On March 7, 2025, the German-Bulgarian Chamber of Industry and Commerce (GBCIC), the American Chamber of Commerce in Bulgaria (AmCham Bulgaria), and the Konrad Adenauer Foundation hosted the Women’s Empowerment: Pathway to Equality, Sustainability, and Success forum at the Sofia City Art Gallery. Held in honor of International Women’s Day, the event brought together prominent leaders, diplomats, and business professionals to explore the progress, challenges, and opportunities for women in governance, diplomacy, business, and innovation.
Opening Remarks: Shifting Perspectives
The event opened with remarks from H.E. Irene Maria Plank, Sonja Mickley, Stanislava Taneva, and Zlatozara Stoilova, who set the stage for a thought-provoking discussion. Stanislava Taneva emphasized the power of perspective in driving change, stating:
“Great art is about perspectives, and women’s empowerment is about shifting perspectives—ensuring that talent, ambition, and leadership are seen and valued, without bias, without limits, and definitely without outdated frames.”
Encouraging all attendees to engage meaningfully, she added,
“Let’s make the most of our conference. Let’s connect, inspire, and turn conversations into actions and opportunities into lasting change.”
Fireside Chat: Milestones and Challenges in Governance
The keynote session featured Mariya Gabriel, President of the Robert Schuman Institute, who reflected on the progress and setbacks in gender equality over the past 50 years. She acknowledged advancements but warned that “we see a backlash. Specifically, in the last two years, when it comes to equality, gender equality and girls’ rights.” She highlighted the urgency of action, particularly in education, stating:
“This year’s theme of International Women’s Day is around accelerating action, making sure that we empower girls… 600 million girls on the whole planet are asking all of us to step up.”
Panel I: Women’s Role in Policy, Diplomacy, and Education
Moderated by Zlatozara Stoilova, the first panel featured Doris Pack, Christina de Bruin, H.E. Kirsti Pohjankukka, and Anna-Maria Halacheva, who explored the importance of female leadership in governance and education.
One of the recurring themes was the importance of creating family-friendly work environments to encourage gender equality in leadership. Doris Pack shared a success story from her home country, stating:
“In my country, the European Commission is giving a medal to businesses that are family-friendly. This means they recognize that both men and women should have the opportunity to balance work and family life without barriers.”
Christina de Bruin, UNICEF Representative in Bulgaria, underscored the need to accelerate investment in education, reminding the audience that:
“We are far from reaching equality, and the 600 million girls are asking all of us to step up.”
Speaking on Finland’s approach to gender equality, H.E. Kirsti Pohjankukka shared:
“Finland has kind of been pioneering at some point in time… 150 years ago, we had the first statutes of having inheritance rights and so on.”
She emphasized that creating role models and national recognition for female figures is essential for breaking stereotypes and encouraging women’s participation in leadership.
The panel also touched on gender imbalance in STEM fields. Anna-Maria Halacheva addressed the challenges women face in the tech sector, stating:
“This research needs to be solved institutionally… someone needs to step up and start creating the opportunities that we are missing.”
The Role of Women in Crisis and Diplomacy
The discussion then moved to women’s contributions in crisis management and diplomacy, featuring insights from Doris Pack and international representatives with experience in conflict zones.
Reflecting on her experience in peace negotiations, Doris Pack emphasized the crucial role of women in resolving conflicts, stating:
“Women suffer during wars, they take care of children, they lose their husbands, and yet they are often excluded from decision-making processes. This must change.”
Christina de Bruin, UNICEF Representative in Bulgaria, spoke about female leadership in crisis management and diplomacy, drawing from her experience in Africa and Sri Lanka. She emphasized that:
“Women often bring a more inclusive and empathetic approach to negotiations. It is not just about reaching the end goal but truly understanding all perspectives to build sustainable solutions.”
Tania Gerginova, the moderator of the discussion, addressed systemic barriers to women in diplomacy, noting:
“I have one favorite question every time I meet an ambassador. I ask, ‘Is it possible to be an ambassador and have a family?’ And in the majority of cases, they say it’s hard—whether you are male or female—because diplomacy is not a family-friendly career.”
Key Takeaways: From Conversation to Action
As the discussion drew to a close, panelists were asked to summarize what it means to be a woman in power in one word. Their responses included:
- Christina de Bruin: “Boundaries.”
- Doris Pack: “Determined and outspoken.”
- H.E. Kirsti Pohjankukka: “Impact.”
Panel II: Women in Business and Innovation
Moderated by Dr. Maya Neidenowa, the second panel brought together Meg Maise, Global SAP Alliance Program Director at IBM; Angela Rodel, Executive Director of the Bulgarian-American Fulbright Commission; Tatyana Dobreva, Career Products at Mercer Marsh Benefits; and Zornitza Iankova, HR Director at Aurubis Bulgaria. The discussion focused on gender representation in leadership, corporate diversity initiatives, the gender pay gap, and how businesses can better support women’s professional growth.
Opening the discussion, Meg Maise from IBM highlighted the alarming decline of women in leadership roles, stating:
“Only 12% of C-Suite and board-level positions are held by women, and the pipeline of women in leadership is actually shrinking.”
