When I arrived in Australia as a 14-year-old refugee, I had no idea how many obstacles I would have to overcome just to access the same opportunities as my peers. The first battle I faced was for my education—a right that should be fundamental but, for many women from disadvantaged backgrounds, remains out of reach.

At 17, just before my HSC exams, I sat down with my career advisor to discuss university options. His answer was blunt: I couldn’t go. Because of my visa status, I was considered an “international student,” and the fees were impossibly high. My school had no solutions. Refugee organisations told me to wait and hope for a government change. But I wasn’t willing to put my future on hold. Through a pro bono lawyer, I discovered scholarships created for students like me. That opportunity changed everything. I studied law at UTS, graduated in 2023, and now practice as a female Muslim lawyer in an LGBTQ law firm. My experience and story offer a lesson: Businesses and institutions have the power to make change, and this International Women’s Day, it’s time to move beyond awareness and take action.

The role of business in driving change

While policy shifts influence access to education and employment, businesses don’t have to wait for government intervention. Women, particularly those from refugee, migrant, or disadvantaged backgrounds, are still locked out of opportunities. Businesses need to recognise that this is not because they lack talent or ambition, but because systemic hurdles stand in their way. Businesses have a direct influence on shaping access to opportunity. They are the ones deciding who gets hired, who gets promoted, who has access to professional development, and who gets left behind.  If companies are serious about gender equity, they need to take practical steps—not just on March 8, but every day.

Removing barriers to education and employment

Education is one of the most effective ways to break cycles of disadvantage, yet financial and systemic obstacles still shut many women out. Businesses have resources and opportunities to help close the gap in ways that create a long-term talent pipeline while also supporting social mobility. Even with a law degree, finding my first job wasn’t easy. I had no connections in the legal industry, and my job applications went nowhere. It wasn’t until I started cold-emailing every law firm in Sydney that I finally got a response. This is a reality for so many women. Having the right qualifications isn’t always enough, and access to professional networks matters. Businesses can contribute meaningfully by widening their hiring practices, actively seeking out candidates from diverse backgrounds, and creating structured pathways into employment. It’s about recognising that many talented women aren’t in traditional hiring pipelines. Internships, graduate programs, and targeted recruitment efforts help break the cycle. But education is where it starts. Funding scholarships and mentorship programs isn’t just charity or philanthropy, it’s an investment is an investment in a smarter, more diverse workforce. Beyond funding, businesses can also partner with universities to ensure that women from marginalised communities know these opportunities exist. Companies can raise awareness and make educational pathways more accessible. Mentorship and professional development can also make a difference, removing challenges in career progression for all women, especially those underrepresented in any sector. Training, sponsorship and leadership opportunities all offer the tools to long-term success.

Beyond one day of recognition

International Women’s Day isn’t just for celebration; it reminds us work still needs to be done. Visibility is important, but visibility without action is performative. Addressing pay gaps, ensuring safe and inclusive workplaces, and committing to long-term initiatives can create real change. It’s about embedding fairness into hiring, promotion, and leadership structures—not just talking about it once a year. For businesses wondering where to start, the answer is simple: look at where the barriers are and work to remove them. The solutions aren’t always complex – it can be as straightforward as funding a scholarship, rethinking recruitment strategies, or offering a hand to someone who just needs a way in. Because For ALL women and girls. Rights. Equality. Empowerment isn’t just a theme for one day, it’s a responsibility every day.