‘Give to Gain’ is the key theme of this year’s International Women’s Day, taking place on the 9th of March.
As the IWD movement marks its 115th year, we’ve been asking some of the leading voices in media and marketing for their views on IWD 2026 and how they are meeting the ‘Give to Gain’ challenge…
Catherine Orr, co-Founder & Chief Commercial Officer, Uncovered
“This year’s theme truly resonates with me. It reflects a mindset I try to live by: support, collaborate, and be generous with intent.
“When we give our time, advocacy, visibility, and platforms to women around us, we don’t take away from anyone’s success; we multiply opportunities for all.
“I believe deeply in women supporting women: celebrating each other’s wins, mentoring one another, and creating space for more women in leadership.
“Support matters, and too often limited representation or competition for scarce roles can make it feel like there isn’t room for all of us.
“Lifting each other up expands possibilities, strengthens teams and businesses, and builds role models for the next generation.
“For me, giving means ensuring representation in meetings; inviting women to speak; supporting mothers from pregnancy, maternity and return to work; actively seeking women for leadership; practicing micro-feminisms; mentorship and celebrating achievements.
“Giving isn’t just intention, it needs action. When women thrive, we all rise.”
Marcus Brown, Founder & CEO, The Great Pitch Company
“Yes, The Great Pitch Company will be participating in this year’s Give to Gain initiative.
“The world of Business Development within the Communications Industry is highly competitive. Yet thankfully the scene is dominated by many great female business development professionals.
“As a business, we work with agencies to drive up win rates and drive down wasted resources, and the majority of our expert consultants are women.
“The Great Pitch Company is delighted to offer mentorship to two up-and-coming female business development professionals who would like to benefit from the experience and advice of our female experts.
“We are offering two places (one in Europe, one in North America), for virtual hour-long meetings each month for six months.
Please apply to marcus@thegreatpitchcompany.com to find out more.
“When women thrive, we all rise.”
Jenny Burns, CEO, Magnetic
“This International Women’s Day, the theme ‘give to gain’ feels particularly powerful. I’ve learnt that leadership isn’t about the big speeches.
“It’s built from the simple moments given without expecting anything in return that people replay in their heads – a quick thank you, a note of encouragement or a reassuring nod. Because when you give a little of your time, you gain the trust and confidence of your team.
“Those same principles apply to our industry. At Magnetic I’m proud that women hold the majority of our senior roles.
“But sadly, the consultancy sector as a whole still has lots to do, with women only comprising 23% of top management roles in consulting last year.
“As leaders it’s our responsibility to build supportive, diverse and human-centred workplaces where everyone’s strengths are allowed to flourish. And a major part of creating that workplace is encouraging the next generation of female leaders to enter the industry.
“With AI disproportionately more likely to take a woman’s job, employers should implement a “NewHuman” approach that redesigns learning pathways.
“By creating roles where creativity, experimentation and failure still exist, employers give young people starting out in their career a chance. And in return, they gain the leaders of the future.”
Adriana Sabia, Account Director, DUDE London
“International Women’s Day is a reminder to celebrate the power of reciprocity. This year’s theme, “Give to Gain” reflects a principle that has shaped both my personal and professional journey.
“I began my career in advertising thanks to a woman I had only recently met. Her energy and passion inspired me, and she soon became my mentor. She taught me that talent grows when it is shared. If I am where I am today, it is because someone chose to share their time and skills with me.
“Throughout my path, I have met many women who offered encouragement, advice, and sometimes the honest feedback I needed most. Today, I celebrate them – and, with them, myself. I am the result of what I have received and what I will continue to receive from the women I encounter.
“To “give” means offering time, attention, expertise, and support. It means sharing not only successes, but also doubts and vulnerabilities. Every gesture creates a ripple effect, sparking change.
“Supporting and listening to women is not only a moral duty, but an investment in collective growth. After all, giving is the beginning of a virtuous circle that transforms the world – and we all benefit from it.”
Tania Wendt , SVP, Global Strategy Lead, tms
“To gain gender equality, I will give access, advocacy and action. While big movements and monetary donations are important to fund programs, training, etc., we forget there are many other effective ways to support women.
“Equality grows when opportunity is shared with purpose. Access means giving my time and space to mentor and teach women navigating underrepresented spaces and amplifying women’s ideas and leadership where recognition supports advancement.
