How to Celebrate Women's History Month at Your Business

March 10, 2025

Women's History Month is a fantastic opportunity for you to recognize the invaluable contributions of women, past and present. It's not just about historical figures; it's about celebrating the women who drive your business, your community, and the world forward.


And let’s face it, it’s a great reminder to put some good cheer into the world. After all, people love feel-good narratives.


While it may be difficult to implement these ideas before the end of the month, you can always use them to plan for next year or make an announcement this month to unveil a larger plan rollout for another time.


Here are some creative ways to celebrate, internally and externally, at your business:


Internal Employee Celebrations: Fostering Appreciation and Growth


Like Mother’s Day, you don’t have to be a woman to celebrate the accomplishments and contributions of women. Make it enjoyable and welcoming for all.

Here are a few ways to encourage support for, and interest in, Women’s History Month:


Create a Women Who Inspire Spotlight

Dedicate a segment of your internal newsletter or intranet to spotlighting female employees, customers, or figures who inspire your team. Share their stories, achievements, and insights. But that’s just the beginning. Get your crew involved too. Create a "wall of inspiration" in your breakroom or office (or even your front lobby or register stand), where employees can post pictures and stories of women who inspire them.


Host Skill-Sharing Workshops or Lunch & Learns

Invite female employees to lead workshops on their areas of expertise. This empowers them and provides valuable learning opportunities for the team. For instance, your marketing maven could give a workshop on personal branding.


Organize a lunch & learn session featuring a female speaker from your industry or community. This could be a mentor, a successful entrepreneur, or an expert in a relevant field. Not only is this inspiring but could lead employees to see their career path in a new way.


Launch a Mentorship Program

Launch or promote existing mentorship programs that connect female employees with experienced mentors, either within or outside the company. Create a networking event specifically for the women in your company. If you have a smaller business where that is difficult to do, work with local groups like your chamber to create opportunities for networking, mentorships, and leadership development.


Create a Parent-friendly Job Program

One of the hardest parts of keeping women in the workforce is childcare. While your business may not have the budget to offer employees childcare or a subsidy to offset the cost, you may be able to offer alternative shifts that make parenting and work possible. For instance, you could offer a 9-3 shift to accommodate parents who have to pick up children from school or you could arrange job shares that would allow two part-time employees to share one full-time position. This would ensure the needs of the parents and the business are both met.


External Celebrations: Engaging Your Community and Customers


Women’s History Month has become increasingly popular over the past few years. Many businesses are hosting events and other celebrations. Here are a few ideas of how you can do the same:


Host a Female Author or Speaker

Partner with a local bookstore or library to host a book signing or speaking event featuring a female author or thought leader. If you don’t have time to host a speaker this year, try interviewing one for your newsletter on a topic of interest to your ideal audience.


Support Women-Owned Businesses

Feature products or services from women-owned businesses in your store or on your website. Offer a special discount or promotion for customers who support women-owned businesses. Call attention to the women-owned businesses you work with, such as vendors and suppliers, or highlight the stories of some of your employees.


Community Partnership

Partner with a local women's shelter, non-profit organization, or educational institution to host a fundraising event or volunteer activity.

Long-term idea: sponsor a scholarship or award for female students or entrepreneurs.


Educational Content

Create blog posts, articles, or videos highlighting the achievements of women in your industry or community.

Share educational resources and information about women's history and current issues on your website and social media channels.


Social Media Campaigns

Use relevant hashtags like #WomensHistoryMonth, #WomenInBusiness, and #CelebrateWomen to share stories, quotes, and images of inspiring women. Run a social media contest or giveaway that celebrates women's achievements.


Feature your female staff members and their roles within the company. Ask them to tell stories of the women who inspire them.


Customer Appreciation

Highlight female customers and their achievements through social media posts or blog posts. (with customer permission, of course).


Make It Part of a Larger Conversation


Women’s History Month is a way to instill appreciation for the struggles of women and their contributions to the many areas of our society—personally and professionally. But the historical tribute can also be the beginning of a larger conversation. Is equality something you want to make part of your employee culture? Do you want customers to understand that you have programs in place that help women receive equal pay to their male counterparts?  How does this celebration of women tie into your culture of who you are or who you want to be?



By celebrating Women's History Month in meaningful and creative ways, you can demonstrate your commitment to gender equality, foster a positive and inclusive work environment, and strengthen your connection with your community and customers. This month isn’t just about clever marketing. It could be the beginning of a much larger conversation about workforce dynamics and culture in your company and beyond.




