Last month, IAG Loyalty and British Airways Holidays came together to host their first joint International Women’s Day panel – a powerful and honest discussion exploring the challenges women face in the workplace and the role businesses play in accelerating gender equity.
Held virtually on 12 March 2025, the event brought together over 250 colleagues to discuss the barriers women face in the workplace, how we can accelerate action on gender equity, and why inclusive cultures are built on empathy, authenticity, and allyship.
It marked a significant milestone too – the first time IAG Loyalty and British Airways Holidays had hosted a joint event of this nature. With panellists spanning senior leaders, product specialists, data experts and operational heads, the panel showcased diversity of role, background, and experience. And most importantly, it didn’t shy away from the real stuff: the pressures of caregiving, the menopause gap, outdated assumptions about women’s roles at work – and how we begin to challenge them.
A conversation rooted in real experience
The panel, hosted by IAG Loyalty’s Head of Communications, Victoria Madden, included:
- Donna Czyzewski, Head of Contact Centre, IAG Loyalty
- Steven Betts, Data Product Owner, IAG Loyalty
- Catherine Onions, Head of Operations, British Airways Holidays
- Andrew Flintham, Managing Director, British Airways Holidays
- Liz Gaskin-Payne, Product Manager – Flights, IAG Loyalty
The group brought together a range of lived experiences – from seasoned leaders reflecting on generational change, to working mums navigating modern-day flexibility, to women without children addressing the assumptions they often face in leadership.
Andrew Flintham opened the panel with a personal reflection on the evolution he’s witnessed over the years, both as a leader and as a father of two daughters. He spoke candidly about seeing female colleagues scale back or opt out of career progression due to caregiving responsibilities and highlighted the importance of visibility: “You have to see it to believe it,” he said, pointing to the value of mentorship and seeing women succeed in leadership roles.
Liz Gaskin-Payne shared her journey as a single parent of two, explaining how hybrid working and a supportive culture at IAG Loyalty made it possible for her to progress in her career while raising a family. “I don’t feel like it’s slowing me down anymore,” she said. “It’s become achievable – and no one bats an eyelid now if a parent says, ‘I’ve got my kid’s sports day this afternoon.’”
Donna Czyzewski echoed this sentiment while reflecting on becoming a parent later in life. “You don’t have to be great at everything,” she said, encouraging leaders to build trust through vulnerability and honesty. “Sometimes you don’t have the answers – and that’s OK. Say you’ll come back to it. That’s how you build a team that trusts you.”
Beyond motherhood: Challenging stereotypes at every stage
Importantly, the conversation didn’t centre solely on motherhood. Catherine Onions offered a powerful perspective as a single woman without children – a group often underrepresented in gender diversity discussions. “Sometimes, if you haven’t got kids, you wonder if people think you’ve got it easy, like you should be doing more,” she said. “But everyone’s juggling something. We all deserve to have our lives respected, no matter what they look like.”
That acknowledgement – that gender equity isn’t one-size-fits-all – ran throughout the panel. From navigating childcare, to carving out space for self-care, to having carer responsibilities, to battling invisible assumptions, the panel reflected the rich diversity of women’s experiences at work.
And it wasn’t just about the challenges. It was also a celebration of progress.
The panellists agreed that the shift to flexible and hybrid working has been transformational – not just for working parents, but for anyone trying to balance life and career. They also pointed to cultural change: the growing acceptance of open conversations around topics like the menopause, and the visible presence of senior female leaders across the business.
As Andrew shared, his previous company had launched a dedicated menopause initiative, including leadership training and employee support groups. “We normalised the conversation,” he said. “That’s where the support starts.”
The role of male allies
A standout moment came from Steven Betts, who reflected on what male allies can do to support women in the workplace.
“There are two ways to approach it,” he said. “We can support women as individuals – in meetings, in conversations, by making sure everyone’s voice is heard. And we can also challenge the systems that create those imbalances in the first place.”
He encouraged men to reflect on their own habits: “Have I made sure I’m creating equal opportunities? Have I posted that job in a way that encourages diverse applicants? Am I fostering an inclusive team culture?”
It was a reminder that inclusion isn’t just a women’s issue – it’s everyone’s responsibility.
Embedding belonging, everyday
The panel was just one part of IAG Loyalty’s wider week of activity. Throughout the week, the business celebrated International Women’s Day by spotlighting the personal stories of colleagues like Nicole Crowdey, Hayley Denson, Isla Gray and Rebecca Crane, who shared what IWD means to them and how allyship can drive change.
These stories, shared across internal platforms, embodied IAG Loyalty’s values of “Taking Belonging Seriously” and being “Caring and Inclusive.” Together, they painted a picture of a workplace where people are encouraged to show up as themselves – and supported when they do.
Why this matters
At Women in Tech, we know that accelerating action on gender equity means more than ticking a box once a year. It requires everyday conversations, brave leadership, and ongoing reflection. Events like this one matter because they create space – for honesty, vulnerability, and growth.
We’re proud to work alongside IAG Loyalty as their gender diversity partner. This International Women’s Day panel showed exactly why: because they’re not afraid to tackle difficult topics, because they celebrate a range of voices, and because they understand that real change starts from within.
