International Women's Day: How to Lift Up a Colleague Who Needs It

International Women's Day (IWD) is marked every year on the 8th of March, celebrating women's social, economic, cultural and political achievements while recognising the ongoing fight for gender equality. The International Women's Day 2026 theme, Give to Gain, focuses on the power of generosity and collaboration, reminding us that when women are supported, everyone benefits.

Giving can take many forms, from sharing knowledge and opportunities to offering visibility, encouragement or practical support. In keeping with the Give to Gain theme, this article explores how giving support in the workplace can help women thrive. Because when we give, we don't just support women - we all gain.

Give space

Most of us have been there. You're in a meeting, whether virtual or in person, and it's the same voices dominating every conversation. For some people, that environment feels energising - a chance to jump in and be bold. For others, it can feel intimidating, causing them to hesitate, second-guess themselves or back down altogether. And when they do finally speak up, they're interrupted or spoken over.

One of the most powerful things you can give in this situation is space: space to speak, space to finish a thought, and space to be taken seriously.

If you notice this happening to a woman at work, step in when she's interrupted. It doesn't need to be dramatic or confrontational. A simple, calm interjection such as, "I'd like to hear her finish that point," can shift the tone of the entire conversation. It might feel small, but it sends a clear signal: her voice matters and being talked over isn't acceptable.

You can also help by actively creating room. If you sense someone has more to say but is struggling to get a word in, pause the conversation and invite her back in.

Give credit

"Oh, it was just a small idea."
"It doesn't really matter."
"I only helped a little bit."

Sound familiar?

Many women downplay their contributions, often without even realising they're doing it. While this can look like humility, over time it chips away at confidence and visibility.

The next time you hear a woman minimise her impact, give back confidence. Reflect the value of what she's done and explain why it mattered. Be specific if you can. When women are supported to recognise their own contribution, they're more likely to speak up again, and that confidence benefits everyone involved.

And if you notice someone starting to take ownership of her ideas, gently redirect the credit with a simple: "That builds nicely on what she said earlier." That small moment of recognition goes a long way in making sure women retain ownership of their contributions. When credit is shared fairly, everyone benefits.

Give opportunity

Sometimes, giving means giving opportunity. Much of workplace progression is tied to visibility - being seen by the right people at the right moments. But not everyone is automatically included in those spaces, particularly more junior team members or those who don't feel comfortable pushing themselves forward.

If you know a woman who's keen to progress or gain exposure, look for ways to open doors. Invite her into meetings she wouldn't usually attend or loop her into conversations where her perspective could add value. These moments build confidence while also creating networks, learning opportunities and momentum. When access is shared, teams become stronger and ideas improve.

Give reassurance

Confidence isn't a straight line. It dips and wobbles after a mistake, during periods of change, or when someone is returning to work after time away.

If you notice a colleague experiencing a confidence wobble, be gentle. Offer encouragement and remind her that uncertainty is normal, not a personal failure. Sometimes the most powerful thing you can give is reassurance, especially when someone already feels under pressure.

Give support

Giving doesn't only happen face to face. Some of the most meaningful support for women in the workplace happens quietly, behind the scenes and often without recognition.

This can look like defending a colleague's work in conversations, recommending her for opportunities, challenging unfair assumptions, or sharing her achievements with others. These moments matter, particularly when decisions are being shaped or opinions are forming without her in the room.

You might not realise it at the time, but your voice can carry real influence. Speaking positively about a colleague's contribution, correcting a misconception or putting her name forward can change how she's perceived and the opportunities that come her way. What feels like a small act of support to you can have a lasting impact on someone else's confidence, visibility and career progression.