When She thrives, we all thrive

March 8 marks International Women’s Day (IWD) — a day to celebrate the remarkable achievements of women and girls around the world. But it’s more than just a celebration. It’s a reminder that the journey toward equality and equity is still very much in progress, and we all have a role to play in moving it forward.

A brief history of International Women’s Day

IWD began in the early 1900s, shaped by women’s labour movements across North America and Europe. In 1911, the first official International Women’s Day was observed in several European countries, advocating for women’s right to vote, work, and hold public office.

In 1977, the United Nations formally recognized the day, solidifying March 8 as a global moment to reflect, celebrate progress, and accelerate change.

Over the years, International Women’s Day has evolved from grassroots protests to policy-driven campaigns with global impact. Still, its core mission remains unchanged: advancing gender equity for women and girls everywhere.

Barrier-breaking BIWOC in Canada

We can’t talk about International Women’s Day without shining a light on the incredible women leading the way. Across Canada, BIPOC women are not just breaking barriers; they’re redefining leadership and reshaping what’s possible.

Marci Ien

A trailblazer in both media and politics, Marci has used her platform to advocate for equity, representation, and anti-racism initiatives at the federal level. Her work is pushing forward important conversations about social justice and creating space for marginalized voices in the public sphere.

Mary Simon

As Canada’s first Indigenous Governor General, Mary Simon represents a historic moment in Canadian leadership and reconciliation. Her role marks a significant step toward true representation and inclusion at the highest levels of power in Canada, signalling that change is possible.

Esi Edugyan

An award-winning novelist, Esi Edugyan is reshaping Canadian literature by amplifying complex histories and cultural narratives. Through her writing, she gives voice to underrepresented stories, offering new perspectives on the experiences of Black Canadians and redefining what Canadian literature can be.

These women, and countless others, are proving that leadership isn’t just about breaking glass ceilings. Their success goes beyond personal achievement; it’s about creating real, structural progress that shifts the landscape and opens doors for others to follow. This is the essence of transformative leadership: not just changing the narrative, but challenging and dismantling the systems that have long held women back.

That said, as much as we celebrate these incredible strides, we can’t ignore that the journey isn’t over. There are still significant gaps in leadership, and those gaps are rooted in deeper, systemic barriers that continue to hold many women back.

The current leadership gap

Women make up nearly half of the workforce. Yet:

• They hold only about 36% of all management roles.

• They occupy less than 30% of senior management and legislative positions.

• Indigenous and Black women hold less than 1% of senior leadership roles.

This means that the people shaping boardrooms, policy corridors, and corporate strategies still don’t fully reflect the rich diversity of our communities. The gap is clear: the leadership spaces where decisions are made do not mirror the demographic makeup of society.

Education vs. wage gaps: the persistent inequity

Even though many women — particularly racialized women — are earning post-secondary degrees at higher rates than their male counterparts, wage gaps persist. Women continue to earn less on average than men, regardless of whether they’re working full-time, part-time, or even actively seeking work. For Black, Indigenous, and racialized women, this gap is often even wider.

These disparities are not about capability. We are more than qualified. The issue is about access to leadership opportunities, fair pay, and decision-making spaces. It’s time to close these gaps and create true equality in the workplace.

The barriers to equity

To close these gaps, we have to address the structural barriers that perpetuate inequality. Some of the most pressing issues include:

• Unequal pathways to leadership: not all women are given the same opportunities to rise to the top.

• Systemic bias in hiring and promotions: women (especially women of colour) often face discrimination in both hiring and promotion practices.

• Gaps in pay equity enforcement: laws meant to ensure equal pay often fall short in practice.

• Limited access to capital and networks: women, particularly from marginalized communities, face barriers in accessing funding and networking opportunities that are crucial for career growth.

• Underrepresentation in decision-making spaces: women are still drastically underrepresented in boardrooms, executive teams, and policy-making positions.

The power of generosity: “Give To Gain.”

So, how do we address these deep-rooted issues? The answer lies in the power of generosity — the idea that empowerment grows when we give.

The global IWD 2026 campaign reminds us that empowerment grows through generosity. When we share support, provide access to opportunities, offer mentorship, and pass on knowledge and resources, we don’t lose. In fact, we all gain. By lifting each other up, we strengthen communities, workplaces, and economies.

Empowerment is not a finite resource; it multiplies when shared.

Moving forward together

At Odihi, we are committed to creating a more inclusive future for BIPOC women and girls. We believe that real change comes through the power of education, experience, and leadership, and we are dedicated to providing the support needed to make that happen.

Here’s how we’re making it possible:

• Equipping BIWOC with educational resources and mental health support, ensuring they have the tools and guidance they need to succeed in all areas of life.

• Partnering with the UN’s sustainable development goals to create lasting change, with an emphasis on improving health (Goal 3), education (Goal 4), gender equality (Goal 5), and economic growth (Goal 8).

• Providing leadership training through workshops, mentorship, and community programs, empowering women to take charge of their futures and become leaders in their communities.

• Creating pathways to professional growth by offering summer jobs, apprenticeships, and work placements, giving BIWOC valuable hands-on experience in their fields of interest.

• Building networks and connections to broaden opportunities, enhance self-belief, and support personal and professional development, all while fostering an environment where women can thrive together.

The “Give to Gain” philosophy is at the core of everything we do. We believe that by empowering BIPOC women and girls, we don't just help them thrive; we create ripple effects that benefit our entire community.

Strength in unity

International Women’s Day calls us to move forward, not just to recognize progress, but to deepen it.

And generosity — through the “Give to gain” mindset — must guide how we move forward.

Thriving is never an individual endeavour. It is collective.

When she rises, communities strengthen.

When she leads, systems evolve.

When she thrives, we all thrive.