A matchamakers voice on international women’s day
Co-founder / Director of Mirabela Executive Dating
Maria Mirabela
1. What is the one priority action that companies in your industry can take to accelerate gender equity?
In the matchmaking industry, accelerating gender equity means reshaping outdated dating norms that often place the emotional and logistical burden of relationships on women. A priority action is to shift the narrative towards equal emotional investment in relationships. Women should not have to carry the mental load of communication, planning, and emotional Labor in dating and relationships.
At Mirabela Executive Dating, we encourage successful men and women to approach relationships with the same level of intentionality and respect they give their careers. In the corporate world, companies can accelerate gender equity by supporting women with leadership pathways and ensuring that personal life choices - like starting a family - do not come at the expense of career progression.
2. What trend do you think will define the coming year in terms of gender equity?
A major trend defining gender equity in the coming year will be the normalisation of flexibility - both in careers and relationships.
In business, companies are increasingly moving away from rigid 9-to-5 structures, allowing professionals - especially women - to thrive without sacrificing work-life balance. Similarly, in dating, high-achieving women are rejecting outdated societal pressures that say they must "settle down" by a certain age or fit into traditional roles.
We’re seeing a growing emphasis on partnerships based on compatibility and shared values rather than gendered expectations. At Mirabela, we work with ambitious women who want a relationship that enhances their life, not one that forces them to choose between success and love.
3. What do you see as the biggest challenges women face when returning to work after maternity leave, and how can organisations better support this transition?
One of the biggest challenges women face when returning to work after maternity leave is feeling like they have to "prove" themselves all over again. Many struggle with confidence, work-life balance, and a lack of structural support, leading to burnout or career stagnation.
To support this transition, companies need to:
✔️ Offer flexible work arrangements (hybrid models, part-time options, and adjusted KPIs)
✔️ Prioritize leadership pathways for returning mothers (mentorship, internal promotions)
✔️ Create a workplace culture that values outcomes over hours (measuring performance based on results, not presenteeism)
✔️ Encourage paternity leave & co-parenting support (so the weight isn’t solely on women)
Just like in dating, women shouldn’t have to overcompensate to prove they belong. Companies that recognize and support working mothers with real policies will ultimately retain top talent.
4. Your best advice for empowering female professionals to achieve their career goals?
Own your standards - whether in the boardroom or in your personal life.
Successful women often excel in their careers but hesitate to apply that same confidence to relationships. The key to empowerment is knowing your worth, setting boundaries, and surrounding yourself with people who elevate you.
✔️ Network intentionally. Build relationships with mentors and peers who challenge and inspire you.
✔️ Invest in personal growth. A thriving career and a fulfilling personal life are not mutually exclusive - you can have both.
✔️ Don’t shrink to fit expectations. The right career opportunities, partnerships, and relationships will meet you at your level.
At Mirabela, we help successful women find partners who support, respect, and complement their ambitions. Because true empowerment isn’t just about professional success - it’s about curating a life that feels deeply fulfilling in every aspect.