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Christina Metcalf is a writer and women’s speaker who believes in the power of story. She works with small businesses, chambers of commerce, and business professionals who want to make an impression and grow a loyal customer/member base. She is the author of The Glinda Principle, rediscovering the magic within.

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Facebook: @tellyourstorygetemtalking

Instagram: @christinametcalfauthor

LinkedIn: @christinagsmith

The 48-Hour Rule: Turning Business Ideas into Reality

January 26, 2026
Small business owners are usually not short on ideas. You have them in the shower, in the car, halfway through a client call, and even in the middle of the night. Ideas for a new service. A better way to onboard customers. A partnership you should pursue. A social post series that would actually sound like you. No, the problem is not creativity. The problem is action. Most good ideas don’t die because they were bad. They die because they never get translated into a next step while they’re still exciting. That’s why you need the 48-Hour Rule. The rule is simple: If an idea doesn’t have a next action plotted and scheduled within 48 hours, it’s not a plan. It’s entertainment. This is not a judgment on your executing abilities. It’s your business. The urgent pulls harder than the important. And once an idea slips behind payroll, customer emails, and the Tuesday fire drill, it rarely climbs back out. So, let’s talk about how to make the 48-Hour Rule work in real life with time limits. Why 48 Hours Works (And “Someday” Doesn’t) A new idea creates a burst of clarity. You can see the path. You can picture the result. You feel a little lighter because you’ve imagined a better version of your business. But clarity fades fast. In 48 hours, two things happen: Reality returns. Your current workload reasserts itself or you start doubting your abilities, your team’s abilities, your customer’s interests, or any other number of things that begin to cause… The idea starts to feel bigger than it is. You forget the simple version and only remember the “perfect” version. This becomes next to impossible to put into action. The 48-Hour Rule protects your idea from both. It forces you to do one thing before the moment passes: choose the next action . Not the whole plan. Not the branding. Not the full rollout. Just the next action. The Difference Between an Idea and a Next Action An idea is fun, creative, exciting, while a next action is specific, physical, and schedulable. It’s something you can do without needing another meeting with yourself. Shy away from your action being “research.” It’s easy to get lost in it with little to show. Here are examples: Idea: “We should improve customer follow-up.” Next action: “Draft a two-email follow-up template and save it in the CRM.” Idea: “We should partner with another business.” Next action: “Write one partnership pitch email and send it to two businesses by Friday.” Idea: “We should raise prices.” Next action: “List top 10 services, current prices, and margins in a spreadsheet by Thursday at 10 a.m.” If you can’t schedule it, it’s not a next action. How to Implement the 48-Hour Rule Without Blowing up Your Week If you’re excited about your new idea, get something scheduled, even during a busy week. Try this: Step 1: Capture the idea in one sentence. Not five paragraphs. One sentence. Put it in a running note on your phone or a single “Idea Parking Lot” document. Step 2: Write the smallest next action. Ask: “What’s the first move that would make this 5% more real?” Step 3: Schedule it inside the next 48 hours. Not “this week.” Not “soon.” Put a 15–30-minute block on your calendar. Treat it like a client meeting. Because it is. Your future revenue is sitting in the lobby. Step 4: Give it a finish line. The goal of that block is not perfection. It’s progress you can point to. A draft. A message sent. A decision made. A file created. The “Two-Track” Trick for Busy Seasons If you’re in a truly slammed stretch, use this adjustment: you only have to schedule one of two things within 48 hours : The next action or A decision to deliberately defer it (with a date) That second option matters. Because “not now” can be a smart business decision. If you can’t do the action, schedule a 10-minute decision block: “Do we pursue this in Q1 or not?” That keeps you moving. What This Looks Like Over Time The magic of the 48-Hour Rule isn’t that every idea becomes a big initiative. Instead, your business becomes a place where ideas get handled, not hoarded. You’ll start to notice: Fewer loose ends rattling around in your brain Faster follow-through (which customers feel immediately) More momentum inside your team Better instincts about what’s worth doing, because you’re testing ideas in small bites Action compounds in the way that matters reducing chaos and increasing innovation. A Simple Challenge for This Week Pick one idea you’ve been sitting on. Just one. Write the next action. Schedule 20 minutes for it in the next 48 hours. Then do it. That’s how businesses grow—small, consistent moments of follow-through. Ask the Chamber If you’re thinking, “I have ideas, but I need the right people, resources, or a push,” you’re not alone. That’s exactly what a chamber of commerce is built for: turning good intentions into traction. Use your chamber for the kind of next actions that matter: Ask them to make an introduction that leads to a partnership or something specific you need Attend one event and meet your next vendor or client Join one committee and get closer to decision-makers Ask one question and get practical insight from business owners who’ve been there Your idea may be game changing, but you won’t know until you execute. You may not have time to get it completely worked out and implemented, but you do have time to start with a 20-minute next step. Try the 48-Hour Rule this week. Then let your chamber help you turn that first step into a path. Read More: Embracing Imperfection to Strengthen Your Business How Small Businesses Can Lead Innovation How to Make Time for Innovation Revenue Without Regret: Designing Offers You're Proud to Sell Scaling Your Impact: From Dore to Delegator to Developer  -------------- Christina Metcalf is a writer and women’s speaker who believes in the power of story. She works with small businesses, chambers of commerce, and business professionals who want to make an impression and grow a loyal customer/member base. She is the author of The Glinda Principle , rediscovering the magic within. _______________________________________ Facebook: @tellyourstorygetemtalking Instagram: @christinametcalfauthor LinkedIn: @christinametcalf5

