Disclaimer: This article discusses strategies for empowering women in family-owned businesses and promoting inclusivity and mentorship in the workplace. The views expressed are those of the contributors and should be considered as suggestions for positive change, not as a one-size-fits-all approach.

Supporting women in the workplace is essential for fostering innovation, diversity, and long-term success. Research shows that companies with gender-diverse leadership are 15% more likely to outperform their competitors. However, the conversation shouldn’t end with a single day or month of recognition. True empowerment comes through consistent, meaningful action that creates lasting change. From mentorship programs to funding opportunities, there are various ways businesses can make a tangible difference in women’s careers. In this expert roundup, we explore practical strategies that family-owned businesses can adopt to ensure women have the resources, support, and opportunities to thrive year-round.

Invest in Long-Term Funding Initiatives

In my experience, family-owned businesses make the biggest impact when they create real financial opportunities instead of focusing on temporary recognition. A company with deep roots in the community has the power to support women in a way that lasts beyond March. I believe the best way to do this is by investing in long-term funding initiatives that give women the resources to grow their careers and businesses.

A business-funded grant program provides direct financial support for women to advance their goals. A company that sets aside $10,000 to $20,000 for female entrepreneurs, skilled tradeswomen, or employees looking to further their education offers more than encouragement. A business awarding even five grants per year helps women who might not have access to traditional funding sources. A family-owned company that implemented a similar program saw a rise in female-led business collaborations and stronger employee retention. A financial commitment turns support into tangible results.

Patrick Beltran, Marketing Director, Ardoz Digital

Host a Women’s Empowerment Event

One strategy family-owned companies can use to support women’s initiatives in March is by hosting a Women’s Empowerment event or panel discussion, either in-person or virtually, featuring successful women leaders within the company and industry. In my family-owned business, we’ve organized an annual event where we highlight the achievements of our female employees, share their stories, and discuss ways to break barriers in the workplace. 

This not only boosts morale but also provides a platform for mentoring and networking. We also tie in charitable contributions, donating a portion of our March sales to organizations that support women’s education and health. My advice to others is to make sure the initiative feels authentic and reflects your company’s values—supporting women should be part of an ongoing commitment, not just a one-time effort.

Nikita Sherbina, Co-Founder & CEO, AIScreen

Pair Skill-Building Workshops with Mentorship

We found that pairing skill-building workshops with direct mentorship created lasting impact for women in our organization. Last March, we launched a “Leadership Lab” program where experienced women leaders from local family businesses shared their expertise through monthly sessions. What made this unique was combining traditional mentoring with hands-on project leadership opportunities. 

One participant took charge of a major client initiative after attending these sessions, bringing fresh perspectives that improved our project delivery process. The program’s success wasn’t just about learning—it was about creating space for women to implement their ideas and drive real business outcomes.

We tracked progress through informal coffee chats rather than formal reviews, which led to more honest feedback and stronger relationships. This approach helped us understand that women didn’t just want theoretical knowledge—they wanted practical chances to lead and grow.

My takeaway is this: The most effective women’s initiatives combine learning with immediate opportunities to put new skills into practice. Support needs to extend beyond a single month to create meaningful change.

Matt Bowman, Founder, Thrive Local

Create a Structured Mentorship Program

Family businesses have a unique opportunity to make a real difference in supporting women this March. We recommend creating a structured mentorship program that connects experienced women leaders with rising talent in the company. This personal approach works especially well in family firms, where strong relationships and long-term thinking are already part of the culture.

Our experience shows that the most successful mentorship programs include regular one-on-one meetings, clear development goals, and opportunities for mentees to work on meaningful projects. For example, a mentee might lead a company initiative while getting guidance from their mentor. This hands-on experience builds confidence and leadership skills.

The key is making the program specific to your company’s needs. Start by identifying 3-4 senior women leaders who can serve as mentors. Next, select promising employees who want to grow their careers. Match them based on skills, career goals, and personality fit. Set up monthly check-ins and quarterly reviews to track progress.

