At a time when creative industries are being reshaped by innovation and diversity, a formidable group of women leaders step forward to share their journeys, challenges, and breakthrough strategies.
In this compilation of thoughts and insights from leading female figures in the creative industries, our trailblazers reveal how transformative policies, authentic leadership, and a commitment to inclusion are redefining what it means to lead.
Their insights, drawn from decades of valuable experience, serve as both a mirror and a roadmap for a future where resilience, empathy, and collaboration pave the way for lasting change.
Linda Murphy, CGO at tactical
“From investment banking to print media sales and finally to scaling a two-people company to a global team of over 100 -- 64% of which are female -- tactical's (and my) journey has been one of risks, payoffs along the way. We've moved beyond traditional workplace structures to build something that actually works for everyone, regardless of who they are or what their life looks like.
Some of our policies that helped us do that are:
- An unbiased hiring process with a pre-defined scorecard, salary brackets and role requirements.
- Unlimited leave.
- Maternity and paternity leave policies that go way beyond statutory guidelines.
I don't believe in micro-management, and flexibility is a given for everyone in the team. Creating a network of like-minded individuals who can offer leadership advice, not as a result of their gender, but their experience, is something I think we could all benefit from.
The narrative of "as a woman" is counter productive in my opinion. If we tell our sons and daughters that the things we have achieved are centred around our genders alone, we risk diluting the message. It’s a subtle yet important shift. We didn’t achieve our goals “as women”, we achieved them as someone who has worked hard to achieve the best we can for ourselves, and our families.
On International Women's Day, let's focus on creating workplaces that support everyone's success, not because of their gender, but because they're the best person for the role. No fluff, no quotas - just real opportunities and the freedom to seize them.”
Clara De Rosa, Head of Customer Success UK at Adform
“This International Women’s Day, we unite for gender equality—celebrating progress while recognising the work still to be done and embracing the qualities each gender brings to the table.
“As a woman in leadership, I’ve seen both women and men juggle career and personal responsibilities, often facing challenges that slow their professional growth. True equality isn’t just about opportunity—it’s about workplaces recognising the challenges and providing the right support such as equal pay policies, paid parental leave, return to work plans, and fostering a culture of inclusivity.
“I believe that no matter the gender, a business will thrive with greater representation as women and men bring their own qualities. To drive real change, we must break down the current barriers by fostering mentorship and allyship, where collective understanding and change will bring more equality into leadership roles.
“Ultimately, greater representation benefits everyone. When workplaces empower diverse leaders, businesses become stronger, innovation thrives, and success is driven by talent—not gender.”
Selen Ozkan, Head of CPG, UK&I at Uber Advertising
“This year's theme, Accelerate Action, is a powerful call to move beyond conversation and into meaningful, decisive steps towards gender equality and diverse inclusion, regardless of gender, religion, ethnicity, sexuality, or neurodiversity. It resonates deeply with me as a woman, an immigrant, and a leader in the advertising and tech industries.
“At Uber, we believe that "Great minds don’t think alike". Diversity isn’t just a nice-to-have; it’s a business imperative. Diverse leadership brings a wealth of perspectives, experiences, and ways of thinking, which results in better decision-making, stronger teams, and ultimately, improved outcomes.
“Yet, the reality is that women, especially those from underrepresented groups, are still missing from leadership tables. The Pipeline reports that female representation on executive committees fell to 32% in 2024 from 33% in 2023, while McKinsey’s 2023 report shows that organisations with higher ethnic representation at senior levels are 39% more likely to outperform their competitors. The numbers speak for themselves.
“To truly make progress, we must break down the barriers that prevent diverse talent from thriving—whether that’s women, immigrants, neurodivergent individuals, or people from different cultures. This means creating access to mentorship, sponsorship, and leadership opportunities while embedding diversity into hiring, promotions, and decision-making processes.
“Achieving lasting change requires a collective commitment to fostering equity, inclusion, and belonging across all industries and cultures—an effort that must be pursued with urgency and intention.”
Lena Arbery, Director of Destinations, Travel and Growth, EMEA at Tripadvisor
“International Women’s Day carries deeper resonance this year. In the current climate, this day has never held greater significance.
