Women’s careers in the age of social backlash: key takeaways from the 2025 webinar
04/09/2025
3 min
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On the occasion of International Women’s Day 2025, professors Gouri MOHAN and Maja KORICA from IÉSEG hosted a webinar on the timely issue of Women’s Careers in the Age of Social Backlash. The idea of organizing this webinar came to life as they both recognized that this special date was an opportunity not just to celebrate, but to engage in real, often challenging conversations.
“Oftentimes, International Women’s Day tends to be seen as a day of congratulations and solidarity. While there’s nothing inherently wrong with that, it often translates into nice words without much action. Given this context, Gouri and I felt it was critical to address what it means to care about women’s careers in the context of these challenges,” explains Maja KORICA.
The webinar brought together a diverse panel of experts, each offering a unique perspective on the challenges and progress of women’s careers in the face of social backlash:
- Dr. Bobbi Thomason (Pepperdine University) focused on organizational and historical contexts, emphasizing the importance of collective action and networks in advancing women’s careers.
- Professor Heejung Chung (King’s College London) provided an academic lens, sharing research-driven insights into gender equality, flexible work, and societal perceptions of feminism.
- Emma Jacobs, a seasoned Work and Careers writer at the Financial Times, explored how corporate environments are responding to political pressure regarding diversity, equity, and inclusion (DEI) initiatives.
3 key takeaways from the webinar
1. The importance of support networks
Dr. Bobbi Thomason reminded us that resistance in the fight for equality has been a constant, and continued efforts are necessary. She emphasized how backlash against women’s rights has always existed, but that it should be viewed as a sign of progress rather than discouragement: if some people resist, it does mean that things are changing.
While speaking about how workplace discrimination and biases can create significant barriers to career advancement, Dr Thomason pointed out that support networks play a crucial role in helping women navigate systemic challenges in the workplace. Proactively building these connections can be a crucial step in overcoming workplace inequities.
2. The business case for diversity and inclusion
Prof Heejung Chung emphasized the importance of how we frame discussions around diversity and inclusion. Rather than constantly defending the need for change, she challenged the assumption that the status quo is inherently justified. When asked how to counter claims that the business case for diversity is weak or full of flaws, she simply turned the question around: Where is the business case for the status quo? Where is the proof that a world run predominantly by men is the most effective model?
According to Professor Maja KORICA, “this reframing is crucial because, as American author Toni Morrison pointed out in relation to racism, arguments against diversity often serve as distractions rather than genuine inquiries. Systems of inequality frequently force marginalized groups to prove their worth—diverting their energy away from real progress.”
While evidence-based discussions are important, endlessly defending the necessity of inclusion can detract from meaningful change. Instead of always proving why diversity matters, the focus should shift toward actions to make workplaces more equitable and inclusive.
3. Reframing gender equality as a benefit for all
A recurring challenge in discussions about gender equality is the misconception that feminism is a zero-sum game—one where gains for women come at the expense of men. Prof Heejung Chung addressed this directly, arguing that feminism is not about taking opportunities away from men, but about expanding opportunities for all.
She pointed out how this misconception is rooted in what she called a “scarcity mindset.” This mindset assumes that resources—such as career opportunities, workplace flexibility, or leadership positions—are limited, and that if one group gains access, another must necessarily lose out. But as Prof Chung emphasized, this is not the case. Feminism does not advocate for women’s advancement at the expense of men; rather, it seeks to dismantle rigid structures that limit everyone.
One powerful example she provided was flexible working policies. While often framed as a women’s issue—primarily benefiting mothers seeking work-life balance—flexible work arrangements actually serve a much wider range of people. They support fathers who want to be more present in their children’s lives, individuals with disabilities who require adaptable schedules, and employees seeking better mental well-being, among others. In fact, organizations that embrace flexibility attract and retain top talent, creating a stronger, more resilient workforce.
From the significance of strong support networks to the need to reframe the business case for diversity, and the recognition that gender equality benefits everyone, the discussion offered both critical insights and practical strategies.