This approach creates lasting change because it builds a pipeline of women leaders who understand your company’s values and operations. Plus, mentors often say they learn just as much from their mentees, creating a positive cycle of growth and innovation.

The best part? You can start small and grow the program over time. Even connecting just a few mentor-mentee pairs can spark positive changes throughout your organization.

Julia Yurchak, Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search

Encourage Women in Skilled Trades

At our company, we take pride in being a family-owned business that values hard work, dedication, and the next generation of skilled professionals. With March being Women’s History Month, we’ve been thinking about how we can encourage more women to explore careers in the trades. Skilled trades like plumbing, HVAC, and electrical work offer great opportunities, but women are still underrepresented in these fields.

As a company that has been serving Grand Rapids since 1989, we want to help change that. Through this initiative, we can highlight the contributions of women in our industry, provide mentorship opportunities, and explore ways to encourage more women to pursue careers in the trades. Whether it’s through a scholarship, hands-on training opportunities, or hosting an event where women in the field can share their experiences, our goal is to break barriers and build a more inclusive workforce.

Kevin J. Vander Hyde, Vice President, Vander Hyde Services

Fund Professional Development

One of the best ways family-owned businesses can support women’s initiatives in March is direct funding for professional development. Investing in real career growth beats symbolic gestures every time.

Covering the cost of a skills course, leadership training, or business conference helps women gain a competitive edge. A $500 investment in an advanced certification can lead to salary increases, promotions, and long-term career mobility. Setting aside even a small budget for workshops or mentorship programs shows real commitment. Development that builds financial independence has a lasting impact.

Thomas Franklin, CEO, Swapped

Spotlight Women in the Industry

One of the best ways a family-owned business can support women’s initiatives in March is by spotlighting the incredible women in the industry—especially in roles people don’t typically expect. In diving, women are still underrepresented as dive guides, captains, and engineers, so we use this month to highlight the talent we have on board. Whether it’s featuring them in social media posts, sharing their stories with our guests, or even hosting women-led dive trips, it’s all about making their contributions visible and inspiring more women to join the field.

Another thing we do is use March as a chance to invest in opportunities for women, not just celebrate them. That could mean running dive courses for local women who want to enter the industry, collaborating with female-led travel companies, or even hosting workshops on leadership in the dive world. It’s not just about one month—it’s about setting things in motion so that more women see this as a career path they can thrive in, long after March is over.

Mohamed Moussa, Managing Director, Tornado Marine Fleet

Elevate Women’s Voices and Achievements

One powerful strategy that family-owned companies can use to support women’s initiatives in March is to elevate the voices, achievements, and opportunities for women within their organization and industry.

Unlike large corporations, family businesses often have deep-rooted values and a strong sense of community. This gives them a unique platform to champion authentic, high-impact initiatives that go beyond surface-level recognition.

Here’s how they can make a real difference:

• Spotlight Women Leaders & Team Members – Share the journeys of the women who have shaped the company, whether they’re founders, executives, or employees driving innovation. Feature their stories on social media, company blogs, or in internal newsletters to highlight their contributions and inspire others.

• Create Meaningful Mentorship Programs – One of the most effective ways to uplift women in the workplace is through mentorship. Pair emerging female leaders with seasoned professionals to provide guidance, networking opportunities, and career growth strategies.

• Support Women-Led Businesses & Organizations – Partner with or source from women-owned businesses, donate to nonprofits focused on women’s empowerment, or host community events that provide education and resources for women in business.

• Invest in Internal Development – Offer professional development workshops tailored for women in leadership, financial literacy, negotiation skills, or personal branding to help them excel in their careers.

• Amplify Women’s Voices in Decision-Making – Ensure women have a seat at the table in key business discussions. Supporting initiatives is great, but true empowerment happens when women are actively involved in shaping company policies, strategies, and culture.

By aligning actions with values, family-owned businesses can demonstrate their genuine commitment to fostering growth, leadership, and opportunities for women—not just in March, but all year long. Because real impact isn’t about a one-time initiative—it’s about creating a culture where women thrive.

