Every year, International Women’s Day (IWD) is celebrated with slogans, morning teas, and panel discussions about gender equality. While the day highlights important achievements and ongoing struggles, it often overlooks a complex reality—workplace dynamics are not always as simple as men versus women.
For many professionals, particularly women who have experienced workplace bullying from other women, IWD can feel out of touch. The narrative often focuses on external barriers like the glass ceiling, pay gaps, or lack of female representation in leadership. But what about the internal workplace culture, where women sometimes find themselves mistreated—not by men, but by other women?
When Women Are the Workplace Bullies
It’s an uncomfortable truth that isn’t widely discussed: not all women support other women. In some cases, women in leadership or influential positions have been the main source of workplace bullying, exclusion, or toxicity. This isn’t to say that men don’t contribute to workplace issues, but rather that IWD rarely acknowledges the role that workplace culture—and leadership behaviours—play in shaping the experiences of all employees, regardless of gender.
Common workplace challenges include:
Selective professionalism: Holding women to different standards than male colleagues.
Gate keeping behaviour: Women in leadership not supporting the growth of other women.
Toxic competition: Some women may feel they have to prove themselves in male-dominated industries, leading to harsher treatment of other women rather than collaboration.
Performance blind spots: Favouring individuals based on personality rather than accountability and competence.
These behaviours can be just as damaging as the external challenges that IWD campaigns address. The difference? They are harder to call out without being dismissed as “personal conflict” rather than real workplace issues.
What Needs to Change About International Women's Day?
If IWD is truly about equality and fairness, then the conversation needs to evolve. It should include:
Addressing workplace culture beyond gender – Toxic behaviours, whether from men or women, should be challenged equally.
Focusing on leadership accountability – Promotions should be based on competence and emotional intelligence, not just ticking diversity boxes.
Recognising real-world workplace challenges – Acknowledging that leadership is complex, and sometimes tough decisions are necessary.
Celebrating women’s achievements is important. But real progress comes when we acknowledge the full spectrum of workplace experiences—including the uncomfortable truths that don’t fit the mainstream narrative.
What’s your experience with IWD and workplace culture?
Do you feel the conversations reflect reality, or is there still a gap in how these issues are addressed?
Share your thoughts below in the comments!
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