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January 20, 2026
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How to Verify the Accuracy of an Applicant's Resume

January 13, 2026
75% of hiring managers have encountered lies on resumes, posing a challenge to the trustworthiness of applicant qualifications. Pruning outdated or irrelevant job experiences from resumes can help applicants highlight their most recent and pertinent skills. Checking for employment gaps can uncover important character traits or red flags, such as incarceration, which can be further explored through background checks. Up to 85% of job seekers admit to lying on resumes about aspects like job duties and skills, making independent verification crucial. Handling discovered resume discrepancies with professionalism and aligning hiring decisions with organizational values are key. Investing in thorough verification processes, despite initial costs, is essential for reducing long-term expenses related to unproductive wages, training, and turnover. 554 words ~ 2.5 min. read In today's job market, it's quite common for applicants to exaggerate on their resumes. A surprising find by CareerBuilder shows that 75% of hiring managers have spotted lies on resumes. This highlights a big problem in hiring - how can employers trust what's on a resume? With the honesty of candidate qualifications on the line, it's important for hiring managers to find reliable ways to check the accuracy of resumes to make good hiring decisions. Read on to discover three strategies to help you fast-track the fact-checking process. Prune Old Jobs Pruning old jobs simply means removing any outdated or irrelevant information. For example, if an applicant lists a job that they held 10 years ago and haven't worked in that field since, there's a good chance their skills are no longer up-to-date. The hiring platform Indeed reminds job hopefuls to prioritize their most recent and relevant experience , so including historical work experience may also signal a lack of confidence in applying for an intended position. Check for Gaps Another way to verify the accuracy of an applicant's resume is to check for gaps. This means looking for any periods of time where there is no employment listed. These gaps could be due to a variety of reasons, such as taking time off to raise a family or going back to school. However, they could also be due to something less savory, such as incarceration. Including a background check will reveal gaps due to jail time but also other important things you may want to know like criminal arrest records or driving history. Resume gaps aren’t always a bad thing, of course. They may reveal an applicant’s character or important values, with gaps devoted to honing their leadership skills through volunteering for schools or charitable organizations. What you do with your understanding of these blank spaces is what’s important — use them to weed out applicants or to ascertain if a candidate is a value match during the interview process. Fact-Check Claims According to Good Hire up to 85% of job seekers have admitted to lying on their resume. What are they lying about? Most often, dishonest claims relate to job duties, work experience, and job skills. While it may be easy to verify if an applicant has indeed graduated from Harvard or won Teacher of the Year, it can take much more time and resources to fact check work history and job duties. For that reason, many employers rely on independent recruiters and agencies to verify resume details. What should you do if you discover something that doesn’t check out? When hiring managers spot a lie on a resume, it's important to handle it with care and professionalism. First, double-check the facts to avoid any misunderstandings. If the lie is real, talk to the applicant about it and listen to their side of the story. Then, based on how serious the lie is, decide if you still want to consider the candidate. In the end, your decision should align with your organization’s values. If you do hire someone and later discover the lie, experts recommend confronting the employee to learn more. If you want to terminate the employee, get legal counsel first. Takeaway Devoting time and resources to outside services will increase your hiring costs upfront. However, when you factor in the price tag for unproductive wages, in addition to training, firing, and rehiring costs, investing in a thorough verification process becomes a vital hiring and retention strategy. Read More: 10 Ways to Get the Most from your Chamber Membership Hiring in a Tight Market: Your Local Playbook for Finding and Keeping Great People The New Employee Benefit Everyone is Talking About The Power of 'Entry Interviews' and 'Stay Interviews' Strategies for Improving Employee Retention in Small Businesses --- The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.