#GiveToGain at Assured: International Women’s Day 2026
BY Imogen StubbsThis year marks 115 years of International Women’s Day. Since 1911, it has united people around the world in the pursuit of gender equality and the creation of a fairer, more inclusive society.
While many of the challenges impacting women’s advancement still remain, IWD provides an important opportunity to celebrate women’s achievements, raise awareness of discrimination, and take meaningful action toward gender parity.
This year’s campaign theme, #GiveToGain, highlights the power of generosity and collective support in accelerating progress. The message is simple: when we give, whether through support, knowledge, resources, opportunities, or time, everyone benefits. Through shared effort and collaboration, women are better positioned to thrive within a more equitable society.
At Assured, we are proud to be part of that progress. As our company continues to grow, we remain committed to welcoming more women into key roles across the business, bringing expertise, fresh perspectives, and leadership that drive innovation and strengthen our organization.
To mark International Women’s Day, we spoke with five inspiring women from across the business who shared their experiences and reflections on this year’s #GiveToGain theme.
Meet the Team:
Give To Gain at Assured: Voices from the Team
When you think about ‘Give to Gain’, what kind of support or generosity has made the biggest difference in your career?
Faith – “The support that has made the biggest difference in my career has come from leaders who trusted me early and from people who believed I could deliver even before I fully believed it myself. Their willingness to back me, give me space to grow, and treat me as capable from day one has shaped how I work today. Even in my new role, the generosity of colleagues who have shared context, clarity, and time has made my transition smoother than I expected.”
Amy – “For me, the biggest ‘Give To Gain’ moments have come from managers and colleagues who gave their time and belief before I’d fully earned it on paper. Having someone explain the ‘why’, advocate for me in rooms I wasn’t yet in, or trust me with responsibility early on accelerated my confidence as much as it did my skills. That generosity didn’t just help me progress, it shaped how I now support others.”
Rachel – “I have been working in the IT industry for 30 years and, as time has gone on, there are definitely more women represented in our industry. However, I would like to acknowledge that I have always been fully supported by everyone I’ve worked with. I have never been excluded as the ‘only woman in the room’ – in fact, it has been quite the opposite. I have consistently been fully included, encouraged, and supported by management across all the organizations I’ve worked in.
This has made a significant difference to me. There has been no special treatment – just a strong ‘best person for the job’ attitude within the organizations I’ve been part of. I believe this mindset is just as important today as it has been throughout the last 30 years of my career.”
Priya – “Moving to a new country with an unfamiliar environment and stepping into the UK tech industry as an L3 Technical Support Engineer was both exciting and challenging. The biggest difference in my career came from being given trust and opportunity at the right time. When I joined Assured, I was entrusted with meaningful responsibilities despite being new to the environment. The support and encouragement from my team, along with being challenged with tasks that pushed me beyond my comfort zone, helped me realize my potential. That generosity in the form of trust, opportunity, and belief shaped my confidence and growth. Those experiences have truly sculpted me into the professional I am today.”
Rebekah – “Women believing in each other, supporting one another, and giving each other the benefit of the doubt. Encouragement goes a long way in unlocking confidence and bravery.
Giving another woman the space to be bold and bring her full self and her ideas to the table is golden. I believe it creates lasting impact not only for her, but for everyone around her.”
What’s one form of giving that creates the greatest return for women at work?
Faith – “For me, the biggest return comes from visibility, especially for women in IT. In a field where women are still underrepresented, having someone shine a light on your work, particularly in rooms where you are not present, makes such a difference. Visibility does not just highlight contribution; it challenges assumptions about who belongs in technical spaces. It builds confidence, opens career pathways, and ensures women’s expertise is recognized rather than overlooked. When colleagues actively acknowledge the impact women make, it helps create a culture where our contributions are not just valued but seen as essential.”
Amy – “For me, visibility and advocacy make the biggest difference. It’s powerful when someone not only shares their knowledge or time, but actively helps your work to be seen and valued. Being recognized, recommended, or trusted with stretch opportunities has a compounding effect on confidence, progression, and belonging.”
Rachel – “The key factor that creates the greatest return for women at work is being treated the same as the next person, whether that’s another woman, a man, or a non-binary person, in terms of visibility, time, and respect.”
Priya – “One of the most powerful forms of giving that creates lasting return for women at work is recognizing and investing in transferable skills, particularly for women returning after career breaks. Many women pause their careers due to caregiving or personal responsibilities. When they return, they often face self-doubt and external bias about whether their skills are still relevant. However, during that time, they develop resilience, adaptability, problem-solving ability, emotional intelligence, and leadership in different forms.
