‘Women's History Month 2025: Why Gender Equality is at a Crossroads and What We Must Do Next,’ by Clare Muscutt
Women’s History Month is a time to celebrate progress, but in 2025, it is also a moment for urgent reflection.
Across the world, gender equality is under attack—from far-right political movements, corporate backpedalling on Diversity, Equity, and Inclusion (DEI), and the rise of misogynistic influencers like Andrew Tate, who are shaping the attitudes of a new generation of men.
Despite decades of hard-fought progress, women still earn less, lead less, and face greater violence and discrimination than men. And for Black women, Latina women, LGBTQ+ women, and disabled women, the barriers are even higher.
As we enter 2025, the fight for gender equity is not just about moving forward—it’s about preventing us from sliding backwards.
Yet, the evidence is crystal clear: When women are in leadership, businesses thrive. When it comes to customer experience specifically, female leaders bring the empathy, innovation, and customer-centricity that drive real business impact.
As companies pull back from DEI, and politics become increasingly divisive, the call to action is clear: we must stand up for intersectional DEI, empower more women—of all backgrounds—to lead, and engage men as allies—because gender equality is not just a women’s issue. It’s a fight for a fairer, stronger world for everyone.
The Current State of Women’s Equality: Where Are We Now?
While some progress has been made, gender equality remains frustratingly out of reach—especially for women from marginalised backgrounds.
Women are still shut out of leadership.
Women hold just 10% of Fortune 500 CEO roles, and in the UK, only 8% of FTSE 100 companies are led by women. The numbers are even lower for women of colour and LGBTQ+ women. (McKinsey & Company, 2024)The gender pay gap is even worse for marginalised women.
White women in the U.S. earn 82 cents for every dollar a man makes.
Black women earn just 64 cents, Latina women just 57 cents, and disabled women face even higher economic disparities.
In Europe, women earn 13% less than men, with the gap widening for women in underrepresented communities. (World Economic Forum, 2024)
Women of colour and LGBTQ+ women are underrepresented in decision-making.
Women make up 50% of the global population but hold just 27% of parliamentary seats worldwide. In the U.S., they make up only 28% of Congress—with Black, Latina, and Indigenous women facing even greater political barriers. (Inter-Parliamentary Union, 2024)
And yet, the business case for diverse leadership has never been stronger—especially in CX and technology, where representation and customer understanding are critical.
Why Women in Leadership—Especially in CX—Create Better Outcomes
It’s not just about fairness—women in leadership deliver real business impact.
Companies with more women in executive roles are more profitable.
A global study of 22,000 companies found that moving from 0% female leadership to 30% increases profitability by 15%. (Peterson Institute for International Economics, 2023)Women leaders drive better collaboration, innovation, and productivity.
Decades of research show that when women lead teams, workplaces are more inclusive, innovative, and efficient. (American Psychological Association, 2024)Women-led businesses are more socially responsible.
A meta-analysis of 87 studies found that companies with more women on their boards perform better on environmental, social, and governance (ESG) initiatives. (Harvard Business Review, 2024)Women in CX leadership directly improve customer experience outcomes.
More diverse leadership teams help businesses understand their customer base—especially since women drive 70-80% of all consumer spending.
Women-led companies prioritize customer-centricity, empathy, and emotional intelligence—key drivers of CX success.
Organisations with gender-diverse teams see higher customer satisfaction, retention, and loyalty. (Forrester Research, 2024)
The Far-Right, DEI Backlash, and the Threat to Women's Rights
Even as the business case for gender-diverse leadership is undeniable, we are witnessing a global backlash against women’s progress.
Far-right movements in Europe are actively working to dismantle gender equality policies.
In the U.S., DEI is under attack.
Trump’s administration has dismantled federal DEI programs.
Major corporations—including Google, Meta, Amazon, and Salesforce—are scaling back DEI efforts under political and cultural pressure. (Business Insider, 2024)
At the same time, misogynistic influencers like Andrew Tate are shaping a generation of young men to believe feminism is a threat—directly undermining women’s progress in leadership and CX.
Why Men Must Be Part of the Solution
Gender equality isn’t just a women’s issue—it’s a business issue, a customer experience issue, and an economic issue.
Here’s how men can step up:
Call out sexism and misogyny—online, at work, and in social settings.
Advocate for equal pay and leadership opportunities for ALL women.
Support DEI initiatives, even when they don’t directly benefit them.
Challenge influencers like Andrew Tate and educate young men on healthy masculinity.
The Time to Act is Now—For Women in CX and Beyond
We are at a turning point. If we do nothing, we risk:
A future where far-right leaders strip away women’s rights.
A workplace where Inclusion is a thing of the past.
A CX and technology industry where women are marginalised and left out of leadership.
But if we take action, we can create a world where:
ALL women have equal opportunities to lead in CX and technology and beyond.
The fight for gender equality has never been easy, but we are not backing down.
