When Women Thrive, We All Rise - Give to Gain #IWD2026:

I pledge to (continue to) elevate and celebrate women’s achievements.

This is my pledge as we head into March this weekend and International Women’s Day (IWD) approaches on March 8^th.

IWD is a global day celebrating the social, economic, cultural, and political achievements of women and marks a call to action for accelerating gender equality. Whilst the official United Nations theme this year is Rights.Justice.Action. For ALL Women and Girls. I've taken inspiration from www.internationalwomen'sday.com theme - 'Give to Gain'. It encourages a mindset of generosity and collaboration and emphasises the power of reciprocity and support.

‘Contributing to women's advancement helps create a more supportive and interconnected world.’

‘When women thrive, we all rise.’

The Go Giver

This year’s theme reminds me of the book ‘The Go Giver’, a business parable that argues that sustainable success comes not from striving to get more, but from intentionally giving more.

‘Give to Gain’ echoes the book’s central truth: when we give - our time, our support, our advocacy, our belief in others - we don’t diminish ourselves; we expand what’s possible.

It’s a powerful lens for celebrating women who lift others as they climb, and a call for leaders to create cultures where giving is the norm, not the exception.

🌱 Giving is a catalyst for growth - when we lead with value - support, encouragement, opportunity - we create environments where others rise, and we rise with them.

📣 Influence is built through service, not status - women who champion others often become the quiet powerhouses shaping culture and performance.

💚 Authenticity is a strategic advantage - showing up as your whole self fosters trust and psychological safety - core ingredients of inclusive leadership.

🎁 Receiving is part of empowerment - many women struggle with receiving help, recognition, or opportunity. Receiving is an act of openness, not weakness.

🧠 Give to gain isn’t transactional - it’s about mindset; generosity as a way of being, not a tactic.

My Lived Experience

When reflecting on my own personal experiences throughout my career, it’s odd how I ended up working in predominately male environments given that I grew up awkward, shy and self-conscious from childhood into early adulthood and throughout my 20’s.

By the time I moved into HR in my 30’s, I ended up predominately supporting Sales teams that were naturally significantly male. I think this was due to my down-to-earth personality and sense of humour. However, being female and working in HR often felt like a double negative. My HR roles were often referred to as ‘touchy feely’ and ‘the police’. I often experienced not being heard, not being given a voice or not being taken seriously, as the only female, or one of a few. Throw in imposter syndrome and it was a real bind.

The shift for me was when a senior stakeholder ‘saw me’. He sponsored and promoted me - he trusted me, gave me the reins and autonomy, as well as a seat at the table and a voice. I really came into my own and my confidence soared as a result. There was no hidden agenda, he treated me as a genuine business partner.

Throughout most of my career, there was a distinct lack of female role models. However, in my latter career, I developed an amazing peer network who are super supportive and we ‘lean in’ both when the going gets tough and to celebrate our successes. I was also lucky enough to work for a fantastic senior HR leader who was a brilliant role model - she didn’t get involved in politics, she always focused on what was best for the business, she provided opportunities, opened doors and advocated for my work.

The sad thing is, that these types of role models were very few and far between throughout my career. The other sad thing is I have quite a few examples of women not advocating for each other but instead competing and actively trying to discredit others. I’ve worked with several senior female leaders who adopted an aggressive and paranoid leadership style where it was a case of ‘every woman for themselves’. Instead, we should be championing and celebrating each other.

I’ve never joined in with ‘taking other women down’. I’ve always been about championing, building up, providing opportunities and giving. I love seeing other brilliant, talented women light up. 🦩

Strategies to Support Women

If you’re reading this and wondering what you can do to support the women you work with, these are some proven strategies you might find useful:

1️⃣ Allyship

Allyship for women in the workplace involves active, everyday support to promote gender equity through mentoring, sponsoring, and interrupting bias. You can give your support by calling out stereotypes, challenging discrimination, questioning bias and celebrating women's success. Key actions include amplifying women's voices in meetings, challenging microaggressions (like interruptions), ensuring equal opportunities, and normalising flexible working to foster an inclusive environment where women can thrive.

