Post: Celebrating International Women’s Day 2026  

Celebrating International Women’s Day 2026 : Policies Update

At GridBeyond, we’re incredibly proud to mark International Women’s Day 2026 by celebrating the progress we’ve made and by growing even bolder in our commitment to equity, diversity and inclusion (EDI) through support for every colleague. 

Diverse perspectives fuel innovation, especially in energy and technology: sectors where women have historically been under‑represented. But creating a truly inclusive workplace means looking beyond representation alone, it means building policies and a culture that meet people where they are, in every stage of their lives and health journeys so that they can keep contributing to the best of their abilities.  

That’s why we’ve introduced a suite of new inclusive policies designed to make sure that people have the personal support they need to give their best at work while being cared for as whole, human beings. 

What are the policies and why they matter?  

We’re introducing a range of supportive policies designed to help our colleagues thrive throughout all stages of life and health journeys. From fertility and reproductive health support, menopause and perimenopause, and menstrual wellbeing, to pregnancy loss and bereavement care, these initiatives are about acknowledging real-life challenges while helping people to give their best at work. Our new policies are designed to provide practical, dignified support so colleagues can recover, stay engaged, and continue contributing at their best, without having to “push through” these challenges alone.  

We already offer both hybrid and remote working options, which form a core part of our EDI strategy and help create a workplace that is accessible and supportive for all colleagues. Flexible working is particularly important when we consider gender equity. Many women balance full-time work alongside significant unpaid caring responsibilities for children, dependants, or elderly relatives. Census 2021 data shows that 59% of unpaid carers in England and Wales are women. In Australia, the 2022 Survey of Disability, Ageing and Carers (SDAC) found that 68% of primary carers are women, and 48% of secondary carers. According to the ILO report on ‘Care work and care jobs for the future of decent work’ globally, women perform 76.2% of total hours of unpaid care work, rising to 80% in Asia and the Pacific. These figures underline how unpaid care responsibilities continue to shape employment and workforce participation across the world.  

At the same time, we recognise that caring responsibilities affect people of all genders, it’s also important to note that women and people impacted by menstrual and reproductive health conditions may be managing cycles, endometriosis, PMDD, fertility treatment, pregnancy loss or menopause alongside their professional responsibilities. A recent Catalyst survey of women in work situations across several countries including the United States found 84 % want more menopause support at work. Creating flexibility and understanding in how we work benefits everyone, while helping to address the disproportionate impact these combined responsibilities can have on women. It’s vital that we continue this conversation and keep progressing policies that provide meaningful, practical support to all colleagues who need it.  

Our Male Health Allyship policy is designed to address the real mental health challenges many men face, and the barriers that often stop them from seeking help. Research shows that around 50% of working men in the UK have experienced mental health struggles, yet many still feel there isn’t enough support at work, and stigma remains a real barrier to speaking up. Two in five men say they want more employer‑led mental health support, and a large majority acknowledge that stigma still exists around men’s mental wellbeing.  

By fostering psychological safety, reducing stigma, and encouraging open conversations, our new policies will ensure that everyone, regardless of gender can access support. These policies sit alongside the broader EDI work we’re proud to champion at GridBeyond. We know that without supportive policies, organisations risk losing talent. Around one in six women considering menopause support report thinking about leaving work due to lack of support. In energy and technology, where pace and competition are fierce, this is not just a “women’s issue”, it’s a business issue. Supporting wellbeing and career continuity means people bring their full potential to the work we do every day. 

Supporting a culture of #GivetoGain 

This International Women’s Day and in the spirit of this year’s theme #GiveToGain, we are reflecting on how true opportunities arise when workplaces actively support their people. When colleagues don’t have to choose between their health and their career, everyone benefits. By continuing to create inclusive policies that address the real-life experiences of women and all those impacted by reproductive and caring responsibilities, organisations not only foster equity but also drive innovation and long-term success. Supporting people in this way is not just the right thing to do, it’s a strategic gain for all. 

References:

https://www.carersuk.org/policy-and-research/key-facts-and-figures

facts-about-carers-october-2025.docx

https://view.officeapps.live.com/op/view.aspx?src=https%3A%2F%2Fwww.carersuk.org%2Fmedia%2Fojupddol%2Ffacts-about-carers-october-2025.docx&wdOrigin=BROWSELINK

https://www.gov.uk/government/publications/shattering-the-silence-about-menopause-12-month-progress-report/shattering-the-silence-about-menopause-12-month-progress-report

https://www.aihw.gov.au/reports/australias-welfare/informal-carers%23

https://employeebenefits.co.uk/mental-health-resilience/43-of-working-men-want-their-employer-to-offer-more-mental-health-support/280410.article

https://www.catalyst.org/en-gb/about/newsroom/2024/menopause-workplace-support-global

Join the team 

Visit our careers page to learn more about current openings and how you can be a part of our exciting journey! 

Are you passionate about making a difference and contributing to a forward-thinking, inclusive workplace? At GridBeyond, we are always on the lookout for talented individuals who share our values and are eager to be part of a dynamic team that values diversity and equity. Learn more about what it’s like to work at GridBeyond here.  

#GridBelong  

Want to be part of our team? Find out more and check out our careers here.

News | 16 April 2024

GridBeyond closes €52M Series C funding round to continue its platform evolution and invest in new & existing markets

GridBeyond closes €52M Series C funding round to continue its platform evolution and invest in new & existing markets Smart […]

Learn more