International Women’s Day 2026: Give to Gain — and Go Further

International Women’s Day, celebrated on 8 March, is always a moment that invites reflection, pride, and momentum. It’s a chance to celebrate the social, economic, cultural, and political achievements of women — and to recognise how far we’ve come. But it’s also a moment to pause and ask a bigger question: what happens next?

This year’s theme, Give to Gain, encourages us to think differently about progress. It reminds us that equality isn’t a zero-sum game. When we give time, opportunity, voice, and resources to advance gender equity, the gains aren’t limited to women alone — they ripple outwards, strengthening teams, organisations, and communities.

In other words, when women thrive, everyone benefits.

Giving that leads to real gain

“Give to Gain” isn’t about charity or gestures. It’s about intentional choices. It’s about what we choose to prioritise, who we choose to listen to, and how we design systems that allow people to contribute fully.

Giving might look like creating space for women’s voices in decision-making, particularly where they’ve historically been underrepresented. It might mean investing in leadership development, mentoring, or sponsorship. It might mean challenging assumptions about what leadership looks like, or rethinking policies and practices that unintentionally limit progression.

The gains from this kind of giving are tangible. Teams become more innovative. Decision-making improves. Retention increases. Cultures become more resilient and inclusive. Organisations are better equipped to respond to change because they’re drawing on a wider range of experience, insight, and talent.

Beyond a single day

International Women’s Day can sometimes feel like a burst of activity — a panel, a post, a conversation — followed by a return to business as usual. While visibility matters, lasting impact comes from what we embed into everyday practice.

That’s where Give to Gain really comes to life. It asks us to look beyond 8 March and consider how our actions throughout the year support women’s equality in meaningful ways. It challenges us to move from intention to implementation.

What would it look like to treat IWD not as a standalone event, but as a checkpoint in an ongoing journey?

Inclusion, intersectionality, and shared responsibility

Any meaningful conversation about gender equality must also acknowledge that women’s experiences are not the same. Race, disability, sexuality, gender identity, caring responsibilities, and socioeconomic background all shape access to opportunity and safety at work.

Progress accelerates when organisations take an intersectional approach — one that recognises complexity rather than flattening it. This is where giving becomes shared responsibility, rather than something placed on a small group of people to “fix”.

Leaders play a critical role here. When leaders stay engaged, curious, and willing to learn — even when conversations feel uncomfortable — trust grows. When they model inclusive behaviour and back it up with action, others follow.

Turning momentum into movement

So how do we turn the energy of International Women’s Day into something that lasts?

Start small, but be intentional. Choose one area where change would make a meaningful difference — whether that’s reviewing progression pathways, improving flexible working practices, strengthening responses to bias or harassment, or equipping managers to lead inclusively with confidence.

Ask better questions. Who benefits from the way things currently work? Who might be excluded without realising it? What would “fair” look like in practice?

Most importantly, stay in the conversation. Progress is rarely linear. There will be moments of momentum and moments of uncertainty. What matters is staying present, learning as you go, and being willing to adjust course.

Taking IWD further with support

International Women’s Day is a powerful catalyst — but you don’t have to turn that momentum into action alone.

Joanne Lockwood is an experienced inclusion specialist and professional speaker who works with organisations across sectors to translate complexity into clear, practical action. Her approach is grounded, human, and evidence-informed, helping leaders move beyond performative gestures and towards change that genuinely sticks.

Working with Joanne can support you to:

• design impactful International Women’s Day sessions that connect to real organisational priorities
• explore Give to Gain through a practical, intersectional lens
• equip leaders and managers with confidence to act, not just talk
• build inclusion into everyday systems, not just calendar moments

Whether you’re planning an event, reviewing your approach to gender equality, or looking for ways to make IWD a launchpad rather than a finish line, thoughtful support can make all the difference.

This International Women’s Day, take time to celebrate, reflect, and share stories — and consider what more might be possible.

Ask what you can give — time, attention, opportunity, or courage — and what your organisation, your teams, and your people might gain in return. Then think about how that commitment could extend beyond 8 March.

If you’re exploring ways to turn, Give to Gain into meaningful, longer-term progress, a conversation with Joanne Lockwood can help bring clarity and focus.

Because when inclusion is intentional, the benefits are shared — and the impact reaches far beyond a single day.

👉 Learn more: https://joannelockwood.co.uk/