Beyond Surface-Level Girl-Boss Girl Power: Catalysing Meaningful Systemic Change for Women

Girl power. Girl boss. You’ve heard these terms before. They've been co-opted and used in catchy slogans, pop songs and marketing campaigns.

Surface-level girl-boss girl power is everywhere. It looks good, it’s trendy, and it makes people feel good in the moment. But does it create real, lasting change for women, or is it just another flashy bandwagon everyone jumps on until the next trending topic comes along?

What we need, now more than ever, is meaningful structural change. And yes, there’s a big difference between the two. Let's explore why surface-level girl power just doesn’t cut it anymore and how we, as individuals and as a society, need to go beyond the hashtags and get down to the hard work of real, structural change.

What is Surface-Level Girl Power?

Surface-level girl power is everywhere – and it often comes with a shiny bow on top. It’s the empowerment we see on social media, in commercials, and in the latest Instagram post. It's about boosting women’s self-esteem, getting women to ‘lean in’ and encouraging them to ‘smash the patriarchy.’ But when you peel back the layers, there’s often little substance behind it.

Think of all the advertisements we’ve seen over the past few years - brands boasting about female empowerment or championing diversity. Yet, how many of those brands actually have women in decision-making roles? How many of them pay women equally to men for the same work? How many are genuinely fighting to eradicate gender inequality in the workplace? The truth is, many companies are capitalising on the “girl power” trend, while still perpetuating the very systems that keep women at a disadvantage.

It’s time we look past the slogans and start asking the real questions. Is the “girl power” we’re being sold changing anything long-term? Or is it just a quick fix that makes us feel good in the moment?

The Downside of Surface-Level Empowerment

While girl power campaigns have their place, they come with a downside. When we focus too much on slogans or social media trends without changing the system behind them, we risk becoming complacent. The danger lies in mistaking these superficial efforts for actual progress.

Take the concept of “leaning in,” for instance. Sheryl Sandberg’s book “Lean In” urged women to assert themselves in the workplace. While the advice itself isn’t wrong, it ignores the systemic barriers that make it much harder for women, especially women of colour and women from lower-income backgrounds, to succeed. A woman of privilege, for instance, might have the resources to lean in, but a woman in a lower-income job or one without educational opportunities faces an entirely different set of challenges. The problem isn’t just the women who ‘lean in’ or not but the structures that prevent many from having a fair chance at all.

This is where surface-level empowerment falls short. It doesn’t address the underlying systems that keep women from thriving. It’s like painting over a cracked wall without fixing the foundation.

Meaningful Structural Change: Going Beyond the Surface

Now, let’s talk about the real deal: meaningful structural change. This is the kind of change that requires heavy lifting, challenging systems and doing the hard work to make long-term, sustainable improvements. It’s about pushing for equal pay, dismantling barriers to career advancement for women and rethinking the way we define success in our workplaces, governments and social structures.

For meaningful change to happen, it requires shifting policies, attitudes and mindsets at every level. Take women’s representation in leadership roles. While we see a lot of talk about the need for more women in the C-suite, how many companies are actually changing their hiring practices or fostering an inclusive workplace culture? How many are implementing flexible work arrangements or ensuring women’s voices are heard in boardrooms?

Meaningful change is about creating an environment where women can thrive, not just survive. It’s about establishing equal pay for equal work and taking the time to mentor and elevate women who have been historically excluded. It’s about advocating for paid family leave and more balanced caregiving responsibilities. It’s about policies that allow women of all races, backgrounds and abilities to have an equal opportunity to succeed.

The Role of Everyone in Driving Real Change

Throughout my career, I’ve witnessed countless women being told to break the barriers, lean in and create structural change. But here’s the truth: real change doesn’t come from just a few women pushing hard on their own. It requires solidarity. Change happens when all people - women, men and non-binary folk - work together towards a shared vision of equality and empowerment. We need to move beyond the myth that only a select few women can break through the glass ceiling. Instead, we must work toward a world where every person has the opportunity to thrive, no matter their background or resources.

Women in leadership roles must use their influence to advocate for others who are often left behind. This means sponsoring other women, creating opportunities for growth and building networks that elevate everyone. True empowerment is collective. It’s about supporting one another, fostering community and ensuring equal access to opportunities for all.

What Can We Do?

If we’re serious about meaningful change, there are tangible steps we can take:

1. Re-examine Workplace Policies and Practices: The onus shouldn't be on women to navigate systems that were designed without them in mind. Companies and institutions must actively review their policies to eliminate bias in hiring, promotions and pay. It’s time for policies that create genuine opportunities for women, non-binary individuals and marginalised communities without them needing to 'prove' themselves more than others.

2. Incorporate Gender Equality in Leadership Training: Leadership development programs should integrate gender equality as a core value, ensuring all leaders understand how to create inclusive environments. Men, women and non-binary people must be equipped with the skills to identify unconscious bias and foster diverse and inclusive teams, from the boardroom to entry-level positions.

3. Mandate Equal Pay Audits: Pay equality shouldn’t be optional. Governments and businesses alike need to mandate regular audits of pay structures and make the findings publicly available. By holding organisations accountable, we push for the systemic shift needed to close the gender pay gap.

4. Encourage Shared Responsibility at Home and Work: Family and caregiving responsibilities shouldn’t fall disproportionately on women. Policies that offer paid parental leave for both parents and flexible working conditions are essential to fostering a balanced and fair society. Employers should actively support shared responsibility, recognising that work-life balance is vital for everyone.

5. Create Policies to Address Unconscious Bias: It’s time to move beyond lip service. Institutional bias, whether it’s racial, gendered or otherwise, must be addressed head-on. From diversity hiring quotas to bias training for all employees, organisations need to establish policies that actively counteract these biases rather than relying on individuals to challenge them.

6. Support Mentorship for All: Women, non-binary people and marginalised groups often lack the same access to mentors and networks that others have. Organisations and leadership must take active steps to ensure that mentoring programs are inclusive and that mentorship is available to all employees. Creating diverse mentor pools ensures that opportunities for career advancement are equally accessible.

7. Encourage Men to Be Allies: It’s not enough to focus on women and marginalised groups advocating for themselves. Men must be an active part of the conversation about equality and gender justice. Encouraging male allies in workplaces, leadership roles and policymaking positions to advocate for change will amplify efforts towards a more inclusive society.

8. Government Legislation on Equal Opportunity: Governments must introduce and enforce stronger legislation that demands equality in all sectors - be it in the workplace, education or healthcare. This includes increasing investment in women's entrepreneurship programs, small business support for underrepresented groups and ensuring that women’s voices are equally heard in policy decisions.

9. Increase Accessibility to Professional Development: For true gender equality to occur, women and marginalised groups must have equal access to professional development and career growth opportunities. Organisations must invest in education programs that are accessible to all employees, regardless of gender, background or ability.

10. Foster Intersectionality: True change must include an intersectional approach to equality. Gender equality cannot be achieved without considering race, class, ability and other factors that impact individuals’ experiences. Moving beyond the 'one-size-fits-all' approach to women’s equality is essential to creating a truly inclusive environment.

    
    

Real Change Starts With Us

While surface-level girl power is nice for a moment, we need to push for real, systemic change that will last. Women deserve more than just a quick fix or a catchy slogan; we deserve true equality and the chance to thrive in all areas of life. As women in business, in leadership roles and in society, we have the power to make that change happen. Let’s stop settling for slogans and start working toward a world where every woman has the opportunity to reach her full potential.

The work is hard, but the rewards are beyond worth it. Let’s roll up our sleeves and make real change happen together.