2️⃣ Role Models

Having role models in the workplace provides women with increased confidence, clearer career pathways, and heightened ambition to pursue leadership roles. Role models are seen as tangible proof of potential success, they can help navigate gender-specific challenges, foster skill development, and promote higher retention rates for women, particularly in, male-dominated industries. 

3️⃣ Give a Voice

Establish or empower Employee Resource Groups to provide a platform for women to discuss challenges, career growth, and to provide feedback to leadership on breaking down barriers.

Strategies for Women

If you’re reading this and you’re a woman experiencing similar challenges in your work and career, these are some of the strategies I’ve found most useful:

1️⃣ Peer Network

Peer networks for women can provide critical career, emotional, and strategic benefits by offering a safe space to share experiences, build confidence, and combat isolation.  They can facilitate mentorship, foster innovation through diverse perspectives, and help navigate unique workplace challenges, ultimately boosting leadership skills.

I’ve been looking for an appropriate peer network for some time, and a close friend and peer introduced me recently to SHE, a ‘Lean In’ network.  Since joining the SHE network, it’s become very clear that there is a widespread need for psychologically safe spaces for women to unpack, share their challenges and reach out for support. 🦩

2️⃣ Mentoring

Sheryl Sandberg, author of ‘Lean In’, advocates that mentorship doesn’t have to be a formal arrangement, it’s often something that grows organically through performance and relationships. The most influential mentors are often those who notice potential and open doors in real time. She encourages us to focus on doing excellent work and building relationships, as mentorship will often follow naturally.

This was my experience when I moved into a global organisation, the General Manager and Vice President of Sales & Marketing became my mentor without me realising (the senior stakeholder referenced earlier). He spotted my potential - he encouraged and championed me, provided opportunities and publicly gave my credit for my leadership and successes, ultimately, he became my sponsor. 💯

3️⃣ Sponsorship

Seek out a senior leader, someone whose values align with yours. Be open about your career aspirations and the support you’re seeking. A sponsor actively uses their influence to advocate for high-potential women and drives career advancement through promotions, high-impact projects, and increased visibility. Unlike mentorship, they directly lobby for their protégés, breaking gender barriers and accelerating career growth.

Having a sponsor was particularly key for me when I was promoted up a level in one organisation and business partnering a senior leadership team with a notoriously difficult and volatile CEO. If anyone dared to challenge or stand up to him, he took them down. He didn’t know me (by this time a much more confident leader) and when I challenged unethical and bullying behaviour, he wrote me off - going out of his way to make life difficult for me in front of key stakeholders. My sponsor had my back on numerous occasions - he was a great ally. Eventually the CEO saw my value-add, albeit too late as far as I was concerned.😉

Final Thoughts

I’ve particularly seen the power of women lifting each other through our women’s coaching programmes, both our Reset Retreat: The Next Chapter and Elevate Her. Through group discussions, self-reflection, and peer support, participants develop rapport and trust, they become invested and act as cheerleaders. It’s magical to behold. 💚 You don’t have to do it alone.

Call to Action

If this resonated, take a moment to reflect:

❓Are you a member of a women’s network? If so, are you an active member? Are you giving? If not, what opportunities do you have to join a peer network and what’s important for you?

❓Do you have a mentor? If not, who would be an ideal mentor? If you can’t think of one, ask around in your network. Most of the time, people feel honoured to be asked to mentor someone so don’t hold back.

❓Do you have an internal sponsor? If so, how are they championing you? What other opportunities would be helpful for your career advancement? If not, who would be an ideal sponsor for you to approach?

🧩 Connect for more insights

Connect with me on LinkedIn https://www.linkedin.com/in/gemmalhogan/ or sign up for more insights on my website www.talenta.me.uk.

🤝 Working together

If you'd like to find out more about Reset Retreat: The Next Chapter or Elevate Her or you're interested in my 1-2-1 Confidence Coaching programme, get in touch for an informal chat.

📞 07791 863092

📩 gemmahogan@talenta.me.uk

Feel free to leave a comment if anything resonates with you.

#IWD2026 #RightsJusticeActionForAllWomenAndGirls#GiveToGain #WomenInLeadership #ElevateHer #ConfidenceCoaching #LeadershipCoaching #Talenta