Reflections at the Close of Women’s History Month: Progress, Responsibility, and the Work Ahead

As Women’s History Month draws to a close, I find myself reflecting not just on the stories we’ve honored over the past few weeks, but on the responsibility we carry forward. I believe deeply that advancing women in the workplace is critical to the long-term health and success of Day & Zimmermann. It is about the strength of our culture, the health of the enterprise, and ultimately, the performance of our business.

As the executive sponsor of our Women’s Resource Group, I’ve had a front-row seat to both the progress we’ve made and the work that remains.

Progress Is Real… and Fragile

The latest McKinsey & LeanIn Women in the Workplace study offers a sobering but vital perspective. Over the past decade, women have made meaningful gains in leadership; today, women hold 29% of C-suite roles, up from 17% in 2015.

That progress reflects intentional effort, advocacy, and structural change. But the same data reminds us that progress is uneven:

• The Pace of Change: At the current rate, gender parity in corporate America is still nearly 50 years away.
• The “Broken Rung”: Nationally, for every 100 men promoted to manager, only 81 women are promoted. I am proud to share that at Day & Zimmermann, we have promoted men and women at the same rate for the last two years.
• Intersectionality: Women of color remain significantly underrepresented at every level of the corporate ladder.

A Leadership Imperative, Not an HR Initiative

Too often, equity is viewed as something HR "supports." I am asking my fellow leaders to join me in shifting that mindset: Equity is something leadership must own. When we talk about inclusion, equity, and diversity at our company, we define it simply:

• Diversity is the range of perspectives we bring to the table.
• Inclusion is whether our people feel they truly belong.
• Equity is ensuring that our systems, opportunities, and outcomes are fair.

If our employees don’t have the same opportunity across all of Day & Zimmermann to advance at the same rate, we are leaving innovation and talent on the table. That is a business risk we shouldn't be willing to take.

What I’m Asking of Our Leaders

Culture isn't changed by policy; it’s changed by behavior. As we move into April, I’m asking you to join me in focusing on three specific areas:

1. Move from Support to Sponsorship The research is clear: employees with sponsors are significantly more likely to advance. Yet, women are still less likely to have them. I’m asking you to look at your teams: who are you advocating for, and why aren't they in the room? Sponsorship shouldn't be the exception; it should be how we lead.
2. Watch the "Small Moments" Bias is rarely loud. It’s found in who gets the stretch assignment, who is interrupted in a meeting, or whose ideas are amplified. I’m asking you to be the leader who ensures every voice is heard and every employee has a path forward.
3. Own the Data We will continue to drive accountability through data, tracking progression, engagement, and retention, but I need you to own the "why" behind the numbers in your own organizations.

The Journey Ahead

At Day & Zimmermann, we’ve made real strides. But if the McKinsey data teaches us anything, it’s that momentum is not the same as transformation. As we move beyond March, our focus shifts from celebration to continuation. Women’s History Month gives us a moment to reflect, but equity is built in the months that follow. My commitment is to keep HR pushing, but we cannot do it alone.

Again, my ask to my fellow leaders is simple: Join me. Let’s ensure that at Day & Zimmermann, every employee has a fair shot to lead, grow, and thrive. When we get this right, we build a stronger, more resilient company for everyone. Let’s keep going.