Marching Forward: Why “All People Matter” Is a Step Backward for Gender Equality

By Tanya Andrews, Founder of Trellis Collective

This International Women’s Day, we’re taking a moment to reflect, not just on where we’ve come from, but more importantly, where we’re going.

The theme of marching forward feels fitting. It speaks to progress, to momentum, and to the collective effort needed to create lasting change. But here’s the thing: marching forward isn’t just about moving for the sake of movement. It’s about being intentional. It’s about knowing exactly what we’re moving toward and why.

And that’s where the conversation around gender equality feels t’s going off the tracks a little bit. (Especially in today's global political climate.)

In the past 12 months we’ve seen a shift in how workplaces, industries, and even entire movements talk about diversity and inclusion. Bold, targeted messages about gender equality have been softened into broader, more neutral statements. Things like:

• “All people matter.”
• “We support everyone’s growth.”
• “We’re focused on inclusion for all.”

Now, don’t get me wrong: all people DO matter, inclusion for all is the ultimate goal. 

But when we dilute the conversation in the name of neutrality, we lose sight of the very issues we’re supposed to be addressing.

Why Neutral Messaging Isn’t Progress

The intention behind “all people matter” messaging isn’t inherently bad. Of course, everyone deserves equal opportunity and support in the workplace. But when it comes to systemic issues like gender inequality, broad statements don’t solve specific problems.

The intention behind broad inclusion efforts is positive, but real change requires specificity. If someone wants to learn guitar, simply teaching them how to read sheet music won’t help their fingers navigate the strings. To solve their problem (I can't play the guitar) someone actually needs to sit down and focus on the guitar.  

The same applies to workplace inclusion. Broad-stroke efforts don’t address the workplace biases, career stagnation, and leadership gaps that continue to hold them back. Nor do they equip women to navigate male-dominated industries.

When we take a broad approach, we overlook the real obstacles women face: bias, limited opportunities, and unsupportive environments. Progress isn’t about making workplaces equally accessible in theory. It’s about removing the structural barriers that prevent women from thriving in practice.

The Hidden Barriers Women Still Face

At Trellis Collective, we’ve spent years working with early-career women in male-dominated industries, and the patterns are impossible to ignore. Women still face:

• Higher turnover rates driven by unsupportive environments that make them feel isolated and undervalued.
• Workplace bias that undermines their confidence, limits opportunities, and blocks promotions. 
• Career stagnation due to limited leadership pathways and a lack of visible role models.

These aren’t vague, intangible challenges, they’re real, measurable, and happening every day. Yet, when we use broad messaging that focuses on “everyone,” we risk erasing these specific struggles.

And here’s the thing: it’s not just women who suffer because of this. Businesses do too. Talent pipelines weaken, retention rates drop, and the potential for innovation and growth shrinks.

Marching Forward With Purpose

So, what does marching forward actually look like for gender equality?

It starts with specificity. 

It means naming the barriers, not glossing over them. It means recognising that in order to create truly inclusive workplaces, we need targeted actions that address the unique challenges women face, especially in industries where they’re underrepresented.

At Trellis Collective, we’re not in the business of offering blanket solutions. Our work focuses on early-career women because we know that the first five years in male-dominated industries are critical. This is when confidence is built (or broken), when networks are formed (or missed), and when future leaders are either nurtured or lost.

Our First Five Program was designed specifically to help early-career women navigate these challenges. We focus on:

• Building confidence and communication skills so women can speak up, advocate for themselves, and lead with impact.
• Creating supportive networks that reduce feelings of isolation and foster peer mentorship.
• Helping businesses understand and address systemic barriers, so they’re not just recruiting diverse talent but actually retaining and developing it.

This International Women’s Day, Let’s Be Clear About What We’re Marching Toward

Progress doesn’t happen by accident. It happens when we commit to deliberate, targeted action.

This International Women’s Day, let’s resist the urge to water down the conversation. Let’s avoid the broad, feel-good statements that ignore the specific barriers women continue to face. Instead, let’s march forward with purpose.

Because when we focus on the real challenges, when we name them, address them, and take action, that’s when real change happens. That’s how we create workplaces where women don’t just survive, but thrive.

So, the question isn’t whether we’re marching forward. It’s: Are we marching in a clear and defined direction toward gender equality?

Let’s make sure the answer is yes.