After the conclusion of ceremonies dedicated to women, the question arises about what they take with them. During Women's Month celebrations, amidst an atmosphere of beauty, good food, and friendly interaction, inspiring speeches and photographs create a sense of proximity to opportunities.
However, the next day, when outfits return to the closet and pictures disappear from social media, the question remains open: what is left after these events? This question arose following the recent 'Women in Leadership Celebration' at Eduvos-Durban (Umhlanga), a joint project of the faculties of commerce and law.
Participants were not gathered merely to declare the strength, competence, and resilience of women. Instead, they were engaged in a dialogue with Fauzia Peer and Seshni Moodley, being provided with more useful knowledge: various approaches to leadership, issues of access, overcoming doubts, and utilizing influence.
Fauzia Peer, President of The Global Business Women’s Chamber, emphasized that leadership lies in supporting people, not in having authority over them. She urged women to open doors for each other, act as mentors and recommenders, and avoid positioning themselves as natural competitors. Peer reminded that one woman's success does not diminish another's light.
A serious approach to this requires more than just applause. To open a door means naming a woman when an opportunity arises and she is not present, as well as sharing information, introducing people, or providing access to the network you have built over years.
Peer explained the difference between mentorship and sponsorship: a mentor might tell a woman, 'You can do it,' whereas a sponsor puts her name forward when a decision is being made.
A complex question arises for those who managed to pass through these doors: do they remember what it was like to be excluded on the outside?
Seshni Moodley, founder and director of Seshni Moodley Attorneys, viewed the topic of power from a different perspective. She spoke about situations where you are not given a seat at someone else's table, and sometimes you have to build your own.
Moodley shared experiences of overcoming self-doubt and gaining confidence in a world that told her she was incapable. Many women are familiar with this discomfort. She noted that confidence often comes not before the difficult step, but because of taking that step.
However, she also warned against romanticizing the need to build one's own table by asking: why wasn't there a place for you in the first place? The authors note that women are excellent at overcoming obstacles, but less consistent in questioning who creates these obstacles.
South African statistics showed that the official unemployment rate among women in the first quarter of 2026 was 36.4%, compared to 29.6% for men. Furthermore, in 2024, women held only 35.5% of managerial and middle-level positions.
Behind these figures lie ordinary lives: a graduate who met all educational requirements but cannot get through the first door; an employee inspired by the event but returns to a job where their contribution is ignored; a mother encouraged to pursue ambitions but quietly carrying the main burden that enables the ambitions of others.
These women do not need additional instructions to become stronger. A woman can be confident yet remain excluded; she can learn to negotiate yet earn less money; she can become extremely resilient while bearing domestic responsibilities that leave little room for her own advancement.
At some point, praising women for surviving conditions we can change becomes too convenient.
This does not diminish the importance of individual initiative. Moodley's idea is important because women cannot always wait for institutions to become fair before starting to live. However, personal initiative should not become institutional justification.
Perhaps three types of conversations are necessary. A woman outside the hall should not allow anyone's rejection to define her potential. A woman who got inside needs to remember the door and think about whom else can be brought through it. And the organization owning the space must answer the question: why is entry still so difficult?
It seems that August events should be partially evaluated by what women can do afterward. Did a student manage to meet someone who will reply to their letter in October? Did an aspiring entrepreneur gain access to a network? Did mentorship relationships begin? Did someone learn more about their rights or how to challenge unfair practices?
Inspiration tells a woman that change is possible. Tools help her achieve it. But institutions also bear responsibility. Businesses can celebrate women in August while simultaneously analyzing whom they hire, promote, and how much they pay. Universities can showcase women's achievements while asking whether young women are given real leadership opportunities.
Perhaps Women's Month events require a different approach. It is necessary to keep the flowers, beautiful dresses, laughter, photos, and the joy of celebration, but to add alongside the flowers the opportunity, the introduction, the name for recommendation, or the commitment taken by the organization. Then the better question should be asked than 'was the event inspiring?' One should ask: 'What became possible because we were in this room together?'
And when September arrives, ask again: 'If you didn't have a seat, what did you build?', 'Whose door did you open by finding your way in?', and 'If you own the table, who is still standing?'
Applause will end, flowers will wilt. What matters is that someone has a place when it happens.
Academician Nitu Chetty calls for moving beyond the symbolism of Women's Month celebrations and transforming inspiration, access, and resilience into meaningful opportunities for women long after the flowers fade and the applause subsides.