“As a working mother raising teenage twins, I embrace the profound responsibility of being a role model, not only to my children but also to the next generation of women stepping into the advertising and media industries. Success isn’t about striving to “have it all”; it's about embracing who we truly are—authentically, boldly, and unapologetically.
“We are the sum of every facet within us; that unique combination is our greatest strength, our superpower. Now more than ever, we must harness it and let it shine.”
Julie Selman, SVP, Head of EMEA at Magnite
“This year’s theme for International Women’s Day 2025 ‘Accelerate Action’ is both timely and powerful. For years, the fight for gender equity has centred on harnessing and elevating female talent. This theme serves as a reminder that while progress has been made, there is still much work to be done to create a more inclusive and celebratory world towards women.
A key part of this change is fostering a more inclusive workplace for women, which can inspire them to feel confident and supported. Providing clear career pathways, leadership development opportunities, and nurturing a culture that values progression is essential.”
“Family-focused leave policies and hybrid working play an important role in enabling women to balance their professional aspirations with the personal responsibilities that come with having a family. These benefits not only support well-being but also create opportunities for more women to advance into senior leadership roles and help drive meaningful, lasting change across industries.”
Rose Baki, Senior Partner and Head of Brand Strategy at Lippincott
The sum of the hurdles keeping women from the boardroom ultimately combine into fundamentally structural and/or cultural issues within organizations. Were there objective performance measures opening doors for her, or was her perceived over-ambition closing them? Did she have parental leave policies and childcare options that supported her or held her back? Could she lean into empathy as a superpower, or was she put in positions that emphasized caring for the team over leading them?
“Structural and cultural” sounds so big and out of our control. But we must remember that it’s each of us as individuals, and even more powerfully together as communities, who form the foundations of both. We decide every day to act (or not) in ways big and small, easy and risky, in the spaces we show up.
This IWD, take the good intentions of celebrating a woman in your life through social posts, text messages or gifts and channel them instead into acting on her behalf in a way that she can feel right now. This could look like pausing and asking for her thoughts during a debate in your next meeting. Or sharing how she works to care for the needs of the team. Or shining a light on her wins with the people that shape her career.
If even a handful of people she knows do this, suddenly, she has a community who has her back. And that’s one of the biggest ways to overcome any hurdle.
Monica Conway, Chief Operating Officer at Fuse
The advertising industry has come a long way from its male-dominated past, but hurdles remain for women striving for leadership. Progress is happening, for example, Omnicom surpassed the 50% target in 2023, but the work isn’t done yet.
Balancing high-pressure roles with family responsibilities remains a challenge, particularly for women. This makes flexible working, shared parental leave and a genuine commitment to work-life balance essential.
Networking is another barrier. While men have long leveraged their networks, women don’t always do the same. Mentorship programs like WACL, Bloom, and Omniwomen and Allies help bridge this gap, connecting women with invaluable support and opportunities.
Unconscious bias still holds women back, particularly in male-dominated industries like sports marketing and finance. Even AI adoption reflects this, with men leading the charge - embedding gender bias into its very fabric. To break these cycles, we need more representation, more voices at the table, allyship from male colleagues to support change, and a relentless push to challenge outdated norms.
Becci Nadin, Deputy Creative Director at TBWAMCR
Being a woman is not a barrier to the boardroom. It’s your fast-track ticket to the best seat at the table. 78% of women identify as their household's primary shopper, making theirs the final say in purchases, including in male-centric categories. So, to not include them in crucial decision making, creative selling, brand evolving conversations, would be the catastrophic downfall of any client and agency.
At TBWA/MCR portraying consumers authentically has always been important to us. Making sure mum isn’t just the bag carrier at a theme park, or telling a break-up story in a jewellery ad – because life isn’t perfect. Women aren’t just women. They are the social glue behind so much of what makes the world go round. They lead work teams, they raise families, they keep decade long friendships going and can organise a hen do at the drop of a hat. Which, believe me, is almost as hard as that time we pitched for Tesco.
The women I am fortunate to be surrounded by are creative, kind, calm leaders. They’re Wickedly funny, brave, resilient, patient, resourceful optimistic jugglers. And if that’s not reason enough for a seat at the table, it’s a table I’m not fussed about sitting at.
