The Ongoing Fight for Equality: What Paris Talks Taught Us

  Think about your own life, or maybe scroll through the news for a few minutes. You’ll likely see stories – big and small – that hint at a persistent truth: despite progress, the playing field between genders isn’t level. This isn’t just about old-fashioned stereotypes; it’s woven into our systems, our beliefs, and even our daily interactions. Back in 2019, at the Paris Talks ideas festival at Unesco a humanitarian, thinker and women empowerment systems designer named Miren Bengoa, who led the Fondation CHANEL, guided a discussion on how we can truly fix this. Her insights from that day still feel incredibly relevant as we navigate 2025.Ms Bengoa and the participants weren’t just interested in surface-level changes. They asked a tough question: how do we fundamentally reshape our world to achieve genuine gender equality? Because let’s be honest, while we can point to more women in leadership or increased legal protections, the lived experience for many women and girls around the globe still tells a different story. The #MeToo movement, which was still fresh in many minds in 2019, ripped the curtain away, showing us just how widespread and deeply ingrained gender discrimination is – often in ways we didn’t even realize. Moving forward isn’t just about counting how many women have a seat at the table; it’s about changing the very shape of the table and who gets to decide what’s on the menu.Consider this: the OECD has a massive database called SIGI that measures how social norms and institutions create inequalities between men and women. Even with all the data they’ve collected, the stark reality in 2025 is that not a single country can proudly say they’ve achieved full gender equality. Think about the persistent gender pay gap. In many developed nations, women still earn roughly 80 cents for every dollar a man earns. This isn’t just about different job choices; studies consistently show that even when women have the same qualifications and do the same work, they often get paid less.

The Story Behind the Numbers: Take the example of Sarah, a software engineer with the same experience and skills as her male colleague, David. They started at the same company on the same day. Yet, a year later, David receives a promotion and a significant raise, while Sarah’s contributions are often overlooked in team meetings. This isn’t an isolated incident; it’s a pattern that plays out across industries and reinforces the pay gap. These aren’t just statistics; they affect women’s financial independence, their ability to save for the future, and their overall economic security.

As Ms Bengoa pointed out, while these numbers are crucial for understanding the problem, they don’t capture the whole picture – the subtle biases and cultural expectations that steer women away from certain careers or undervalue their contributions.So, what can we actually do? The 2019 Paris Talks workshop offered some powerful ideas that still hold true:

Starting Early: Education as the Foundation for Fairness

One of the core ideas was that we need to build a sense of equality from the ground up, and that starts with education for everyone. In 2025, this feels more urgent than ever. We need learning programs that encourage all of us, especially boys and men, to really understand different perspectives and challenge our own assumptions. And for girls and women, education needs to be about building not just skills, but also deep-seated confidence and a sense of agency – the feeling that they have control over their own lives and choices.

Teaching Equality in the Classroom: Imagine a classroom where traditional gender roles are actively questioned, where children read stories featuring strong female scientists and sensitive male caregivers. This isn’t just wishful thinking; there are educators and curriculum developers right now working to create these kinds of learning environments.

• The Power of Representation: Consider the impact of children’s literature. A recent study found that male characters are still significantly more likely to be featured in central roles than female characters. This lack of representation can subtly shape children’s perceptions of what is possible for them based on their gender. The push for more diverse and inclusive storytelling isn’t just about being “politically correct”; it’s about providing children with a wider range of role models and challenging limiting stereotypes from a young age.

Making Workplaces “Woke”: The need to shift mindsets and habits in our professional lives is critical. Companies in 2025 are increasingly implementing “unconscious bias training.” While sometimes met with skepticism, the underlying principle is sound: to make us aware of the ingrained stereotypes we might not even know we hold.

• Beyond the Training Room: Think about a hiring manager who unconsciously favors male candidates for leadership roles, or a team that consistently interrupts female colleagues in meetings. These aren’t necessarily malicious acts, but they contribute to a workplace culture that isn’t truly equitable. Companies like Salesforce are taking steps beyond one-time training, implementing systems to track pay equity and promote diverse hiring panels to mitigate these biases.

2. The Law and Everyday Life: Making Equality a Reality, Not Just a Rule

We’ve seen progress in laws that protect women and promote gender equality. But as the 2019 discussion highlighted, there’s often a big gap between what the law says and what actually happens in people’s daily lives. We need to bridge this divide.

The Weight of Unseen Norms: Consider the persistent issue of unequal caregiving responsibilities. Even in countries with progressive parental leave policies, studies show that women still overwhelmingly take on the majority of childcare and eldercare.

• The “Motherhood Penalty”: Research consistently shows that women’s earnings often decline significantly after having children, a phenomenon known as the “motherhood penalty.” This isn’t solely due to taking time off; studies indicate that employers may unconsciously view mothers as less committed to their careers, leading to fewer opportunities and lower pay. Even in countries with strong legal frameworks for parental leave, these societal expectations can undermine women’s economic advancement.

Education and Courageous Conversations: The solution isn’t just more laws; it’s about educating people – from politicians to everyday citizens – about why gender equality matters and how it benefits everyone. It also requires us to have uncomfortable but necessary conversations about challenging the status quo.

• Challenging Harmful Narratives: Think about the pervasive stereotypes in media that often portray women in narrow and limiting roles. Organizations such as the Geena Davis Institute on Gender in Media are working to change these narratives, providing data and resources to the entertainment industry to promote more balanced and realistic portrayals of women. These efforts are crucial for shifting societal attitudes and creating a culture that values gender equality.

3. Helping Everyone grow

Finally, the 2019 workshop emphasized the importance of creating opportunities that allow everyone, regardless of gender, to pursue their dreams and be their authentic selves. Too often, societal expectations box people in, limiting what they think they can achieve based on whether they’re a man or a woman.

Breaking Down Internal Barriers: Imagine a young woman who dreams of being an engineer but hesitates because she doesn’t see many women in that field. Or a young man who feels pressured to suppress his emotions because of outdated ideas about masculinity.

• The Power of Role Models: Studies show that seeing successful individuals who defy gender stereotypes can significantly impact young people’s aspirations. Organizations like Girls Who Code and Black Girls Code are working to provide girls with role models and mentors in STEM fields, challenging the notion that these careers are “for boys.”

Building Inclusive Environments: This isn’t just about individual empowerment; it’s about creating systems and cultures that actively support diverse aspirations.

• The Future of Work is Flexible: Companies that embrace flexible work arrangements, like remote work options and shared parental leave, are not only attracting and retaining top talent but also creating a more equitable workplace. These policies allow both men and women to balance their careers with family responsibilities, challenging the traditional notion that women should shoulder the majority of caregiving.

The Ongoing JourneyThe insights from that 2019 conversation at Paris Talks ideas festival remain a vital guide as we navigate the complexities of gender equality in 2025 and beyond. It’s a reminder that achieving a truly level playing field requires a multi-pronged approach: changing hearts and minds through education, ensuring our laws are reflected in our everyday lives, and creating a world where everyone has the space to thrive. The journey is far from over, but by embracing these enduring lessons and continuing to have the kind of open and honest conversations that platforms like Paris Talks champion, we can keep pushing towards a future where potential isn’t limited by gender, but unleashed by it.