Listen, Support, Take Action: Creating Safer Spaces For Women At Work

The phrase “safe spaces for women at work” often conjures up conversations around physical safety or protection from harassment. While these are undeniably important, true safety goes far deeper. A truly safe workplace is one where women feel psychologically secure, emotionally respected, and free to voice their thoughts without fear of judgment or retaliation. It’s about creating an environment where dignity is non-negotiable and where inclusion is lived, not laminated in policies.

What does a safe space entail?

My work with diverse organisations has shown a recurring pattern: we cannot fix what we do not fully hear. And that brings me to the first critical step—listening.

But not the kind that happens in town halls filled with nodding heads or in anonymous surveys that disappear into a black hole. I’m talking about active, empathetic listening—conversations that are safe, non-performative, and devoid of repercussions. When women speak about their lived experiences—whether it’s exclusion from decision-making, subtle biases, or overt discrimination—they’re not complaining. They’re inviting the organisation to come to the table for problem-solving and grow. We owe it to them to truly hear.

The next step is support. Support that doesn’t end at acknowledgment but translates into actionable change. This means creating robust systems that walk with women through the various stages of their personal and professional journeys—pregnancy, parenting, menopause, care-giving, divorce, grief. These transitions are deeply human, and yet, they’re often where many women feel the most invisible at work.

Equally vital is access to mental health resources, mentorship, and coaching. Women—especially those navigating hostile work cultures—carry a disproportionate emotional burden. Psychological safety needs to be backed by tools that help women not just survive, but thrive. Mentorship and sponsorship are not perks; they are pathways to visibility, growth, and leadership.

And speaking of leadership, representation matters. We cannot talk about changing culture if women aren’t in the rooms where culture is being shaped. Building inclusive leadership pipelines isn’t about ticking diversity boxes; it’s about creating systems where women’s voices influence strategy, policies, and priorities. A culture of safety will only be sustained if it is led by those who understand its necessity.

The role of male allies

Lastly, none of this work can succeed in silos. Male allies are critical. Men must be part of this dialogue—not as bystanders offering silent support, but as active participants and champions. Whether it’s calling out bias, sponsoring women, or role-modelling inclusive behaviour, allyship must be visible, vocal, and continuous.

Creating safer workplaces isn’t a women’s issue. It’s a workplace issue. It’s a leadership issue. And it’s a culture issue.
Listen with intent. Support with integrity. Act with urgency. That’s how we build workplaces where every woman feels safe, seen, and valued.

Article by Sonica Aron, Founder & Managing Partner, Marching Sheep. Views expressed are the author's own.