'Give to Gain' push to turn IWD 2026 into real change

Technology and finance leaders want International Women's Day 2026's theme, "Give to Gain", to drive structural change at work, as organisations face renewed scrutiny over slow progress for women in senior roles.

Executives from New Relic, Twilio, FPT Software and Rydoo said mentoring, sponsorship and culture-building must be matched by accountability, stronger leadership pipelines and more inclusive product design.

The theme has sharpened focus on how "giving" time, advocacy, sponsorship and access connect to measurable outcomes for women in technology and finance.

Impact focus

Virginia Galarón, Customer Advocate Director at New Relic, said impact now sits at the centre of how women in technology approach their careers and support others' progress.

She distinguished between being busy and creating value in technical roles, linking the shift to broader industry outcomes.

"International Women's Day is a strong reminder that progress is built on mutual support and shared investment in one another's success," Galarón said.

She added that when practitioners focus on why a project matters, they often create clearer pathways for others in their teams and networks.

"When we invest in one another through time, mentorship, advocacy, education or simply visibility, we create more opportunity for everyone. When women thrive, industries grow stronger, innovation accelerates, and communities become more resilient."

Galarón said clarity on a project's intended outcome can shape how women in technical roles build confidence and authority over time.

"In technology, one of the most powerful ways we can give is through impact. The work we do must solve real problems for customers, teams and the broader industry. In my day-to-day work, I see firsthand how careers flourish when professionals shift from completing tasks to creating sustained value. When we give our curiosity, our attention, and our commitment to understanding why the work matters, we create outcomes that last. That mindset not only strengthens organisations, it creates pathways for others to follow," she said.

Voice and visibility

Galarón also reflected on being the only woman in the room, describing it as both a source of influence and pressure.

"For women in tech, clarity of purpose is a gift you can give yourself. Every project has an intended outcome. Understanding that outcome early allows you to prioritise effectively, influence decisions, and deliver results that truly matter. When you anchor your work in purpose, you build confidence and credibility that compounds over time."

She said speaking up in those moments can reshape how leadership is perceived inside organisations.

"Your voice is also a contribution. There will be moments when you are the only woman in the room. That can feel daunting, but it is also powerful. Being the only one means you bring a perspective that is not yet represented. Diverse thinking is essential to solving complex challenges, and your insight may be the catalyst that changes the direction of a conversation or a strategy. By speaking up, you are not just advancing your own career. You are expanding what leadership looks like for others."

"IWD is ultimately an opportunity for us to recognise that advancement is collective. When we advocate and create space for others, we strengthen the entire ecosystem. When we choose to keep learning, have the confidence to speak up and take the time to build trust, we open doors not only for ourselves but for others as well," she added.

Diversity in STEM

At Twilio, Senior Developer Evangelist Michelle Duke highlighted how women in science and technology help shape products and systems used at scale.

She described STEM careers as broad and flexible, contrasting them with what she sees as persistent stereotypes about who belongs in the sector.

"A common misconception with STEM is that you need to fit a particular stereotype in order to belong or be successful in this industry. The truth is: STEM offers choice, flexibility and influence, and allows you to create your own unique path. I wanted to be a part of the STEM industry because I have always enjoyed science and learning how the world works. STEM helps me turn my curiosity into impact, and provides a space for me to solve problems, be creative, and collaborate with many people. Technology isn't just about code and tools; it's about making things better and enabling people to do their best. In my current role at Twilio, I have the pleasure of showcasing to developers and working with them to build amazing things every day. Being part of the build journey, where we see people turning ideas into reality, is truly a privilege," Duke said.

She linked women's representation in STEM to the design of products for broad user bases.

"Women in tech play a pivotal role in shaping the technology and science that define our world and the future. Historically, STEM has been male-dominated, yet the reality is its output-the tools and technology people use every day-aren't designed only for men. We need women in the industry to be a voice, to test technology, and help shape it for all users. More diversity leads to better, more inclusive outcomes. I want to see women in STEM, because we belong here, not to be an exception, but as a vital part of the future."