When organizations intentionally recognize these transferable skills and provide structured pathways back into meaningful roles through returnship programs, flexible opportunities, mentoring, or upskilling, they do more than fill positions. They restore confidence, retain diverse talent, and strengthen leadership pipelines. Embracing transferable skills is not charity, it is strategic. It unlocks experienced, capable professionals who bring maturity, perspective, and commitment. That investment creates a powerful return: empowered women, stronger teams, and a more inclusive workplace.
Rebekah – “Recognition. Recognition, even in small moments, matters. Saying thank you, acknowledging how someone handled a situation, or pointing out a talent you see in them can be transformative.
We all have unique strengths and helping someone recognize theirs can inspire them to keep bringing their superpowers to the organization.”
What’s a small, everyday action colleagues can take that would multiply opportunity rather than just check a box?
Faith – “A small but powerful action is to actively include women in conversations that shape decisions, not just in the tasks that follow. Inviting someone into a discussion, asking for their perspective, or crediting their contribution helps build a culture where women are genuinely part of the narrative, not an afterthought.”
Amy – “Use your voice to amplify someone else’s. Calling out good work in meetings, crediting ideas accurately, or inviting quieter voices into the conversation are small actions, but they compound into greater visibility, confidence, and opportunity.”
Rachel – “Listen, hear, and acknowledge. During my time with Assured, this has not been an issue but is noticed and appreciated.”
Priya – “A short, informal mentoring moment, like giving a quick tip, reviewing work, sharing insights, or highlighting an opportunity someone might not know about, can have a big impact. These small, everyday actions help colleagues grow their skills, build confidence, and access opportunities they might otherwise miss. Repeated consistently, they multiply into meaningful career growth and recognition, turning simple gestures into lasting impact.”
Rebekah – “Active listening and opening up conversations with one another matter. Truly hearing each other’s accomplishments, challenges, and ideas makes a difference.
Ask colleagues what they really think about a topic and why. I believe that simple curiosity can create space for growth and connection.”
Looking ahead, what’s one commitment you’d like to see people or teams make to truly ‘Give To Gain’ gender equality?
Faith – “I’d love to see teams commit to development with intention, rather than waiting for women to prove themselves twice over before being considered for opportunities. Whether it is succession planning, project leadership, or strategic initiatives, giving women the chance to lead and stretch earlier creates long term equality, not just momentary balance.”
Amy – “Make it a habit to intentionally consider women for every opportunity. When inclusion is deliberate rather than assumed, progress accelerates.”
Rachel – “To make sure we consider the best ‘person’ for the job, no matter what background they come from.”
Priya – “One commitment I would like to see in the workplace is trusting women with stretch opportunities. By giving them challenging responsibilities and showing confidence in their abilities, women can build skills, step out of their comfort zones, and prepare for future leadership roles. Believing in them not only boosts confidence but also strengthens a more inclusive and capable workforce.”
Rebekah – “Gratitude. Set aside a moment each day or week to be grateful. Take five minutes to think of something you appreciate about each teammate.
When we intentionally look for the good in one another, it shifts our perspective, strengthens relationships, and improves the way we show up.”
How will you ‘Give To Gain’ in 2026?
Faith – “In 2026, I want to pay forward the support I have been given, especially as someone new to the organization. I will do this by creating space for others, sharing knowledge, advocating for women in cross functional settings, and offering guidance to those who are still finding their voice. My goal is to help women feel as supported stepping into their roles as I have felt stepping into mine.”
Amy – “In 2026, I want to ‘Give to Gain’ by paying forward the support I’ve benefited from, sharing knowledge openly, backing others’ growth, and consciously helping women access visibility and stretch opportunities. When support is intentional, everyone gains.”
Rachel – “I will continue to treat everyone the same, treating people with respect and asking for respect in return. I will support colleagues and partners in what they do within Assured and in their own time, as and when needed. I will make sure everyone I engage with has a voice and is heard, and I will continue to support people with their ideas and aspirations.”
Priya – “Advocacy is one of the best ways to ‘Give to Gain’. In 2026, I will ‘Give to Gain’ by advocating for women in the workplace. I plan to support colleagues, especially those who are new or underrepresented, by recommending them for opportunities, amplifying their contributions, and helping them gain visibility. By doing this, I hope to open doors for others, build confidence, and contribute to a more inclusive and equitable environment.”
Rebekah – “All of the above. This reflection has inspired me, and I am committed to embodying each of these actions throughout 2026. I have made a list and placed it by my computer as a daily reminder. I am excited to see the difference it makes for the women around me.”
Final Thoughts:
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For more information on International Women’s Day (Sunday 8th March 2026) and on how you can get involved, visit the IWD website.