Gender Equality Can’t Wait: Perspectives on Accelerating Action for Women

Summary: For International Women’s Day, we highlight nine leading women from legal and eDiscovery who share their unique perspectives on furthering equity and accelerating action for women.

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In the United States it took 42 years for the 19th Amendment to pass, giving women the right to vote. Approximately 31% of UN member states have never had a female head of government. The US gender wage gap across all age groups has remained stagnant—at 82 cents on the dollar—for more than 20 years. It’s no wonder that this year’s International Women’s Day theme is “Accelerate Action.” According to the IWD site, this theme is “a call for urgency, inclusion, and transformative change. It signals that equality cannot wait, and that all sectors of society must work together to quicken the pace of progress for women’s rights and empowerment.”

Movements of any kind take time, effort, and most of all, engagement at every level and within every area of life where influence can be made. From the broad scope of government policy development to the individual, everyday parenting of our daughters (and sons), all of us who want to affect positive change for women’s advancement have a responsibility to speak up, challenge norms, question biases, and celebrate achievements all in the name of  progress for equality.

Given the significance of these factors, it makes sense that for International Women’s Day we sought the experience and wisdom of nine women from across industries, leading eDiscovery and litigation programs and practices, about furthering equity and accelerating action for women today.  They innovate, operationalize, consult, and strategize in pursuit of the best outcomes for their teams, clients, and organizations at large—and each woman brings a unique perspective on creating opportunities, leveraging allyship, and inspiring future generations, with a keen focus on the advancement of representation and belonging. Now in its seventh consecutive year, this annual tradition of conversations continues to impart an immense amount of wisdom and inspiration for the future of progress.
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Meet our International Women’s Day honorees

Beth Rauker, Senior Global Information and Discovery Management Program Manager, Medtronic

Dayna Munsch, Senior Director, eDiscovery, DaVita

Francine (Franny) French, Director, Global eDiscovery Operations, GSK

Jacquelyn Johnson, Associate Director, Strategy & Operations Management, Litigation and Government Investigations, Bristol Myers Squibb

Jaime Murphy, Managing eDiscovery Attorney, Freshfields US LLP

Jennifer Swanton, Lead Senior Counsel eDiscovery, Global Litigation, CBRE

Laura Rickloff, Senior Discovery Attorney, Cleary

May Lee, eDiscovery Program Manager, Xcel Energy

Melissa Weberman, Counsel | Head of eData, Arnold & Porter
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Get to know our 2025 International Women’s Day Honorees.
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Affect change with authenticity of self

Bringing one’s authentic self to work— allowing your identity, values, and personality to shine through rather than fit a certain corporate mold of expression— is a powerful driver of both inclusion and success. As Dayna Munsch emphasizes, “Focusing on belonging goes beyond just DEI, it’s about making sure everyone feels valued and empowers them to bring their authentic selves to work.”

When women feel secure to express their true selves, they build stronger connections, are more invested in their work generally, and feel safer to help shape workplace cultures that welcome diverse perspectives. Belonging also fosters confidence and encourages innovation. Jacquelyn Johnson highlights how authenticity serves as a model for future leaders, noting, “It’s important for people coming up to see that you can be who you are, and you don’t have to wear a professional hat that looks so different from the hat that you wear in your personal life.”
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Seek transparency to build solidarity

Isolation can occur when people think that their problems are unique, that they are alone in experiencing them. And isolation unequivocally stifles action, casting people off to their own islands of worry. Laura Rickloff highlights this, stating, “Understanding the areas of education and growth that could benefit the larger community is invaluable. It can be easy to get laser focused and forget that there are other people who are grappling with the same problems that we’re experiencing.”

When we share experiences openly, we foster connection and collective problem-solving, and ultimately, forward movement. Beyond personal transparency, organizations must also be openly accountable about their efforts in diversity, inclusion, equity, and belonging. Melissa Weberman underscores this necessity, saying, “Organizations should set measurable goals, share their metrics, and regularly report on progress. I think we can—and should—ask our employers to be open about everything from compensation structures to how they identify talent for key projects.” When leaders and employees alike commit to transparency, they build trust, ensure accountability, and strengthen the collective push for meaningful change.
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Lead by example

If the change we wish to see in the world is gender equality in all facets of life, we must be that change. That’s what leading by example is all about—actively mentoring, supporting, and advocating for other women not just to encourage them, but to model what true leadership looks like. Jennifer Swanton relays a personal experience that encapsulates this thinking: “My first job was led by a woman who had just come over for public defense working on an incredibly high-profile murder case. She taught me how to stand my ground and look confident even when I was not.” And Jaime Murphy points out that inclusive hiring needs structured, ongoing enrichment to be truly effective, stating, “It’s not enough to hire women if you don’t mentor and support women. Organizations should foster professional development for women through mentorship programs and access to continuous learning.”

Mentorship initiatives are proven to strengthen careers, build confidence, and create lasting networks of support that are crucial for both the mentor and mentee. Beth Rauker explains, “As a mentor, providing guidance based on experience is crucial…What is equally powerful is to continue to be mentored even in the twilight of our careers. Setting the example of being a lifelong learner shows the next generation of women leaders that remaining coachable and teachable is valuable.”

And mentorship doesn’t have to be formal to be effective. The simple acts of inquiry and dialogue demonstrate visibility and are important tools for championing representation. As Franny French notes: “Whenever I get the chance to speak with the next generation of women, I ask about their current careers and where they see themselves in the coming years and where can I be supportive...It is amazing what giving a bit of your time can do for someone, be it to listen, show care, or provide advice.”
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Reinforce strong standards with allyship

Women cannot be solely responsible for advancing women in the workplace, not least of all because advancement requires the understanding and backing of those with power and representation. It’s why allyship, especially from men in leadership, is critical to advancing women in the workplace. Dayna Munsch underscores this, saying, “Allies in leadership positions should actively support women’s growth and development by promoting engagement to ensure that women are being heard and considered for opportunities in leadership roles. It starts with listening more, active engagement, advocacy, and empowering women to speak up.” Specifically, and tactically, May Lee notes, “Men can challenge gender-based stereotypes and biases, use gender-neutral language, and speak up against violence. Volunteering for women's organizations, participating in gender inclusion programs, and mentoring women to achieve their career goals are also important actions.”

Allyship also flourishes when it’s a formalized part of workplace cultures. Beth Rauker highlights the need for structured initiatives, stating, “If organizations are looking to accelerate their DEI initiatives, at a macro level, effective approaches include embedding organizational programs that focus on areas where women have been underrepresented such as women in science (STEM) or area of specialty, such as IT, as well as programs that call for allyship between men and women.”
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More ways to support women

Perhaps the most important aspect of this year’s International Women’s Day theme is, paradoxically, the patience we must hold when tides shifts, landscapes change, policies fall into and out of place, and factors beyond our control make it difficult to mark progress of our cause. It means that now more than ever, it’s so important to call out bias, question injustice, demand equity, and keep the conversations going to accelerate action for women everywhere.

Explore more conversations with leaders on equity and inclusion on our insights page.