How to Advance and Support Women at Work All Year Long

"According to Catalyst research, over 455,000 women (and growing) left the workforce last year. Nearly two-thirds of women said they would be likely to leave a job if their company put into place a mandatory return-to-office policy. Not enough companies are providing equal durations of both maternity and paternity leave to ensure both men and women can be caregivers."

"LinkedIn's research also confirms what many of us as women experience: 'leadership momentum stalls at the manager level, with steeper drop-offs from VP to C-suite' for women. But isn't Women's History Month needed now more than ever?"

"The litany of excuses includes: 'We don't have the budget to support this.' 'We have too many events.' 'We don't want to be seen as political.' 'We have women in leadership.' 'We are focused on driving the business- this is a distraction.'"

Companies are increasingly canceling or reducing Women's History Month recognitions and initiatives, citing budget constraints, political concerns, and business priorities as reasons. This retreat is concerning given significant workplace gender challenges: over 455,000 women left the workforce last year, many citing mandatory return-to-office policies as departure triggers. Women experience unequal parental leave policies and face steep career momentum declines at managerial levels, with particularly sharp drops from VP to C-suite positions. Individual advocacy remains crucial for advancing women in the workforce through vocalizing support, defending character, and ensuring proper credit attribution for women's contributions and achievements.

Read at Entrepreneur