DIVERSITY IS NOT JUST GOOD FOR BUSINESS.
IT IS ESSENTIAL FOR GROWTH.
Studies consistently show that companies with diverse leadership teams outperform those without. According to McKinsey’s Women in the Workplace 2024 report, organizations with greater gender diversity are 25% more likely to have above-average profitability. It is not just about representation. It is about action and the ripple effect it creates.
This International Women’s Day, I am reflecting on women-led transformation. Bold moves, career pivots, and leadership choices that shape industries and futures. I am humbled by the incredible women I have encountered throughout my journey in the print and marketing industries and various women’s leadership organizations like NAWBO, WBDC, and C200. Progress is happening, and we are seeing the impact of increased gender diversity in leadership.
For the first time, women now hold 50% of Chief Marketing Officer (CMO) positions among Fortune 500 companies, a milestone that highlights the strides made in gender representation. However, this progress is not yet equitable across all demographics. Only 12% of CMOs come from historically underrepresented racial and ethnic groups, showing that there is still work to be done to ensure leadership teams truly reflect the diversity of the workforce and the communities they serve (Spencer Stuart).
The print industry presents an even starker contrast, with female representation and diversity significantly lagging. Women make up only 33.8% of the workforce in printing and related support activities. Additionally, only 24.4% of the workforce in this industry is from historically underrepresented racial and ethnic groups (Data USA).
While progress in marketing leadership is encouraging, the broader workforce still has a long way to go. Women remain underrepresented in executive roles across many industries, particularly in sectors like print and manufacturing. According to McKinsey, at the current rate of progress, it will take 22 years for white women to reach gender parity in leadership. For women of color, that timeline extends to 48 years—more than twice as long. Furthermore, women of color account for only 6% of senior leadership roles, despite making up 20% of the U.S. population. These disparities highlight persistent structural barriers, especially at the first critical step into management.
MARKETING CAN LEAD THE WAY. BUT IT CAN'T STOP THERE.
Marketing, with its increasing gender balance at the executive level, has an opportunity to lead by example. Organizations that have made strides in diverse leadership within marketing should extend that commitment across their entire business. As a discipline that shapes brand perception, marketing has the power to influence how companies prioritize diversity, equity, and inclusion.
At SeaChange, we have seen firsthand how intentional efforts create real opportunities for women in leadership. As a women-owned and WBENC-certified business, diversity is at the core of our values. Women make up 57% of our executive leadership team, and 41% of our overall workforce identifies as female. We are also committed to broader inclusivity, with 29% of our leadership team as BIPOC. Across the company, 31% of our workforce is BIPOC. We recognize that representation is just the beginning. Action, accountability, and investment in people are what drive lasting change.
HOW ORGANIZATIONS CAN #ACCELERATEACTION
Based on our experience at SeaChange, here are tangible ways businesses can move from intention to impact:
Fix the Broken Rung
Many women struggle to advance because the first step into management is often the hardest to attain. Companies should actively evaluate their promotion processes, ensure equal access to leadership training, and implement structured mentorship programs for emerging women leaders.
Invest in Development
Internal growth programs, mentorship opportunities, and cross-functional leadership experiences help prepare women for higher-level roles.
Support Women-Owned Businesses
Supply chain diversity is another way to create meaningful impact. Partnering with women-owned companies fosters broader economic inclusion and demonstrates a real commitment to supporting women beyond internal hiring efforts.
Create Workplaces That Retain Women
Leadership starts with keeping talented women in the workforce. Flexible work policies, paid parental leave, and clear return-to-work pathways help ensure that women don’t have to choose between career advancement and family responsibilities.
LET'S MAKE 2025 A YEAR OF ACTION
At SeaChange, transformation fuels progress. This year, we are embracing the International Women’s Day theme, #AccelerateAction. We are committed to increasing our efforts to support and empower women in leadership, especially in industries where they are underrepresented.
In 2025, we plan to continue expanding our commitment to diversity and to women. We will create more opportunities, provide mentorship, and break down barriers that hold women back. I am excited about what is to come and look forward to sharing more soon.
This International Women’s Day, and every day, let’s move beyond celebration and take real action. Let’s support the women who challenge norms, break barriers, and redefine leadership. Together, we can create workplaces where women not only lead but thrive.
