What are meaningful International Women’s Day (IWD) workplace initiatives?
Meaningful IWD workplace initiatives include employee engagement activities, leadership discussions on gender equality, wellness programmes, and long-term commitments that drive sustained inclusion and impact.
This month, this philosophy came to life at the QI Group’s IWD celebration, organised by RYTHM Foundation around this year’s IWD theme, #GiveToGain — a call to embed gender equality in the workplace through consistent, measurable action.
Give to Gain: A Year-Long Gender Equality Initiative
At the heart of this year’s commemoration was the Give to Gain Global Pledge. This year-long gender-equality initiative invited employees across QI’s global offices to commit to meaningful, personal actions.
Rather than limiting impact to a single day, the initiative reflects a growing shift in corporate gender equality strategies — moving from awareness to accountability.
Effective IWD workplace initiatives create long-term impact by combining awareness, engagement, and accountability.
Employee Engagement Activities for Women’s Empowerment
The lead-up to the finale featured a series of employee engagement activities for women’s empowerment, designed to inspire reflection, well-being, and connection.
A screening of Juice, an Indian short film on women’s empowerment and allyship, created space for dialogue on unconscious bias and everyday gender dynamics.
Well-being was prioritised through workplace wellness programmes, such as “Pause & Breathe,” which introduced accessible practices like chair and face yoga.
In collaboration with the Breast Cancer Welfare Association, RYTHM hosted a breast health awareness talk and screening, reinforcing that empowerment includes access to health education and preventive care.
Creativity was explored through the Tote Bag Painting Workshop, where employees expressed perspectives on empowerment through art. Selected works were later featured in the “Voices of Empowerment” gallery, turning individual expression into shared storytelling.
Supporting Women-Led Businesses Through ESG Initiatives
The IWD finale extended beyond internal engagement to support women-led businesses through ESG initiatives.
Working with QI Group’s Corporate Sustainability team, RYTHM Foundation prioritised vendors aligned with the UN Sustainable Development Goals (SDGs)—demonstrating how corporate social responsibility and women empowerment can work together.
From plantable products by Magic Seed Malaysia to handcrafted skincare by ASIL Natural Beauty, each partnership reflected a commitment to sustainable and inclusive economic empowerment.
The Bloom Hub Bazaar further amplified this impact, connecting employees with women entrepreneurs, creative showcases, and wellness experiences delivered by professionally trained therapists from the Malaysia Association for the Blind (MAB), reflecting our commitment to Diversity, Equity and Inclusion.
Leadership, Allyship and Building Inclusive Workplace Systems
The highlight of IWD 2026 was a global fireside chat titled: “Beyond Empowerment: Building Systems That Don’t Break Women.”
Moderated by Datin Sri Umayal Eswaran, Chairperson of RYTHM Foundation, the conversation brought together diverse perspectives to examine what it truly takes to build equitable workplaces.
Joining her were our guest panellists Harsha Ravindran, offering a Gen Z perspective on purpose-driven and inclusive work environments; Intan Zalila Mohd Yusof, bringing seasoned insights on governance, talent, and organisational systems; and Trevor Kuna, contributing a leadership lens on allyship and shared responsibility.
Setting the tone for the discussion, Datin Sri Umayal emphasised a critical point: “Empowerment cannot exist in isolation. It must be supported by systems that are fair, inclusive, and built to last.”
From this foundation, the conversation first turned to the evolving expectations of a new generation. Harsha highlighted how Gen Z is redefining success—placing greater value on purpose, flexibility, and inclusive access. Her perspective underscored a growing shift towards workplaces that recognise diverse career pathways and prioritise meaning alongside achievement.
Building on this, the discussion moved into the structural realities that shape opportunity. Drawing from her extensive experience, Intan emphasised that gender equality cannot rely on intent alone. Instead, it requires systems-level alignment—where policies, leadership pipelines, and accountability frameworks work cohesively to enable equitable outcomes.
Extending the conversation, the roles of leadership and allyship came into focus. Trevor reinforced the idea that creating inclusive workplaces is a shared responsibility, highlighting the role of leaders—particularly men—in actively identifying barriers, advocating for fairness, and embedding equity in everyday decision-making.
Together, these perspectives converged on a powerful insight: True inclusion is not about helping women adapt to systems, but redesigning systems to support women’s realities.
Building on this shared reflection, QI Group Founder and Executive Chairman Dato’ Sri Vijay Eswaran offered a broader perspective—honouring the enduring influence of women, from mothers to leaders, whose strength, resilience, and wisdom continue to shape stronger families, workplaces, and communities.
Gender Equality in the Workplace: From Commitment to Action
Gender equality in the workplace is not a one-day campaign—it is a continuous, intentional effort.
Through the Give to Gain Global Pledge, meaningful employee engagement, and leadership dialogue, RYTHM Foundation demonstrates how organisations can build inclusive workplace systems that empower individuals and strengthen communities.
Because when organisations give—opportunity, flexibility, trust, and accountability—they gain something far greater: stronger performance, deeper innovation, and lasting impact.