“Employing advocacy by questioning and challenging bias, championing equitable policies and speaking up when it counts. Driving meaningful action through consistent effort – seeking and contributing to women-led businesses, community programs and targeted initiatives.
““Give to Gain” is a reminder that equality is not a trade-off. When women thrive, the world around them grows. By giving what we can with purpose, we multiple opportunity for all of us.”
Rosie Robertson, Head of Client Services, Untold Fable
“AI is increasingly being requested as a tool in content production, from fully AI-generated campaigns to smaller interventions along the way. Yet women remain underrepresented in the roles shaping how it’s used.
“Globally, women make up just 22% of AI professionals. That imbalance matters, because AI reflects the perspectives of the people directing it, influencing both the creative process and the final output.
“”Give to Gain means being intentional about who gets to shape that future. At Untold Fable, we mandate a 50:50 gender split across all AI content production, from creative development through to technical execution. It’s a straightforward decision, but one that actively shifts who has access, influence and creative control at a critical moment for the industry.
“When women are equally involved in shaping AI-driven content, the work becomes more thoughtful, more representative and more responsible. Blind spots are identified earlier, assumptions are challenged, and the technology is used with greater care.
“AI content for brands will reflect the people building and directing it. If we don’t change who has access and authority now, we risk locking existing inequalities into the systems we rely on next.”
Flick Duncan, Managing Partner, Dir. Client Services, GAIN
“The most valuable things I’ve gained in my career haven’t been titles, they’ve been access, confidence, and commercial understanding. And those are the things we must intentionally pass on.
“Too often women are told to “lean in”, without being shown how the business really works. Progress happens when we open rooms, share the numbers, demystify the P&L, and create clarity around how decisions are made.
“Sponsorship matters. Saying someone’s name in the room when they’re not there. Backing them before they feel 100% ready.
“Equality is about building systems where the best talent can thrive.
“When women thrive, businesses gain strength.
“So, at GAIN, we see it slightly differently: GAIN to Give.
“I will give access. I will give advocacy. I will give opportunity.
Rachel Emms, Managing Director, Effie UK
“Championing women is the right thing to do and what International Women’s Day is about. And at Effie, which is all about marketing effectiveness, we understand what impact championing women has on brands and businesses.
“The data tells us that the positive representation of women in marketing is a good thing.
“Ads which present stories of women in non-traditional roles are 24% more likely to drive short-term sales and 27% more likely to drive brand equity, our ‘A Woman’s Worth’ report, co-produced with Ipsos, showed. And inclusive portrayal positively influences brand choice.
“Further, contrary to the pervading media narrative, consumers still care. The percentage of people agreeing that ‘I am generally willing to spend extra on a brand that aligns with my values’ rose from 33% in 2013 to 54% in 2025.”
Janika Berend, Senior Manager Academy, Jung von Matt
“I am deeply convinced that gender equality doesn’t happen by chance – it grows when we make a conscious decision to invest in one another.
“At Jung von Matt, one initiative that is particularly close to my heart is our Leadership Mentoring Programme for women. Every year, experienced leaders – both male and female – volunteer their time to accompany a mentee over twelve months.
“What I value most about this commitment is the genuine willingness to share: knowledge, honest insights into our organisation, access to networks and, sometimes, simply encouragement at the right moment.
“At the same time, we encourage our mentees to reflect, challenge themselves and develop their own authentic leadership style and career path.
“Beyond the one-on-one mentoring, we complement the programme with targeted training sessions throughout the year. For example, our negotiation workshops are designed to strengthen confidence and provide practical tools for performance and salary discussions.
“Just as important to me is the strong peer exchange among the mentees. These connections often grow into lasting internal networks that support and empower far beyond the programme itself.
“This year, we are entering the sixth round of the programme. The consistently high number of applications – from both mentees and mentors – clearly shows me that the need is still there. And it reassures me that many of our leaders truly want to make a difference.
“For me, this is what “Give to Gain” means in practice: our leaders give their time, experience and visibility. In return, we gain stronger, more diverse leadership, higher retention and a culture in which talent can unfold its full potential.”
Ruth Cartwright, Managing Director, Active International
“When organisations invest in mentorship, advocacy, and inclusive growth, women don’t just advance, the industry does too, so Give to Gain is an important message for all organisations.
