October 11 is the day alloted for the celebration of the girl child. International day of the girl child was adopted  by the United Nations General assembly on December 19, 2011 - a day that is designed to highlight the unique challenges faced by girls around the world. While this day might seem unrelated to the corporate world at first glance, the truth is businesses have an important role to play in creating a more inclusive society.  So, what does this day mean for the corporate sector, and how can HR policies help create workplaces that support women and girls alike?

Why International Day of The Girl Child Should Matter to the Corporate Sector.

119 million girls are out of school globally, 1 in 5 young women between the ages of 20-24 were married off as a child bride, women represent only 35% of STEM graduates and 29% of STEM workers. The International Day of the Girl Child is more than just a day of awareness; it's a call to action. For businesses, supporting girls isn't just a moral obligation—it's an investment in the future. When companies formulate initiatives that uplift girls, they are investing in future leaders, innovators, and employees who will contribute their skills and creativity to the company’s growth and the business world.

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It is important that businesses and corporate leaders understand the value of contributing to this cause in whatever capacity they can. While some corporations are already stepping up by providing scholarships, mentorship, and leadership development programs aimed at young girls, more of these initiatives are needed because companies have the unique power to adopt and influence some changes, not only within their walls, but also in the society.

Including the girl child should not only be the job of some individuals and Non governmental agencies, the corporate world can also step in either by collaborating with NGOs, or implementing policies that play a part  in ensuring girls and women have equal access to opportunities. Whether it’s through direct investments in educational programs, or creating partnerships that foster female empowerment, contributing to this cause will not only promote equality, but will create a more diverse talent pool for the future. 

Research has shown that companies with gender-diverse leadership teams often outperform those without. It’s a win-win situation for organisations. By supporting the growth of girls and young women, businesses not only foster a more inclusive work environment, but also benefit from increased diversity, which helps in gaining fresh perspectives and more innovative ideas. Tapping into this often underrepresented talent pool can help address skills shortages and drive long-term success through a more balanced workforce.

Additionally, it’s one thing to encourage gender inclusion and job equality, creating an environment where women can thrive is another factor which is often overlooked in the corporate world. You might be wondering how that can be done without giving preferential treatment to women in the workplace. Here’s how - by cultivating HR policies and practices that create an unbiased environment for women, especially leaders.

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Companies that offer flexible work arrangements, intentional parental leave policies, crèches, and related programs create a culture where women (and men alike) feel seen and supported. These initiatives show that the company is family oriented, which helps to attract and retain talents. 

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HR Policies That Foster Growth for Women

Some of the policies that can be incorporated to address gender disparities include the following;

• Equal Work Equal Pay: Regular pay equity audit should be enforced to close the gender pay gap, and ensure gender equity and fairness in the workplace. It’s simple, women should earn the same as their male counterparts, when they are hired for the same role, have the same qualifications, and deliver the same results.

• Anti-Discrimination and Anti-Harassment Policies: Policies against discrimination and harassment should be put in place, and consequences should be clearly communicated and implemented when necessary in order to ensure a safer work environment for women.

• Return-to-work Programs: Structure based programs that help to include women who have taken a career break and returning to the corporate world, should be offered in order to support their reintegration to the workforce.

• Parental Leave: Gender-neutral parental leave policies allow both parents to take time off for childbirth. In other words, both maternity and paternity leave should be considered. Encouraging fathers to take parental leave helps to reduce the burden on new mothers and support postpartum recovery.

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The International Day of the Girl Child serves as a reminder that the future of a balanced and thriving global workforce depends on empowering of today’s girls. 

Here’s to celebrating and maximizing the talents, creativity and potential of the girl child 🥂

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