International Women’s Day (IWD) has the power to do more than spark conversation. At its best, it sharpens focus, reinforces accountability and accelerates action that is already underway.
This year, Infosys and Transdev demonstrate two distinct but equally rigorous approaches to advancing gender equity. One focuses on structured leadership acceleration and enterprise-wide accountability. The other anchors IWD within governance, measurable pay equity outcomes and visible CEO leadership.
Both move beyond symbolism.
Infosys
Embedding gender equity into performance and progression
At Infosys, IWD acts as a catalyst within a long-term strategy designed to build inclusive leadership pipelines and expand opportunities for women across the organisation.
Infosys’ VP & Head – Diversity, Equity and Inclusion, ESG Governance & Reporting, Aruna C. Newton, says:
“Our theme for IWD 2026, #CelebrateWithChange, is a call for sustained action to build a more inclusive world for everyone. It goes beyond celebrating women – their success and struggles – to actively driving the changes required to create equitable opportunities and environments.”
Rather than positioning IWD as a standalone event, Infosys treats it as a starting point to highlight initiatives already driving meaningful change across the organisation.
Embedding accountability through governance
One of the strongest drivers of progress is structural accountability. Diversity, equity and inclusion goals are embedded into the company’s ESG vision and balanced scorecard, ensuring gender equity priorities are tracked alongside broader business performance.
This governance framework reinforces leadership responsibility and enables consistent measurement of progress through enterprise-wide people metrics.
Supporting women returning to the workforce
A flagship initiative in advancing gender equity is #RestartwithInfosys, a structured program designed for professionals returning after a career break.
The program provides targeted learning pathways, mentorship and support designed to help participants confidently transition back into the workforce.
In FY25 alone, 935 women rejoined the corporate workforce through #RestartwithInfosys, significantly strengthening the organisation’s diverse talent pipeline.
Accelerating women into leadership
Infosys is also investing in leadership acceleration through #IamtheFuture, a flagship program designed to prepare women for senior leadership roles.
In FY25, over 200 women leaders strengthened capabilities across business strategy, execution, people leadership and ecosystem leadership through collaborations with institutions including Northwestern Kellogg, MIT and Harvard Business Review masterclasses.
These structured learning experiences aim to build the confidence, networks and strategic perspective required to step into senior roles.
Expanding representation in technology and research
Across its research teams, 35% of roles are held by women, with women-led intellectual property teams contributing to innovations in areas such as AI, extended reality, automation, data management and customer service technologies.
The organisation also invests in community-building and technical leadership through TechCohere, another flagship program led by technology leaders across Infosys.
In FY25, TechCohere hosted more than 120 sessions and Women in Technology (WIT) Weeks, supporting a thriving global community of over 1,200 women technologists and architects.
Initiatives such as SheLovesTech in Chennai and collaborations with Google Women TechMakers further expand networking, mentorship and leadership opportunities for women in technology.
Measuring progress beyond International Women’s Day
For Infosys, sustained progress relies on measurement and transparency.
Gender representation and participation in development opportunities are tracked through enterprise-wide people metrics and reviewed regularly in senior leadership forums.
Progress is also documented publicly through the company’s annual global ESG report, reinforcing accountability and enabling data-driven decision-making.
International Women’s Day therefore becomes a moment of visibility rather than the driver of action itself.
By embedding inclusion metrics into governance, leadership accountability and talent development systems, Infosys ensures gender equity progress continues year-round.
Explore Infosys’ commitments on their WORK180 profile.
Transdev
Public accountability, measurable outcomes and CEO-backed governance
At Transdev, IWD is a public accountability moment within a defined multi-year strategy.
Transdev’s Head of Diversity, Equity, Inclusion & Talent Acquisition, Nicole Norris explains:
“IWD is anchored in our GEAP (Gender Equity Action Plan) and used as a moment of accountability, not celebration alone.”
This year’s event was hosted at a Sydney bus depot, bringing together operational and corporate teams in the environment where delivery happens every day. Contributions from CEO Brian Brennan, local Members of Parliament, Transdev’s internal Gender Equity Working Group and external partners reflect on progress achieved over the past year and clearly set out priorities and commitments for the year ahead.
By centering the event on delivery against the GEAP and hosting it within an operational setting, IWD becomes a practical checkpoint. It reinforces allyship, shared ownership and visible leadership commitment from the top of the organisation.
The GEAP spans 2023 to 2026, with clear measures and governance. The next three-year plan is already in development, reinforcing continuity rather than short-term focus. Progress is tracked across workforce composition, leadership representation and pay equity. In 2025, Australian operations achieved an average gender pay gap of -5.5%, demonstrating sustained, measurable progress.
Leadership development is central to long-term change. In 2025, Transdev delivered the second intake of its Elevate Female Leadership Program in partnership with Athena Leadership Academy. Since its launch in 2024, seven participants have progressed through internal mobility or promotion. Elevate alumni have also established an independent cross-business leadership network, strengthening peer visibility and connection across geographically dispersed operations.
In 2026, Transdev will expand its partnership with Athena to launch its first Emerging Leaders Program. Intentionally gender-balanced, the programme focuses on adaptive leadership, self-awareness and sustainable high performance, reinforcing a long-term commitment to developing diverse leaders.
Operational initiatives are improving representation across the business, including Women on the Move programs, women-focused recruitment open days and progress in Light Rail, where women now represent 29% of drivers.
Governance is reinforced through the CEO-endorsed Gender Equity Working Group, and Brian Brennan’s participation in the Champions of Change Coalition.
As Nicole notes:
“By embedding gender equity into long-term planning, leadership accountability and regular reporting, we ensure that impact extends well beyond IWD.”
At Transdev, IWD marks delivery within a leadership-backed, data-driven strategy.
Explore Transdev’s commitments on their WORK180 profile.
Sustained action, distinct strategies
Infosys embeds gender equity into structured progression and enterprise accountability.
Transdev anchors IWD within governance, measurable pay equity and visible CEO leadership.
Different sectors. A shared standard.
For WORK180, endorsement represents evidence, transparency and sustained action. International Women’s Day matters. What matters more is the infrastructure that continues long after it ends.