“Let’s not forget that less than a third of leadership roles across adtech and martech are held by women, even as the industry accelerates through streaming, data, and AI.
“One of the things that drew me to Active and the wider AMS business when I joined last year was its recognition for supporting women.
“62% of women within the Active UK business are in manager roles with the UK leadership being made up of 50% women. And Active has proudly earned a spot on the UK’s Best Workplaces for Women TM, list three years in a row.
“As a leader, I have always been clear about actively supporting women in the workplace: it’s important for me to share my knowledge, expertise and network with women who are working in media – digital, content and advertising all face the same challenges and barriers. And I’d always encourage colleagues to do the same, and support them in doing so.”
Katie Watson, Client & Brand Strategist, Cogworks
“In my role, one thing organisations should actively keep front of mind is giving women the floor. And not just giving them the floor – in conference rooms, on calls, in any meeting they’re invited to as a participant – but also supporting their voices.
“That means making sure women aren’t just in the room for strategic conversations, but have their ideas actively listened to and supported – not just repeated in a slightly different way.
“Women need to be credited for their ideas and have senior male leadership support if they are ever to be trusted by clients to lead these relationships.
“I’ve seen how confidence in capability grows when women are given space to actively shape direction rather than just support and execute it. It strengthens not only individuals, but the quality of thinking, and the confidence in the partnership overall.
“This is about supporting the already capable women in the room, and making sure their credibility is amplified for the client. She was hired – and likely promoted – for a reason. Let her have the floor.”
Sarah Rose, COO, Fifty
“We strongly align with this year’s International Women’s Day theme, Give to Gain. Creating space for women’s voices, investing in talent and championing equitable leadership is not a zero-sum exercise. When women thrive, businesses and industries thrive with them.
“Whilst we’ve seen progress in recent years, particularly in our industry, representation at senior levels shows there is still work to do. That reality calls for sustained, intentional action rather than one-day statements of support.
“At Fifty, we see IWD as a catalyst, not a checkpoint. Our D&I committee plays an active role in ensuring this focus is embedded into our culture year-round.
“Alongside moments of education and celebration around March 8, from spotlighting the women who shape our business to supporting initiatives with partners such as UN Women UK, we are committed to consistently elevating female perspectives internally and across our industry relationships.
“For us, giving means providing visibility, opportunity, progression and advocacy. The gain is a stronger, more representative company and a more inclusive industry for the long term.“
Georgina Iceton, Senior Vice President, AEG Global Partnerships
“The challenge lies in promoting gender equity without creating an ‘us versus them’ dynamic – it’s all about balance.
“If you advocate too strongly then you risk alienating yourself or losing your audience, but if you don’t speak up then you’re doing a disservice to yourself and the next generation of females.
“Positioning inclusion as a shared organisational goal benefits everyone, and everyone should have the opportunity to be heard.
“Collaborating across the organisation is essential for identifying changes that can create a more consistent, supportive, inclusive environment for different communities that ultimately make the organisation a great place to work and improves retention.”
Hannah Snoeck, General Manager, Gekko
“The more we talk about the barriers to female progression in the workplace – and establish an environment that enables open conversations – the easier it is to address them and provoke real change.
“Females remain subject to judgement in many workplaces, with preconceived notions that are often disconnected from performance and tangible results. Embedding a merit-focused culture ensures that delivery overshadows bias.
“As part of the leadership team at Gekko, it is our duty to ensure that every person has a voice, and that all team members are valued based on merit. That laser-focus on results and outputs levels the playing field.
“True growth happens when we move as a collective. My advice is to be brave, listen to your gut instinct, and believe in the work you are doing.
“That conviction engenders resilience to face any challenge that comes your way. It starts with you as an individual: stand up for what you believe in and you can make a difference.”
Christine Villa, CFO, Ogury
“Throughout my career, I’ve seen how meaningful it can be when someone chooses to advocate, mentor, or simply create space for women to grow.
“Real progress doesn’t happen by accident — it requires intention. That belief is what drives our approach this International Women’s Day.
“At Ogury, we are embracing the ‘Give to Gain’ theme through tangible action. We are mobilising employees globally to raise funds for Women in Tech, with challenges that directly trigger donations.
“Alongside this, we are hosting workshops focused on allyship and invisible labour to create awareness and encourage everyday support within our teams.
