Why I Do Not Celebrate IWD, But I Firmly Believe in Equality

Every year, International Women’s Day (IWD) comes around on 08 March. It is a global event that seeks to recognize the achievements of women and advocate for gender equality. Around the world, people march, organize protests, and take part in various activities to raise awareness about the struggles and achievements of women. But as meaningful as this day is for many, it is not something I personally celebrate. This is not because I do not believe in gender equality—far from it. For me, my decision has more to do with a personal matter and a broader principle.

08 March happens to be my late father’s birthday, a day that has always been deeply important to me. My father was born on 08 March, and he was an essential figure in my life. His birthday will always hold a special place in my heart. For this reason, I never fully engaged with IWD celebrations, as I was always focused on honouring him on that day. This does not mean I turn my back on the principles of IWD—quite the opposite. I support gender equality wholeheartedly and work toward it in my own way, every day of the year. In this post, I want to explain why I choose not to celebrate IWD and why I believe that real change should not be confined to just one day out of the year.

The Numbers Speak for Themselves: Gender Balance in AT WORK

To start, I want to highlight the reality within my own business. I am proud to say that my C-level executive team is composed of 64.87% women and 35.13% men. When I use the term “women,” I refer to all women—cisgender, transgender, and others who identify as women. The same applies to men, including cisgender men, transgender men, and anyone who identifies with that gender. These numbers were not arrived at through any kind of quota system or tokenism. They were the result of careful, merit-based hiring decisions that prioritized the best talent for the job, regardless of gender.

In today’s world, discussions about gender equality often revolve around numbers and percentages, and for good reason. Representation matters. But to me, what matters even more is ensuring that these numbers reflect genuine talent, not token hires. I do not believe in hiring someone just to fill a quota or to project a certain image. I hire based on the individual’s ability to do the job. Gender, while important in broader societal discussions, does not play a role in my decisions about who gets hired, promoted, or compensated. What matters is that the person can do the job, and do it well.

Equality is a Year-Round Effort, Not Just 0.27% of the Year

One of the main reasons I do not celebrate IWD is because I believe equality should not be confined to just one day of the year. Think about it—08 March represents just 0.27% of the entire year. One day of rallies, speeches, and hashtags is important, but it is not enough. Real change, lasting change, comes from the work we put in every day. We need to be working toward equality 100% of the time, not just on 08 March.

In my company, I strive to ensure that equality is something we practice every single day. Whether it is through pay equity, equal opportunities for advancement, or fostering an inclusive work environment, these are the things that matter. Celebrating IWD for one day feels symbolic, but symbols without sustained action can easily become hollow. That is why I focus on making equality a part of the everyday operations of my business. Every decision I make, every promotion, every new hire, is an opportunity to ensure that we are moving closer to true gender equality.

Equal Pay for Equal Work: A Practical Example

Let me give you an example of how I approach equality in my business. Suppose I ask my friend Altantsetseg, who identifies as a woman, to bring me a coffee. On another occasion, I ask my friend Roshan, who identifies as a man, to do the same task. To me, it is not their gender that matters. The whole point is for me to get a coffee, and both Altantsetseg and Roshan should be paid the same amount for doing that job. This, in essence, is what equal pay is about—compensating people fairly for the work they do, regardless of their gender.

In my business, this principle of equal pay applies across the board. Gender, race, or any other identity marker should not be the basis for how much someone gets paid. What matters is the task at hand and the value of the work being done. It is a simple concept, but one that is often overlooked or complicated by societal biases. I believe in stripping away those biases and focusing on what really matters: the quality of the work.

Talent Over Tokenism: Hiring Based on Merit

Another key aspect of equality in my business is that I do not believe in token hires. I will not hire someone just to check a box or to project an image of diversity. Instead, I hire people based on their talent, skill set, and their ability to contribute to the company. This approach has not only allowed me to build a high-performing team but also one that is diverse in the truest sense of the word.

When people are hired based on merit, they feel valued for their contributions rather than being seen as a “diversity hire.” This creates an environment where everyone can thrive because they know they were chosen for their abilities, not their gender. I believe this is the best way to foster true equality—by focusing on the strengths and talents of individuals, not on meeting arbitrary quotas.

Conclusion: Equality Should Be Every Day, Not Just One Day

In conclusion, I want to reaffirm that while I do not celebrate IWD, I am deeply committed to the principles of gender equality. IWD is a significant day for many, but for me, equality is something that needs to be pursued every single day of the year. 08 March may represent 0.27% of the year, but my commitment to fairness, inclusivity, and equality is 100%.

As we move forward, I encourage other leaders to adopt the same mindset. Let us focus on creating equal opportunities, fair pay, and inclusive environments every day, not just on symbolic days. True change happens in the everyday decisions we make and in the way we run our businesses, not just in the marches and rallies we attend.

Gender equality is not a one-day event—it is a continuous journey. And I am committed to that journey, every day, all year long. Equality should not be a cause we highlight for a single day but a standard we live by every day, in every action, at work, and in life. Through sustained effort and mindful choices, we can make equality an integral part of who we are—not just what we commemorate.