'Give to Gain' is a leadership mindset

International Women's Day (IWD) is a reminder that progress doesn't happen in isolation; it's not about individual wins alone, it's about what we all create together. People coming together to give time, mentorship, sponsorship, or simply creating a space for diverse opinions and voices can multiply opportunities tenfold.

The IWD theme this year is 'Give to Gain', and for me personally, what is most important is investing in others, especially women at different stages of their careers. As a tech leader, I want to help individuals move forward. If we do that, it will strengthen teams, businesses, and entire industries. We gain collectively from individual success because we can bring in women's perspectives, potentially create stronger leadership, and build a more inclusive culture.

'Give to Gain' highlights a specific leadership mindset: choosing to advocate for others when they are not in the room. It's about opening doors, sharing platforms, and actively giving and creating opportunities for women to thrive. When we give with intention as an individual, a community or a business, the return will benefit many now and in the future we are building. 

Driving value recognition for women in tech

It's also important to acknowledge that not everyone immediately sees the value of having more women in the room. This is not necessarily rooted in malice, but perhaps in habit or familiarity. For some, maybe there's a lack of exposure to women in business. So, how do we drive value recognition?

Is it possible to win people over by calling them out? No, it isn't, but perhaps inviting them in might work. If given the opportunity, leaders who create diverse teams will see that better decisions are made. Products and services are built stronger, meaning there will be a better outcome for the customer. Giving opportunities, listening carefully, and working collaboratively is how we move from resistance to results, and that's where I think meaningful progress is made. It's just about being given the chance - and that is easier said than done!

While diversity and inclusion remain a priority for many businesses, with new roles and KPIs driving opportunities, women remain underrepresented in tech. Many continue to face bias and systemic challenges, making a strong support system crucial for individuals.

Having entered tech straight from university, transitioning from a background in marketing and retail, I experienced firsthand how vital this support can be. Hard work, continuous learning, and leveraging soft skills like communication and problem-solving have all played a part in helping me build a fulfilling career.

Mentorship and the power of allies

Mentorship is invaluable, offering trust, guidance, and advocacy. For women in tech, mentors are especially important in navigating challenges like underrepresentation and bias. My own journey has been shaped by colleagues and mentors who not only shared their knowledge, but also provided the encouragement I needed to take on new challenges.

Good mentors ask insightful questions, build confidence, and advocate for their mentees, which can be crucial for career advancement. They help you see opportunities where you might otherwise hesitate, and their feedback can help you grow. I've learned a great deal from others with similar experiences, and I now strive to offer the same support to those at earlier stages of their career.

As well as mentorship, building strong connections with those in senior positions is indispensable for those in minority groups within the workplace. Having the backing of others can result in positive career progression in the form of promotions or helping you secure opportunities for professional development. You can think of allies as your sponsor,  or workplace champion, who will be your voice and actively advocate on your behalf when you're not in the room. This is also where good networking can be a significant benefit as building those connections, unlike formal mentorships, are not guaranteed and can be a difficult relationship to engineer. So honing in on your people skills can help immensely.

My advice is to seek feedback, ask questions, and never be afraid to advocate for yourself. Finally, I urge hiring managers and business leaders to play their part. Build diverse pipelines, foster inclusive cultures, and ensure that underrepresented talent is not just welcomed but empowered to thrive.