Our COO’s Manifesto for International Women’s Day 2025

Breaking barriers, not balancing acts: Women, work, and what’s next.  

For centuries, the conversation about women in the workplace has been framed as a battle that portrays women as breaking in, catching up, or proving themselves worthy. Let’s be clear: women have always been here. We have always built, innovated, led, and shaped industries. We have led scientific revolutions, pioneered technology, and changed the course of history, often without being credited for it. 

Michelle Obama once said, 'There is no limit to what we, as women, can accomplish.' This strongly resonates with me, especially when I look at the incredible women who surround me at work every day. I don’t see “women in tech.” I see leaders, problem-solvers, and visionaries. I see resilience, intellect, and drive. But what I don’t see, what I refuse to see, is the idea that gender should define our opportunities, our responsibilities, or our success.  

Being a woman is not a limitation. It is not a checkbox. And it certainly should not be a qualifier for why someone gets a seat at the table.  

As we celebrate International Women’s Day 2025 with its powerful theme, Accelerate Action, I want to discuss what real action looks like, not only for women in leadership or working mothers but for everyone who believes that talent, capability, and ambition should be the only deciding factors in career growth. We must question ourselves: What does real action look like? 

It’s not about panel discussions highlighting the gender gap without addressing it. 

It’s not about one-time mentorship programs that don’t lead to real promotions. 

It’s not about asking women to be resilient in systems built to exclude them. 

Real action means changing the structures, policies, and mindsets that limit women, not asking them to adapt. And that’s what we are doing at Dataction. 

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The problem was never women. The problem was the system.   

For decades, the workplace has expected women to juggle and balance career and family, ambition and societal expectations, leadership and likability. Women are told to lean in, but most organizations rarely address the systemic barriers that make leadership a constant battle.  

Let’s talk about some hard facts: 

• Women do more unpaid labour than men globally, averaging three times more unpaid caregiving and housework than men. (World Economic Forum, 2024) ‍
• The gender pay-gap remains stubborn. Women still earn 20% less than men for the same work.  ‍
• Leadership opportunities still lag. While women compose nearly 40% of the global workforce, they hold less than 10% of Fortune 500 CEO positions. ‍
• Working mothers face bias. Studies show that when women become parents, they are perceived as less committed to their careers, while men are viewed as more responsible and often rewarded with promotions. 

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Surely, this has nothing to do with "women needing more confidence" or "women learning to negotiate better." The issue is structural. It’s the assumption that a mother is a risk to a company’s efficiency, but a father is an asset. It’s also the expectation that women should be grateful for a seat at the table rather than being recognized for earning it. In 2025, we are still discussing "first female CEOs" instead of focusing on the best leader. At Dataction, we integrate gender equality in our operations.  We see gender equality as beyond a target number and a standard embedded in our operations, driven by our core values.   

• ‘Care for them’ means creating an environment where women don’t have to choose between career growth and personal commitments.  ‍
• ‘Act with Integrity’ ensures that leadership is based on merit, not gender.  ‍
• ‘Always Do Better’ guides us to challenge outdated norms and dismantle systemic barriers holding women back.  
• When we say, ' Build for the Future, ' we highlight our commitment to creating a workplace where equality isn’t just a conversation but a reality.  

These values are the foundation of our policies, culture, and actions to make real gender equity possible. 

A workplace where women don’t have to choose 

For too long, women have been forced to make impossible choices:  

• A thriving career or time with their children. ‍
• A leadership role or the ability to care for aging parents. ‍
• An ambitious career path or the ability to work on their terms. 

At Dataction, we reject the false choice between success at work and success in life. Our remote-first culture, flexible policies, and meritocratic leadership approach ensure that women never have to choose between their careers and personal lives. 

Here’s how we make it work: 

Remote-first is more than a perk; it is a game-changer for many women. 

Remote work isn’t about working in pyjamas. It’s about redefining what productivity looks like. 

Women shouldn’t have to pause their careers because some of us still need to manage household responsibilities. They shouldn’t be forced to move or sacrifice personal stability for a job.  

At Dataction, women (and men) can: 

• Lead teams from anywhere in the world ‍
• Take on high-impact roles without relocation pressures ‍
• Deliver excellence based on results, not office hours  

When you remove unnecessary barriers, you open the doors to true leadership equality. 

Leadership based on merit, not gender. 

How often do we hear, “We need more women in leadership”, yet see little real change?  

That’s because many companies focus on diversity optics rather than creating pathways for advancement. At Dataction, we do not promote women because we need to boost diversity numbers. We promote women because they are exceptional leaders. 

Women at Dataction: 

• Make key business decisions that affect growth ‍
• Lead major tech initiatives and innovation projects ‍
• Are part of our executive leadership team—because they belong there 

We don’t “empower” women. We recognize their power.

No more motherhood penalties 

The working world still assumes that mothers are a “risk” that they will be less ambitious, less available, and less capable. This is one of the biggest myths holding back gender equality in leadership. 

Motherhood does not make women weaker. It makes them some of the most effective, multitasking, and strategic leaders. 

 At Dataction, being a parent is never a career disadvantage. 

• Flexible schedules mean parents can succeed without sacrificing family time. ‍
• Performance is measured on impact, not hours worked. ‍
• Leadership roles are still open to those who take maternity leave—without career setbacks. 

Our goal? Making sure that no woman at Dataction ever feels like she must choose between being a great mom and a great leader. 

We’re done asking. We’re leading. 

Women don’t need to be empowered. We are already powerful. The question is: Are companies willing to catch up?  

Accelerate Action is not a catchphrase but a demand. If companies are serious about gender equality, they need to:  

• Redesign leadership structures to reflect today’s reality, not 1950s expectations. ‍
• Stop treating women as “diversity hires” and recognize them as top performers. ‍
• End the pay gap with transparency and real accountability. ‍
• Make caregiving responsibilities gender-neutral. Parental leave should be equal for men and women. 

The future we are building. 

At Dataction, we are not “celebrating” women. We are putting them in positions of power. 

 This is what real action looks like:  

• Women in leadership, without being the “first female” anything ‍
• Equal pay, equal opportunity, equal expectations ‍
• A work environment where life and career aren’t in conflict 

To every woman reading this  

You do not have to prove your worth. You already have it. 

You do not need permission to lead. Step forward, take your space, and own it. 

To every company out there 

Accelerate action is not a suggestion. It’s a challenge. What are you doing to make equality happen today, not 10 years from now? 

The future of work isn’t female. 

It’s equal. 

It’s time to accelerate action. Not next year. Not in five years. Now. 

Join an inclusive organization 

At Dataction, we are committed to real change. We build inclusive teams, flexible workplaces, and leadership structures that reflect the world as it should be, not as it has been. 

If you want to work in an environment where talent speaks louder than gender, where leadership is earned, and equality is a reality, join us.  

Let’s build the future of work together. 

Ready to be part of the change? Join Dataction today.