Stephanie Himoff is Executive Vice President of Global Publishers at Teads
Throughout my career as a senior executive, I have witnessed and experienced the hurdles that prevent women from making it into the boardroom. But breaking these barriers requires a strategic approach.
The first step is to challenge the status quo. Many corporate structures are still shaped by outdated norms that favour male leadership. To change this, women must not only demand a seat at the table but also question policies, biases, and leadership models that exclude them. Change does not come from silence—it comes from action.
Secondly, making men allies, not enemies, is crucial. Instead of viewing male colleagues as obstacles, we must engage them as partners in driving gender equity. Many men support diversity but need guidance on how to be effective allies. By fostering relationships built on mutual respect, women can gain advocates who will amplify their voices in key decision-making spaces.
Finally, embracing female strengths—particularly empathy and relationship-building—sets women apart as leaders. These qualities foster collaboration, trust, and resilience, all of which are essential at the executive level. Women should lead confidently, knowing that their leadership style adds value rather than needing to conform to traditional male-dominated norms.
By challenging norms, cultivating alliances, and leveraging unique strengths, women can break through the barriers to boardroom leadership.
Helen Keelan, Senior Sales Director, LG Ad Solutions
“This year’s International Women’s Day theme, "Accelerate Action," really resonates with me. There's already been incredible change within our industry, and through our actions, we must continue to drive it. It’s about accelerating the progress that’s already underway, creating a future where women don’t have to fight for equal opportunities but have them from the start.
“This doesn't mean working in siloes, but rather, as a united workforce to build a work environment that's comfortable for and favourable to everyone regardless of race or gender. The more we support each other, the more we build a culture of empowerment. That means having those difficult conversations and listening to opposing points of view to understand the barriers that still exist in a diverse workforce.
“For example, new norms and ways of working that accommodate young working families, adapting old industry conventions, or making space for new ways of driving successful outcomes - especially on the sales side.
“Women and other minorities who feel supported and seen will rise to leading roles, making this more accessible and less of a perceived 'mountain to climb' within our business.
“For those starting out or navigating the early years of their careers, it's important to take action— step outside your comfort zone, speak up, seek support, support those around you, and keep pushing boundaries.”
Kristy Elisano, CMO, Sparks
International Women's Day is a reminder of how far we’ve come—and the opportunities still ahead. While systemic challenges exist, one of the biggest hurdles is often ourselves. Self-doubt, hesitation to self-promote, and reluctance to negotiate can all hold us back. I’ve been there myself—downplaying achievements, undervaluing contributions, and waiting to be noticed instead of speaking up and owning my worth.
We need to change the narrative. Confidence isn’t arrogance, and advocating for ourselves isn’t self-serving—it’s essential. Leadership isn’t about waiting for permission; it’s about stepping up, taking risks, and knowing we belong in the room. Mentorship, leadership programs, and strong peer networks provide the tools and encouragement needed to push forward. But workplaces must also do more than pay lip service—they must actively foster environments where women’s voices are valued, growth is supported, and leadership paths are clear.
The real breakthrough happens when we address both fronts: systemic change and personal empowerment. When women own their power and organizations create space for them to lead, that’s when we’ll see lasting progress.
Final Thoughts
The voices in this article remind us that while significant progress has been made, the journey toward gender equity in creative industries is ongoing. Each leader’s story highlights not only the systemic and cultural barriers that persist but also the remarkable strength, innovation, and resilience that women bring to every boardroom and creative space. Their experiences underscore the importance of policies that promote flexibility, unbiased hiring, and genuine mentorship—elements essential for dismantling long-standing obstacles.
As we look to the future, these insights reinforce that women are not merely participants in the creative industries—they are catalysts for transformative change. Their unique perspectives, fueled by empathy, determination, and collaborative spirit, are driving a new paradigm where leadership is defined by talent and vision rather than outdated norms. In a landscape that increasingly values diversity and authenticity, the contributions of women are not only reshaping businesses but also setting new benchmarks for success and innovation.
Ultimately, the lessons here serve as both an inspiration and a call to action. International Women’s Day 2025 is a celebration of past achievements and a reminder of the work ahead. By embracing inclusive practices, fostering strong networks, and challenging conventional power structures, we can ensure that every creative mind has the opportunity to lead, innovate, and redefine what it means to be at the forefront of the industry.