Canada Life UK's Stephanie Lear on building workplaces where every woman belongs

In recognition of International Women’s Day, Stephanie Lear, Chair of the Gender Balance Network at Canada Life UK, explores how organisations can move beyond celebration to create lasting change for women. In this Q&A, Stephanie reflects on the importance of shining a light on micro-inequalities, building genuine psychological safety, and embedding inclusive practices all year round. She shares how Canada Life UK is working to strengthen gender equality and LGBTQ+ inclusion, and her vision for a future where all women can access equal opportunities at work.

How do you feel International Women's Day contributes to the visibility and recognition of women's achievements in the workplace?

International Women’s Day is a fantastic opportunity for us all to pause and reflect on how we both individually and as communities can continue turning the dial on gender equality. It’s important that we celebrate the progress we’ve made, but equally vital that we recognise where gaps still exist and how these challenges may show up differently in today’s world. My view is we’re seeing that while some of the more obvious inequalities have diminished, the subtle, day-to-day “micro inequalities” are still very present. International Women’s Day helps shine a light on these realities and ensures that women’s achievements, contributions, and experiences remain visible and valued today.

How do you think workplaces can be more inclusive and supportive of LGBTQ+ women's needs and experiences, especially on International Women's Day?

I believe it’s essential for workplaces to continuously evolve their practices, tools, and behaviours to create truly inclusive environments. Barriers can appear in many forms, from gender biased recruitment technology to the subtle, unspoken biases that influence opportunities for women, and even more so for those who identify as LGBTQ+. With 39% of LGBTQ+ employees feeling the need to hide their identity due to fear of discrimination, it’s clear to me that more must be done to foster psychological safety.

To better support LGBTQ+ women, especially on International Women’s Day, organisations can prioritise inclusive policies, visible allyship, and spaces where lived experiences can be heard and respected. Creating an environment where individuals can show up as their authentic selves is core to ensuring equality in practice, not just in principle.

How have you been involved in promoting gender equality and inclusivity on International Women's Day?

As the Chair of our Gender Balance Network, I play a key role in supporting and delivering our DEI strategy, championing activities that strengthen women’s development, gender equality, and visibility. I’ve contributed to International Women’s Day events for several years, but I believe the real impact comes from continuing this work throughout the year.

I co-created and hosted empowerment workshops across the organisation that were open to all colleagues and built around key themes raised during previous IWD events. These sessions created space for reflection, learning, and allyship across the business,

For me, promoting gender equality isn’t just an in-work responsibility, it’s part of how I show up every day. I bring these conversations into my personal life as well, sharing education, insights, and awareness with friends, family, and my wider community. I also recognise that there is still much more to do, and we mustn’t forget that this inequality continues to evolve.

What steps do you believe organizations can take to create a more inclusive and welcoming environment for LGBTQ+ women, both internally and externally, during International Women's Day and beyond?

This is a brilliant question, I think organisations can do lots to show they are inclusive and welcoming workplaces. They can review their policies and practices to understand if they explicitly protect and support LGBTQ+ colleagues and include inclusive language. They can consider how leadership can show visible commitment and no tolerance to discrimination, and clear and safe ways of reporting instances if they occur.

Organisations might consider the extent to which there is an environment where LGBTQ+ women can share experiences without fear, perhaps through listening circles and spotlight events that help create allyship. Thankfully, we have a fantastic PROUD network that creates this space in Canada Life. I also believe we need to continue to educate by delivering inclusive training. This will help our colleagues to recognise the unique challenges of LGBTQ+ Women and equip people to know how to be active allies.

Externally, organisations can demonstrate support by amplifying diverse voices through campaigns, and ensuring their brand presence reflects genuine inclusion. They could also partner with LGBTQ+ charities and organisations and make strong statements of support.

Ultimately, organisations need to consider how they embed these behaviours throughout the year to create a culture where LGBT+ women feel supported every day.

How do you envision a future where LGBTQ+ women are celebrated, supported, and have equal opportunities in the workplace, and what steps can we take to achieve that vision, both on International Women's Day and year-round?

If I look forward, I envision a world where women feel truly safe. Safe to be their authentic selves, without adapting, codeswitching or staying quiet in spaces where they deserve to be heard. A world where they are seen equally in every environment, no matter their characteristics, and where they don’t have to work harder for the same opportunities.

To reach that future, my view is that we need to keep turning the dial: continuing to educate, to learn, and to lead the way we want the world to become. Organisations can be part of the solution through supportive policies and practices, creating safe spaces where people can share, learn, and shaping the culture. Real progress comes from consistent action, not just on International Women’s Day, but throughout the year.