“When companies invest time, resources, and leadership attention in gender equality and women’s advancement, the impact goes beyond symbolism; it strengthens culture, sharpens decision-making, and supports long-term performance.”
Corinne Ferrie, Group Product Manager, Adverity
“International Women’s Day often invites us to look back at milestones. This year’s theme, “Give to Gain,” has made me look more closely at the quieter decisions that shape a career. Those moments where someone gives you trust, or when you decide to give it away yourself.
“For me, “Give to Gain” represents collaboration and autonomy. The best teams I have ever worked with have been ones where the combined effort has produced results that individually no single person could have accomplished.
“As a manager, I attempt to give away as much control as possible. I set the objectives, and then provide my team with the flexibility they need to determine how they are going to meet them. When you give trust and credit to the correct parties publicly, you create confidence in your team members, allowing them to thrive.
“Giving trust. Giving space. Giving credit. In my experience, these are the actions that add up to better products, stronger teams, and stronger careers.”
Amy Lawrence, Deputy Managing Director, GingerMay
“As a senior leader, I often think about the best advice I ever received. The person who gave it to me has probably forgotten the conversation, but it changed the course of my career.
“That is why this year’s theme, ‘Give to Gain,’ matters.
“The latest ONS figures show that youth unemployment stands at 14%, with 575,000 young people out of work. In that context, small acts of mentoring have never been more important.
“Progress only slows down when we stop showing up for one another. Ten minutes of real feedback might feel small to you, but for someone finding their footing, it can be the moment that changes their entire career path for the better.”
Lauren Davies, Marketing and Sales Manager, Lotame
“As someone at the start of my B2B marketing career, you’d expect the scales to tip more toward what I have to gain, and that’s certainly true within my close‑knit network at Lotame.
“My colleagues encourage me to explore opportunities I wouldn’t consider myself a fit for, and their support has given me the confidence to push myself.
“To pay that forward, I regularly share Women in Programmatic event invitations with peers in other industries and marketing concentrations so they can interact with and learn from leaders they may not otherwise have access to.”
Erika Vaiciunaite, Senior Product Manager, Experian Marketing Services
“International Women’s Day is a powerful reminder that progress is built collectively. In fast moving industries like AdTech, empowerment comes from connection, shared knowledge
and the confidence to contribute your perspective.
“When we advocate for one another, opportunity multiplies. Equality is strengthened in environments where people feel empowered to ask questions, develop their own voice and share ideas with confidence.
“Real leadership is not about holding space for yourself, but creating space for others. When women are supported to thrive, the entire ecosystem moves forward with them.”
Dearbhail O’Donnell, Solutions Director, Converge
“We should not have to give up on opportunities or make sacrifices for gender equality in the workplace or in our careers. We should feel empowered to challenge it if we feel that this is an expectation rather than simply accommodate this concept.
“I have been incredibly fortunate in my career to have had incredible female managers, leaders, mentors and peers that have shown me that women don’t have to give up on opportunities in their work or personal life to be successful and shown that when we challenge the status quo, we can help make a difference.
“On a more macro level, gender equality isn’t perfect in Ireland and I don’t think it is something that ever will be, but I appreciate the efforts that are being to move closer to gender equality in the workplace through efforts such as Mandatory Gender Pay Gap reporting, the National Strategy for Women and Girls introduced in 2025 and the Work Life Balance and Miscellaneous Provisions Act among other things.”
Valerie Mercurio, SVP, Business Development, InfoSum
“This International Women’s Day, ‘Give to Gain’ resonates deeply with me. My first Chief Product Officer built an environment where my ideas were heard, challenged productively, and acted on.
“My current leader, Lauren Wetzel, has shown me what leading with empathy really looks like as a force for building a culture where people feel genuinely accountable for the work they do. That belief in you changes everything.
“And that is the gain. Diverse teams think bigger, build better, and create more inclusive outcomes for the entire industry. To the next generation of women in tech: find those people, be unapologetically yourself, and support each other.”
Axelle Thory, Lead Programmatic Sales & Marketing, MINT Square
“I work in adtech and sales – both traditionally male-dominated environments – and while progress has been made, there is still underrepresentation for women in leadership roles in these high-stakes commercial environments.
“In sales especially, credibility is often tested differently, and women may have to prove expertise repeatedly, negotiate harder for visibility, or push back against outdated perceptions of leadership styles.
