International Women’s Day 2026: How to Support Women in the Workplace

Quick look: March 8 is International Women’s Day, and in 2026, it carries extra significance as the holiday marks its 115th year. This year’s theme is #GiveToGain, a call to action reminding us that when we invest our time, resources, and support, opportunities for women grow. But with women still underrepresented in leadership roles and earning less than their male counterparts on average, there’s more progress to be made. Here are five ways employers can show up for women in the workplace, not just on March 8, but year-round.

Each year on March 8, International Women’s Day celebrates the social, economical, cultural, and political impact women have made worldwide. Marking its 115th anniversary, this year’s theme centers on generosity and collaboration.

About International Women’s Day 2026

International Women’s Day highlights a unique theme each year, and in 2026, the focus is #GiveToGain.

According to the campaign’s website, #GiveToGain encourages people, organizations, and communities to “contribute to women’s advancement in multiple ways (donations, knowledge, resources, infrastructure, visibility, advocacy, education, training, mentoring, or time, etc.).”

What’s the current reality for women at work?

One of International Women’s Day’s central missions is to “forge inclusive work cultures where women’s careers thrive and their achievements are celebrated.” But before discussing what employers can do, let’s look at what work is like for the 79 million women participating in today’s U.S. workforce.

McKinsey’s Women in the Workplace 2025 study surveyed approximately 10,000 employees from nearly 125 companies and found that:

• Women across all career levels receive less sponsorship than men, and even with a sponsor, they’re promoted 15% less often.
• This isn’t a reflection of their drive: When women and men receive equal support from managers and senior colleagues, they’re similarly eager for advancement.
• For the 11th consecutive year, women remain underrepresented across corporate roles. They currently hold just 29% of C-suite positions, largely due to the “broken rung,” an uneven first step into management. For example, for every 100 men promoted to manager, just 93 women and 73 women of color make the same leap.

Additionally, on average, women earn 83 cents for every dollar a man earns, highlighting the need for updated pay practices.

While progress has been made, sustained effort is required to close these gaps. The business case is strong. Gender-diverse teams have been shown to spark:

• Increased job satisfaction
• Improved collaboration
• Unique perspectives
• More supportive, flexible workplaces

5 ways employers can #GiveToGain

International Women’s Day is one of the most powerful moments for employee engagement all year, but the good news is that employers don’t have to wait for a single day on the calendar. Here are five ways to #GiveToGain every day:

1. Prioritize pay equity

Equity starts with awareness. Creating a fair workplace isn’t a one-time task that companies can check off a to-do list, it’s an ongoing commitment, and the right tools can make it more manageable.

For instance, ExtensisHR’s DEI Dashboard can help you monitor progress and outcomes by evaluating hires from previous years and providing real-time data regarding pay equity, salary trends across both race and gender demographics, employee turnover, promotions, and more.

2. Include women at all career levels

From job candidates to C-suite executives, making sure women have a seat at the table across your business is essential.

Recruiting teams have an opportunity to shape change from the start by building hiring pipelines that actively represent women at all career stages, from entry-level roles to executive-level positions. Similarly, leadership should proactively confirm gender diversity across departments.

3. Establish a mentorship program

No matter where a woman is in her career, having a mentor who truly understands her perspective can be invaluable. Employers can offer mentorships both within and across different departments. It’s beneficial for staff to tap into the knowledge and experience of those who came before them, even if that mentorship is unofficial or comes from outside the company. Additionally, businesses can involve newly hired women in virtual speed networking sessions to connect and build relationships with leadership and other colleagues.

4. Offer comprehensive benefits

The right benefits can help women succeed in all aspects of life. Robust medical coverage, paid parental leave, and flexible work options allow them to maintain their health and advance their careers. And beyond the basics, benefits like mental health resources and family-forming support address their holistic healthcare needs.

5. Provide volunteer time off (VTO)

Business leaders can encourage their staff to also #GiveToGain by adopting a volunteer time off (VTO) policy. These programs are a type of paid leave in which employees receive their regular compensation for time spent volunteering for an approved charity or community organization. In addition to supporting a good cause, VTO can increase employee engagement, job satisfaction, and overall well-being.

Elevating your employee experience with a PEO partner

Creating a more accommodating workplace requires intentional and continuous planning, evaluating, and adapting. While the process may be complex, its benefits can positively impact every corner of an organization. Fortunately, you don’t have to navigate it alone.

A professional employer organization (PEO), a type of human resource (HR) outsourcing provider, can offer guidance every step of the way. For example, ExtensisHR’s PEO solution includes access to a:

• Competitive and customizable suite of Fortune 500-level employee benefits
• Dedicated Account Manager and HR Business Partner who can act as a sounding board for your equitable initiatives and help you create compliant policies on flexible working arrangements, mentorships, VTO, etc.
• Dashboard highlighting actionable, real-time data, enabling you to make informed and impactful decisions

With the right PEO partner, employers can move beyond good intentions and build a workplace where women have the benefits, resources, and support they need to succeed both professionally and personally.

Is your business looking for more ways to #GiveToGain? Take our quiz to see if PEO is right for your business, or contact the ExtensisHR team to learn more today.