On May 3, 2025, a webinar titled “Breaking the Glass Ceiling” brought together leading professionals from various industries to discuss the prevailing issues of workplace discrimination, harassment, and gender bias that still hinder the advancement of women.
The webinar was moderated by Funsho Anthony, the session featured professionals such as Linda Ochugbua, Esohe Igbinoba, Amirah Oyegoke and Abigail Semono, all of whom contributed based on personal and professional experience to address the realities that women face and the change necessary to shift the narrative.
While speaking during her keynote, Linda Ochugbua, Digital Sales Manager at BusinessDay addressed the insidious barriers still afflicting numerous women in the workplace, she said.
“We’re battling out of date perceptions that connect masculinity with leadership,” she explained.
“From tone policing to discriminatory pay and biased feedback, the message all too often is be twice as good, and still you may not be selected”.
She emphasized the need for concrete reforms, pointing to various forms of harassment, including verbal abuse, hostile environments, and inappropriate jokes that are often ignored or normalized.
“It’s not enough to have policies on paper,” she stated. “They must be reviewed often and enforced with intention.”
Abigail Semono, a life coach, emphasized on the power of personal action in creating change. Looking back on her fight for a lactation room during her previous job, she stated, “What felt small at the moment prompted a larger transformation in how the company accommodated mothers. One insistent voice can make a tangible difference.”
Amirah Oyegoke, who is a product designer, addressed subtle exclusion in the workplace. “Discrimination is not always loud. It creeps in when you’re left out of key conversations or not selected for key projects. We must remain vigilant and speak up.”
Esohe Igbinoba, a venture builder, recounted unsettling experiences with improper investor behavior in relaxed business environments. “I’ve been asked to meet in hotel rooms for what were supposed to be business meetings,” she explained. “And if I refused such propositions, I was labeled ‘difficult.’ We must stand up for our dignity and say no without apology.
An audience member whose name is Ayodeji Osatuyi also addressed how being a Nigerian man, had coped with accent and race based prejudice in Canada.
He said “You are faced with all forms of prejudice, based on your gender, your color, and your accent,” he also added that “My approach has been to stay strategic: under-promise, over-deliver, and just keep moving forward.”
The conversation also explored how upbringing affects workplace dynamics. Eniola Anthony spoke of being raised to be self reliant and how that shaped her confidence. Yet, assertiveness still draws criticism. “You speak up and you’re called difficult,” added Linda, she also said silence won’t protect either.”
Confronting one of the most damning stereotypes, Obed Semono disproved that women emerged to the top through unscrupulous methods. “It’s a discrediting agenda used to undermine women’s hard work.” Abigail joined in, “Let your work do the talking. Be professional, set your boundaries, and most importantly, stand by fellow women” she added.
Throughout the session, the consensus was that workplaces do need to change, not just through formal policies but through building cultures in which discrimination is challenged and challenged actively, inclusive behavior can be achieved by continual training, and accountability comes through constant scrutiny. Building avenues for mentorship and promoting equal access to opportunity for women as well as men were also considered to be necessary steps toward building healthier, better balanced teams.
Lastly, Funsho Anthony emphasized the importance of shared responsibility. “We want men to be included in these conversations,” he said. “Change is accelerated when everybody is on board.”
This webinar was not just a conversation, it was a strong, decisive statement, women are no longer waiting to be invited to lead. They are already leading, and demanding that the systems supporting them catch up.
