Nathalie Amiel-Ferrault, Vice President, Customer Experience and Marketing, FedEx Express Middle East, Indian Subcontinent and Africa lays  down the case of how creating an environment of gender equality can make a huge difference in our economies and communities. This year’s International Women’s Day celebrated the theme #EachforEqual, which shines light on reshaping actions and mind-sets towards creating an environment where individuals, regardless of their gender, have equal rights, opportunities, and access. The economic impact of equal access to employment goes far beyond an individual wage, or salary. A McKinsey Global Institute report states that USD 12 trillion could be added to global GDP by 2025 if gender equality is strengthened[1]. As the report indicates, small strides by companies in this direction can make a huge difference in our economies and communities. To achieve gender equity, companies across all industries need to commit to measures that level the playing field for all current and future team members. Gender equality is more than simply the right thing to do. Gallup Workplace Studies have shown that companies with diverse workforces are 22% more productive, have 27% higher profitability, and 39% higher customer satisfaction. Additionally, more diverse workplaces are happier and more innovative. Forbes have stated that when employees think their organization is committed to and supportive of diversity, they feel included, and their ability to innovate increases by 83%. As the studies show, it is imperative for companies to treat gender equity as a business practice. This can be achieved by creating a workplace culture that is driven by growth, recognition and work-life balance. To enhance this environment, and to place an organization in the best place to attract diverse teams, companies should review the policies that govern their recruitment and promotion process. To ensure the best individual is selected for the job without an unconscious bias, a diverse assessment panel of interviewers or assessors, who can judge talent, skills and capabilities will allow candidates and team members gain equal access to opportunities, growth, and development. Additionally, companies must focus on recognizing talent based on merit and performance. Ensuring individual talent is appreciated fairly will help build the level of confidence among team members, encourage everyone to replicate success stories, cultivate a mind-set that supports gender equality. This will steadily build a respectful and inclusive workplace culture that is free of bias, generalization, and stereotype. A better work-life balance also plays an integral role in helping team members feel supported to move away from traditional gender roles. Standard policies include flexible schedules, programs that support adjustment in corporate life after becoming a parent (either through birth or adoption), and other career breaks. Technology has made flexible and remote working possible, allowing team members to continue to engage with colleagues in workplaces across the city, or across the world, while pursuing their personal and professional goals. This commitment to equal access to opportunities, technology and a way of working that meets individual needs, while supporting the broader business objectives and requirements, will help companies support talent retention, establishing their position as an employer of choice within the industry. At the current pace, the gender gap in the Middle East and North Africa would be potentially closed in 140 years[2] according to the Global Gender Gap Report 2020. To make gender equity and equality a norm within economic sectors in the region, industry bodies can demonstrate leadership by guiding companies to introduce policies that are people-centric. Benchmarking such policies can help companies yield significant development benefits of boosting business growth and also serve as an ideal platform for a better understanding of the communities they serve. By focusing on gender equity today, companies can ensure gender equality is a norm tomorrow and for the generations to come. [1] https://www.mckinsey.com/featured-insights/gender-equality/women-in-the-workplace-2018 [2] http://www3.weforum.org/docs/WEF_GGGR_2020.pdf