“Change requires a collective effort, with companies, leadership teams, and peers actively creating space, visibility, and opportunity. Networks, mentorship, inclusive hiring practices, and representation at events all play a role.
“If I had one piece of advice for other women in my field it would be: don’t try to navigate your career alone. Find your network.
“Communities like Women in Programmatic for example are incredibly valuable. Seek mentors, ask questions, and don’t underestimate the power of shared experience. And most importantly, know that there is space for you.”
Sarah Robson, Global Head of Advertising Effectiveness, On Device
“International Women’s Day is a reminder that progress in tech isn’t automatic; it requires intentional action, particularly from women with power and influence. While things have improved, women still face systemic gaps in advancement, especially in male-dominated spaces.
“I’m very aware that my own career benefited from people who opened doors for me, often without realising the impact. Not everyone has that access, which is why I mentor women in the industry, to make the path less opaque and less lonely.
“Mentorship isn’t about having all the answers; it’s about sharing the realities, the unwritten rules, and the lessons learned. When women give time, knowledge, or opportunity, we don’t just lift individuals, we move the industry forward together.”
Sarah Lewis, Global Vice President, CTV, ShowHeroes
“For me, ‘give to gain’ means encouraging and supporting others—especially women—to seize opportunities and not be afraid to ask for what they want. It’s about creating an environment where people feel confident, comfortable, and empowered to go after their goals.
“I do this through mentoring, both within ShowHeroes and outside of it, and by offering support and advice whenever I can.”
Jess Aylett, Head of Sales, UK & International, GumGum
“In our industry, we often talk about growth, performance, and return on investment. But the most powerful returns come from investing in people.
“Giving time to mentor emerging female talent, advocating for women in rooms they’re not yet in, and amplifying female voices across campaigns and panels — this is what it means to gain.
“When we create space for women to lead, we don’t just diversify leadership — we strengthen decision-making, creativity and commercial performance. Gender equality isn’t separate from business success; it fuels it.
“For me, “Give to Gain” means giving visibility, giving mentorship, and giving honest access to networks and opportunities that have traditionally been gatekept. It means being intentional about whom we recommend, promote, and back.
“When women thrive in advertising, the work gets better. The culture gets stronger. And the industry becomes more representative of the audiences we serve.”
Wenjie (Charlene) Gao, Head of Business Development, Preciso
The adtech industry has made meaningful progress on women’s equality in recent years, with more women in leadership roles and a growing awareness of diversity challenges. At Preciso, we have more than 50% of female leaders.
“But we still need systemic changes including pay equity, flexible work policies that accommodate caregiving responsibilities, and intentional sponsorship programs that actively advocate for women’s advancement into senior leadership positions.
Smita Pillai, Regional VP Customer Success, EMEA, impact.com
“In terms of equality, the industry has made genuine progress, but we’re still mid-journey. There are more women in senior roles and far more open conversations about inclusion than a decade ago.
“That visibility matters, but equality isn’t only about representation at the top, it’s about access to influence, sponsorship and strategic decision-making.
“Women often drive a significant proportion of the work behind high-performing programmes, yet they don’t always have equal access to early conversations or advocacy in the rooms where decisions are shaped.
“The next phase for the industry is less about intent and more about infrastructure – transparent progression pathways, equitable recognition of contribution, and leadership models that value different styles.
“Progress is real, but sustainable equality will come from embedding fairness into systems, not just celebrating individual success stories. For real change, we need to focus more on sponsorship, not just mentorship.
“Mentors guide you; sponsors advocate for you. They put your name forward and trust you with responsibility before you feel entirely ready. That shift can accelerate progression meaningfully.
“We also need to normalise different leadership styles. Leadership doesn’t have one accent, personality or playbook. It can be collaborative, empathetic and commercially sharp at the same time. When organisations broaden what leadership “looks like”, more diverse talent can see themselves progressing.
“There’s shared responsibility too. Businesses must create transparent structures and equitable opportunities.
“Individuals, equally, need to raise their hands, stretch themselves and step into opportunities that feel slightly uncomfortable. Growth rarely happens in complete comfort, but it does happen with consistency.”
Joanna Sagan, Head of Strategy, Feeders Agency
“This year’s theme, “Give to Gain,” resonates strongly with me because real progress in gender equality has always been rooted in collective effort.
“Giving is about creating momentum – when we share knowledge, open doors, recommend talented women, amplify their voices, or simply make space at the table, we actively reshape opportunity.