From intent to accountability

Duke said many organisations are under pressure to move beyond stated intentions on diversity.

She argued that companies must embed accountability for outcomes across structures, roles and progression pathways.

"The industry needs to move from intention to accountability. A lot of great companies have good intent, but this doesn't always translate into real impact. Companies need to move beyond 'box ticking' to creating genuine female empowerment and support by changing workplace systems and cultures, and creating pathways to senior roles. You can't have a 'diverse workplace' if women are all placed in one area of the business (such as marketing) and/or only represented at one level (i.e. juniors). Women need to be represented throughout the organisation, in various roles and at all levels of the business."

She also called for earlier intervention in education as a long-term condition for change.

"I believe the industry needs to invest early, through education, mentoring, and role models, so girls can see themselves in tech long before they are even considering careers. Supporting girls in Year 11 and 12, or at university, is too late. Students have already chosen the subjects that will define their career path. Girls need STEM through all levels of schooling, and even before."

"Balance isn't about special treatment; it's about building an industry where talent, ambition, and opportunity are available to everyone. It means creating workspaces that value flexibility, psychological safety, and diverse leadership, rather than expecting women to adapt to outdated norms. If these things are done correctly, it doesn't just benefit women and girls, it benefits everyone," she added.

Giving as culture

Aurora Nguyen Dan Phuong, FPT Software's VP and Head of Global Marketing and Customer Experience, linked the "Give to Gain" theme to internal culture in fast-growing technology businesses.

She said women's contributions often extend beyond individual performance metrics, helping to anchor collaboration and knowledge-sharing across teams.

"Today, building a meaningful career is no longer just about personal achievement, but also how women can give and support others. By helping others solve challenges, sharing knowledge, and contributing to teams and communities, women create impact that extends beyond their individual role," Nguyen said.

She said women often frame problems in ways that can improve outcomes for stakeholders.

"Women often bring a natural advantage in this approach, thinking holistically and connecting actions to outcomes. By asking not just how something is done, but why it matters and who it serves, women can drive more thoughtful, effective, and purpose-driven results while lifting others along the way."

Nguyen pointed to FPT's workforce data as an example of how a "giving" mindset can support representation across roles.

"This International Women's Day, my wish is to see more women in the workforce consider giving, which can take many forms. Whether it's mentoring your peers, offering insights, volunteering time, or supporting colleagues in their development, women lead by example and allow others to step forward. At FPT, our journey from a small IT pioneer to a global AI-first organisation shows that a culture of mutual support can benefit both individuals and the organisation. This 'giving' mindset has helped us build a supportive workplace where women represent 37% of our workforce and 36% of our managerial positions, well above the industry average."

"By contributing their skills and knowledge, women not only make a tangible difference but also accelerate their own growth, expand their networks, and open doors to new opportunities. Giving to others allows women to multiply their personal impact and gain meaningful professional and personal growth. By sharing knowledge, guidance, and opportunities, we ensure that when women rise, everyone rises," she added.

Finance leadership gap

In corporate finance, leaders said "Give to Gain" highlights the gap between strong entry-level representation and limited female presence at the top.

Rydoo Chief Financial Officer Aidana Zhakupbekova said promotion practices often fail to convert diverse junior cohorts into senior leadership.

"While progress is slowly being made, the fact remains that women are still significantly underrepresented at senior levels in finance. Globally, women make up roughly 47% of entry-level finance roles, yet only around 14% hold C-suite positions. Leadership teams are failing to recognise the strength of their own talent pipelines, and businesses risk missing out on stronger performance as a result."

She said CFO and finance roles are expanding and becoming more strategic, including responding to geopolitical shocks and leading digital transformation. "As this trend continues, the more that women are shut out of these roles, the bigger the gap gets."

"'Give to Gain' should be more than just a theme. It's a wake-up call for finance leaders to create meaningful access and sponsorship that genuinely supports women's progression. Mentorship and visibility matter, but they need to be backed by structural change. That means going beyond platitudes to create transparent promotion pathways and equal opportunities for high-value assignments," Zhakupbekova said.