion roadmap so the impact lasts well beyond the day.
Tip: Add a quarterly pulse survey to track psychological safety and belonging.
What Can Employers do?
- Set clear intent: Explain why you are celebrating and how it links to values, safety and performance.
- Resource participation: Block calendar time, provide virtual options and support carers to attend.
- Model allyship: Ask senior leaders to attend, listen and commit to one behaviour change.
- Back it with policy: Review flexibility, parental leave, safety and reporting pathways and share next steps.
- Measure impact: Track attendance, feedback and one outcome metric such as sense of belonging.
- Invest in capability: Bring in experts to build skills in energy management, resilience and inclusive leadership.
- Link to strategy: Tie actions to your wellbeing roadmap. For help, see how to boost engagement and demonstrate ROI.
Key Takeaways
- International Women’s Day works best when it is purpose led, co designed and accessible for all.
- International women’s day how to celebrate at work is about action that supports wellbeing, safety and equity.
- Allyship grows when leaders listen, learn and change daily behaviours that shape culture.
- Share data, set one measurable goal and report back to build trust and momentum.
- Link the day to your year round wellbeing and inclusion strategy for lasting impact.
If you found this useful and you are planning your International Women’s Day at work for your team,
get in touch with us to find out how we can support you.
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