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Why do we invest more in charismatic but useless men instead of able female leaders? And how can we fix this? Organisational psychologist and author @drtcp argued for ‘competence over confidence’ when he joined the 2021 Gender Balance summit

.@LizDimmock: "I will continue to strive hard to partner with organisations, campaigns and individuals to take positive action... so one day soon our workplaces will be truly representative and inclusive."

.@LizDimmock says now is not the time to take our foot off the gas. Urges audience to to take what's inspired them and says you can count on us at Moving Ahead to challenge ourselves and drive change at scale.

Liz: Year has seen leaps in D&I with no all-male boards in FTSE350, 1 in 3 boardroom roles in FTSE350 & the Black Lives Matter movement but setbacks too inc pay gap reporting, impact of Covid on women eg: working mothers more likely to homeschool & caring responsibilities

@LizDimmock: #IWD is a reminder of how much work there is still to do and not let it slip.

Next up at #GBS21 on #IWD2021 we welcome back our @_MovingAhead founder and CEO @LizDimmock on The tapestry of progress – a year of two halves. #ChooseToChallenge

Ann: I'm #ChoosingToChallenge all global biz to publish gender pay gap. Lucy: Im #ChoosingToChallenge the army's gender diversity targets. Need to be more ambitious.

Karen: In 2021 I'm #ChoosingToChallenge all the pledges made by industry to deliver action and tangible change.

Lucy: When I joined Army, if pregnant had to leave, no maternity/pat. We've changed, adapted and evolved, learned from other industries. D&I strategy. 2015 we trained officers [m/f] in same space. 10% females in army, fewer for BAME, isn't good enough. We need fundamental change

Ann: At Mastercard we publish gender pay gap around the world, rolled out maternity and paternity everywhere we operate (market leading), pledged to reach 50% of women SMEs. Committed to bringing billion people into financial system.

Karen proud that at WPP, 43% of women in senior roles. Lots of sponsorship programmes that look at ethnicity and gender.

What can other industries learn from what the panel have achieved in gender balance and diversity?

Ann talks about taking maternity leave at 37, recently telling hiring managers she wanted them to justify why women hadn't got leadership positions and why it's achievable to have 50% women in leadership.

Karen says it spurred her on to win that brand's biggest competitor to show them what they'd missed out on - "and we did." Those two individuals from competitors? Left within months.

Karen recalls #ChooseToChallenge when pitching, heard feedback from clients who'd said: "There's no way we would have had a female business director, let alone a black one."

Karen: in my industry 36% led by women; in my industry privately educated 1 in 3 compared to national average 1 in 14. Yet think of marketing, advertising, comms as liberal industry but I'm a unicorn in my industry.

L: In more recent years wanted to do job at Sandhurst but the way job was described I couldn't – why needed to be a combat officer when as a woman at time I couldn't be one? I challenged it.

Lucy on #ChooseToChallenge example. While on tours it's tricky having to make decisions under pressure while staying within remit of why you're in the country.

K: It's a huge responsibility but I remember my dad’s advice “Learn, earn and serve” so outside of my job I’m a non-exec for Cabinet Office

Karen: I wanted to get into that world which was tough because not many looked like me at the time. I have two exec roles. My industry contributes to cultural norms for society.