“For me, “Give to Gain” means being intentional about sponsorship as well as mentorship: not only advising women, but advocating for them in rooms they may not yet have access to. It means challenging bias when we see it, redistributing visibility, and ensuring that growth opportunities are equitable.
“It also means investing time in building inclusive cultures where diverse leadership is not an exception but an expectation.
“Equality benefits everyone. Diverse perspectives drive stronger creativity, better decision-making, and more sustainable businesses.
“To help accelerate equality, I will continue to give my voice and my time to support and champion women’s advancement.”
Rachel Lewandowska, Managing Director, AVANTGARDE
“For me, the theme ‘Give to Gain’ is a reminder of how far we have come. Women are now shaping their work life to suit them, and many businesses have become more flexible in response.
“I’ve seen many women across the industry redefine what it means to be successful, taking control of their work life and protecting their personal time and interests. It’s a far cry from the days when women needed to give every bone in their body to get ahead. Great talent shouldn’t be lost because we can’t provide greater flexibility.
“This year I think businesses can go one better and give all staff – not just women – opportunities to develop themselves and their career at the same time.
“At AVANTGARDE, we’ve instituted a global mentoring programme where we match mentors and mentees across our global offices. It enhances collaboration across our network, provides impartial support, and upskills both mentor and mentee – a real win-win.”
Subhrata Sinha, Project Manager, Cogworks
“It’s so important to encourage women to share their perspectives through internal talks, panels, and mentorship — hearing how other women navigate leadership helps make different paths visible and possible.
“It’s also vital to make mentorship part of the culture — hearing how other women navigate leadership can be both grounding and empowering”
Kasira Iqbal, Head of Delivery, Cogworks
“One thing organisations should actively give is greater awareness of where opportunity and responsibility sit. In the tech and digital industries, women often take on invisible work alongside their core roles, organising conversations, taking notes, or keeping projects moving.
“These contributions matter, but they shouldn’t automatically fall to the same people.
“When women step into leadership roles, there can also be unspoken pressure to prove more and to carry additional expectations.
“Leaders need to be intentional about how work and visibility are distributed, ensuring women have equal opportunity to lead and influence decisions.
“Stronger support networks between women in the industry are also key, championing each other helps build confidence, momentum and more balanced workplaces.”
Ana Santos, Associate Director, Solutions Architect EMEA, impact.com
“This year’s IWD theme is “Give to Gain”, and this theme is my leadership philosophy in a nutshell – I believe in giving knowledge to gain strength.
“By equipping my team with new skills and frameworks, I’ve seen them grow in confidence, which has directly helped us improve our win rates.
“I also believe in giving support to gain excellence – by acting as a bridge for my team and ensuring they have what they need, they’re empowered to do their best work.
“And finally, by giving opportunities, we all gain innovation and build a stronger, more successful company.
“As a long-time impact.com employee who has grown through different roles, I am passionate about paying forward the career opportunities I’ve received.
“A key priority for me, particularly as the leader of the EMEA Solutions Architect team, is mentoring talented women and helping them build their own successful paths.
“I firmly believe that fostering an environment where everyone has an equal opportunity to take on challenging projects is mutually beneficial for the entire team.”
Stephanie Parry – EVP Client Management, Jellyfish
“Framing Give To Gain within the broader UN theme of ‘Rights, Justice, Action. For all women and girls’ is critical. Put simply, what can we give – be that time, mentorship, support, our voices, so all women gain / retain rights?
“As an industry that has the privilege of shaping culture – and working with the companies and brands that do that every day – spending our time consciously to advocate and actively drive change is essential.
“Initiatives such as BrandTech’s Bias Breaker (tackling bias in foundation models) enable us to lead this change, and I’m excited to see more of this in 2026 and beyond.”
Juliana Jackson – Cloud Director (Data Science), Jellyfish
“For as long as I can remember, I’ve just… shared. Knowledge, time, shortcuts, honest opinions…whatever I had that could help someone else, I gave it.
“I was never worried about losing anything by doing that. And over 15 years, somewhere between the community I stumbled into and the stages I somehow ended up on, the career took shape around the giving. The awards came. The trust came. The rooms got bigger.
“This International Women’s Day, I keep coming back to how much of that was possible because I never treated what I knew as something to protect.”