Beyond the Cupcakes: A Personal Look at International Women’s Day

By Gemma Copping, HR Manager

I’ll be honest. I wasn’t sure how to approach International Women’s Day this year.

In the past, I’ve often found many International Women’s Day posts to feel a little patronising. I wanted to avoid the stereotypical photos of cupcakes and balloons. I didn’t want to post a token group photo of our team labelled as the “backbone of the organisation” or the people “we couldn’t do without.”

Most importantly, I wanted to move away from the tired clichés of women “juggling families” or “balancing responsibilities.”

Instead, I wanted to focus on something more meaningful. I wanted to talk about the women who work at RGH, the roles they play within our business, and the direction we need to move in as an organisation and as an industry.

Life at RGH

Having worked at RGH for four years, I have always felt valued and treated as an equal member of the senior management team. What I enjoy most about my role is the inclusive environment we have created and the flexibility we are able to offer as a smaller business.

At present, RGH Converters employs eight women, representing 21.62% of our team.

Collectively, these women:

• Bring 52 years of combined service to the business
• Work across five different departments
  

Their contributions span administration, operations, support functions, and leadership. Like every member of the team, they play an important role in keeping the business moving forward.

However, while it is important to recognise and celebrate the talent within our organisation, we also need to be honest about the data and the bigger picture.

Facing the Facts: The 2025 Women in Manufacturing Report

After reviewing the Women in Manufacturing Report 2025, it became clear that we currently sit below the industry average when it comes to female representation within our workforce.

The report also highlighted that our gender pay gap remains higher than the industry average.

While these statistics are uncomfortable to acknowledge, they are also necessary. The report is not simply a collection of numbers. It is a call to action for businesses across the manufacturing sector.

To drive meaningful progress, the report outlines five key pillars organisations should adopt:

Champion EDI in Leadership

Ensure a senior-level leader is responsible for driving and monitoring Equality, Diversity and Inclusion (EDI) initiatives.

Assess the Landscape

Carry out an honest assessment of the current workforce to identify where the gaps and opportunities lie.

Define the Vision

Engage employees in defining measurable EDI targets that align with the long-term goals of the business.

Identify Key Initiatives

Develop targeted actions that support this vision and ensure the entire organisation is involved in the process.

Monitor Progress

Establish clear systems for reporting, measuring outcomes, and maintaining accountability.

These steps provide a structured way for organisations to move beyond discussion and begin making tangible improvements.

Our Commitment for 2026

For us at RGH, International Women’s Day is not simply a moment to celebrate. It is an opportunity to reflect, assess where we currently stand, and determine how we can improve.

For the year ahead, I have officially incorporated these five pillars into our HR strategy for 2026.

This means we will be taking a closer look at our recruitment practices, career progression pathways, and overall workforce balance to ensure we are creating opportunities for a more diverse and inclusive workplace.

My hope is that these actions will contribute to creating genuine balance and equality within our organisation. More broadly, I hope they play a small part in supporting progress across the manufacturing industry as a whole.

Authentic inclusion is not about one day of recognition each year.It is about the strategy, decisions, and actions we take during the other 364 days.