She stressed the importance of visibility and public accountability, explaining that IBM and SAP report their diversity progress regularly and transparently. She also underscored the unrealistic expectations placed on women, adding: “Women are expected to do everything – they’re expected to have an amazing career, to be incredible mothers, and to excel at both without compromise. But that’s an impossible expectation.”
She highlighted corporate initiatives aimed at addressing these challenges, such as IBM’s Turn to Tech Re-Entry Program, which supports women returning to the workforce after career breaks, often due to caregiving responsibilities. “We have a program that helps women re-enter the workforce and get back up to speed, recognizing that taking time off shouldn’t mean career stagnation.”
Tatyana Dobreva from Mercer Marsh Benefits emphasized the need for companies to diagnose gender disparities before implementing solutions, stating:
“Before designing company initiatives, we need data. What are the actual reasons for gender imbalances? In some industries, women are well-represented in operational roles but disappear at the management level.” She referenced a recent study of 300 companies, revealing that while 40% of senior management roles in Bulgaria are held by women, the numbers drop significantly in sectors like finance and technology.
Turning to the issue of gender pay equity, Zornitza Iankova from Aurubis Bulgaria called for a structured approach, explaining:
“Gender pay equity requires a clear, logical system. Companies need a defined framework for pay levels, contribution-based evaluations, and transparency to ensure fair compensation.” She noted that while some international companies are proactive in addressing pay gaps, Bulgaria still lacks a comprehensive implementation plan for the EU Pay Transparency Directive, set to take effect in 2026.
On the topic of corporate support networks for women, she highlighted Aurubis Bulgaria’s internal initiative, “Women for Metals,” which serves as a mentorship and networking platform for women in the heavy industry sector.
“It’s a space where women can connect, share experiences, and support each other’s professional growth, which is especially important in male-dominated industries.”
Discussion 2: Addressing Systemic Barriers and the Role of Education
The conversation then shifted to the role of education in shaping gender equality in the workplace. Angela Rodel from the Bulgarian-American Fulbright Commission pointed out a critical flaw in traditional education systems, arguing that they fail to value essential soft skills, particularly those often associated with women. She shared a personal anecdote about her daughter’s early experiences in school, saying:
“My daughter came home from first grade and said, ‘Mommy, I don’t think I’m good at math.’ And I was shocked, because she’s a smart kid! But it made me realize—our education system doesn’t just teach subjects, it teaches self-perception. If we don’t address this, we’ll keep losing talented girls in STEM before they even have a chance. She emphasized that education needs to focus not only on traditional skills like math and science but also on emotional intelligence, leadership, and entrepreneurial thinking, which are undervalued but essential for success. “We need women in STEM, but we also need women entrepreneurs, leaders, and innovators. Education needs to support all of these paths.”
Meg Maise then brought up a critical opportunity for women in the era of artificial intelligence, explaining that AI is a field where men and women are starting on equal footing. However, she warned that disparities could emerge if proactive steps aren’t taken:
“AI is brand new. Everyone is starting at the same level. But right now, 68% of women believe men are benefiting more from AI, and 59% of women are waiting for company direction on how to use AI tools. We can’t afford to fall behind. Women need to take initiative and become experts in AI now, while the field is still evolving.”
Reflecting on her own experience in male-dominated corporate environments, she described subtle but persistent biases:
“I am often the only woman on a Zoom call, and even in 2025, I find myself being the one taking notes or grabbing coffee—even when I’m not the most junior person in the room. These are the small, ingrained biases we need to actively push back against.”
The discussion wrapped up with a call to action for businesses to take a more active role in supporting gender diversity, whether through mentorship programs, pay transparency, or creating inclusive leadership pathways.
With a blend of hard-hitting statistics, personal experiences, and corporate initiatives, Panel II shed light on the ongoing barriers women face in business and innovation—but also on the solutions that can drive meaningful change.
The conference concluded with an art exhibition by Emil Stoychev and a networking cocktail, providing an opportunity for participants to connect and further the discussions initiated throughout the day.
A Commitment to Change
The Women’s Empowerment: Pathway to Equality, Sustainability, and Success forum reinforced the message that gender equality is not just about fairness—it is about ensuring that talent and leadership are recognized and valued without bias or limitations. The insights shared by the speakers underscored the need for collective action in policy-making, education, business, and diplomacy.
The event left attendees with a renewed commitment to turning conversations into actions, advocating for gender-inclusive policies, and fostering a society where women’s contributions are truly valued.
The participation of AmCham in this forum is a continuation of the EmpowerHer initiative, which stands at the core of AmCham’s commitment to diversity, inclusion, and social responsibility. Through EmpowerHer, AmCham actively works to advance women’s economic empowerment in the workplace, support women-led entrepreneurship, and foster gender equality as a fundamental principle of sustainable leadership and business development. By engaging in platforms like this forum, AmCham strengthens its efforts to improve the business environment for women, increase awareness, and expand corporate engagement in gender equality initiatives, ensuring that women’s empowerment remains a driving force for long-term progress in the workplace and society as a whole.
