Creating more equitable workforces to drive business growth

Presently, only 35% of women feel satisfied with their company's efforts in this area (Accenture)

1 in every 5 women surveyed has left or considered leaving a job due to menopause symptoms (Elektra Health)

42% of women surveyed say a new job offer with no fertility benefits is a deal breaker (Carrot Fertility)

The US is one of only 6 countries in the entire world without a national paid parental leave policy (Bipartisan Policy Center)

Menopause symptoms cost $1.8 billion in lost work time per year (Mayo Clinic)

Presently, only 35% of women feel satisfied with their company's efforts in this area (Accenture) 1 in every 5 women surveyed has left or considered leaving a job due to menopause symptoms (Elektra Health) 42% of women surveyed say a new job offer with no fertility benefits is a deal breaker (Carrot Fertility) The US is one of only 6 countries in the entire world without a national paid parental leave policy (Bipartisan Policy Center) Menopause symptoms cost $1.8 billion in lost work time per year (Mayo Clinic)

The evidence is clear: gender equity at work is not just good for women, it’s good for business. It’s also good for society and culture at large. And yet, companies are not doing a good-enough job to retain women. Currently, only 35% of women are satisfied with their company's approach, with late millennials being the least satisfied (25%) and Gen-Z (43%) and Baby Boomers (40%) being the most satisfied (Accenture, 2023). 

Tackling barriers at all critical life and health stages - from menstruation to menopause - the WIW Summit will take place on 10.30.24 at 583, PARK AVENUE and will gather divergent perspectives, case studies and cross-industry thinkers to constructively explore how businesses can attract, retain and advance female employees. 

Thank you to our 2024 Sponsors

2023 RECAP

So, why do we need to do this? 

To increase GDP, to improve profitability and to decrease attrition

On average 24% of women leave the labour force in the first year.  Five years later, 17% are still absent. After ten years, 15% are. 

In the rich world, 80% of the gap between male and female labour-force participation is explained by women dropping out after the birth of their first child (The Economist)

Research published by the World Bank last year looked at 95 countries and found that women’s labour-force participation rose 4%, on average, five years after a country enacted child-care laws. 

On average, families spend 27% of their household income on child care, which for 59% of parents surveyed means shelling out $18,000 a year per child, Care.com found. For perspective, the U.S. Department of Health and Human Services considers 7% of income to be affordable for child care.

Retaining high-performing talent is now a business imperative AND a competitive advantage. Businesses must do better to retain and advance 51% of the population at all levels and life-stages.

The WIW Summit 2024 will empower you to:

  • Make a powerful, succinct and evidence-based business case for investment into female-focused initiatives and programmes

  • into the language of the board and business

  • Create sustainable allies with the C-Suite and senior leaders; who will advance and advocate for women at work.

  • Move from awareness to implementation to outcomes: overcome hurdles, dissent, cynicism and other barriers

  • hear from those who have been there, done that on what works and what doesn’t in rapid-fire case studies

Who you will meet and who should attend:


Senior Leadership: the C-suite, senior leadership teams, business unit directors at all size and scale organisations

HR, Talent and People roles: HR, compensation, people, culture, talent, rewards and benefits, DE&I, wellbeing at all size and scale organisations

Those with an interest or specialism in women in the workplace: including consultants, vendors, law firms, start-ups and services. 

WIW Summit will provide you with actionable takeaways that will make you feel bolder and more confident about embedding policies, benefits and practices that positively impact women at all critical life stages: from menstruation to menopause.