Lisa Benson, Marketing Strategist, DeBella DeBall Designs

Establish a Mentorship Pipeline

I know that supporting women isn’t just about one month of recognition. It’s about real, ongoing action. One impactful strategy family-owned businesses can implement in March (and beyond) is establishing a mentorship pipeline for women in leadership. Too often, family businesses default leadership roles to the next male in line, unintentionally sidelining talented women. 

By creating structured mentorship opportunities—pairing female employees with senior leaders—we can actively develop future women leaders and ensure they have a voice at the table. We focus on equitable hiring, leadership coaching, and flexible work policies that support work-life balance for women. These aren’t just buzzwords—they’re game-changers for retention and growth.

Patrick Carver, CEO & Founder, Constellation Marketing

Invite Women into Decision-Making Conversations

Inviting women into key decision-making conversations strengthens companies from the inside out. That could mean increasing female representation in leadership meetings, creating mentorship programs, or shifting policies based on direct input. A business I worked with realized that most high-level discussions were happening in informal settings where women weren’t included. Once they made structured leadership discussions a priority, female participation in decision-making grew, and within two years, 22% more women held leadership positions.

Lasting change comes from action, not just acknowledgment. Visibility, influence, and opportunity matter, and companies that make those a priority build stronger, more balanced leadership. March is a great time to start, but the real impact happens when the commitment continues year-round.

Adam Klein, Certified Integral Coach® and Managing Director, New Ventures West

Create Mentorship Circles

One strategy we use to support women in tech is mentorship circles. Instead of traditional one-on-one mentoring, we create small groups where women at different career stages—junior developers, mid-level engineers, and senior leaders—connect, share experiences, and support each other.

This approach works because it builds a real sense of community. Women feel heard, get advice from multiple perspectives, and learn in a more relaxed setting. It also removes the pressure from a single mentor to have all the answers.

Last March, we organized a mentorship circle focused on leadership skills. The impact was immediate. Junior team members became more confident, and senior women found it rewarding to guide others. The best part? These relationships continued beyond the month.

For any family-owned company looking to support women’s initiatives, this is an easy but meaningful step. All it takes is bringing people together, setting a topic for discussion, and letting the conversations flow. The long-term impact is what makes it worthwhile.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

Implement Meaningful Policies

If a family-owned company wants to support women’s initiatives in March, one great strategy is to invest in meaningful policies—like paid maternity leave, flexible work options, or leadership training for female employees.

The key is to go beyond just recognizing the month and actually put structures in place that support women long-term. Creating an inclusive workplace isn’t just good business—it also helps prevent potential legal issues down the road. When companies take real action, it benefits everyone.

Mark Sadaka, Founder, Sadaka Law

Showcase Women’s Talents and Leadership

One powerful strategy that family-owned companies can use to support women’s initiatives in March is by creating a platform for women within the organization to showcase their talents, achievements, and leadership. This could include hosting events such as panel discussions, workshops, or networking opportunities that highlight the achievements of women in the workplace and the community.

For example, a family-owned dental practice could organize a “Women’s Health Week” where female staff members are invited to speak about their experiences, expertise, and contributions to the field of dentistry, especially in empowering women to take charge of their oral health. This type of event not only acknowledges the value of women but also fosters a culture of inclusion and support, while offering mentorship opportunities for others.

Additionally, companies can actively partner with or donate to local organizations or charities that focus on supporting women’s initiatives, such as programs that provide education, career development, or health resources for women in underprivileged communities. By combining these efforts, family-owned businesses can make a significant and lasting impact while reinforcing their commitment to diversity, equality, and community empowerment.

Quyen Dang, Dentist, Optimal Dental Center

Join the Conversation!

What strategies do you think family-owned businesses can implement to support women in the workplace? Share your thoughts in the comments!

• What’s one initiative you believe could have the greatest impact on empowering women at work?
• How can businesses ensure their support for women goes beyond just one month?
• What role do mentorship and funding play in helping women achieve career growth?

We’d love to hear your ideas and experiences!