The “Give to Gain” theme for International Women’s Day (IWD) 2026 emphasizes mutual support and generosity among women in healthcare that ultimately results in equity and leadership. Although women comprise 67% — a staggering majority — of the healthcare and social workforce across the globe, they are undervalued and underrepresented in healthcare leadership positions.

This IWD 2026 “Give to Gain” healthcare implementation guide equips leaders with practical steps to foster mentorship, collaboration, and advancement for female clinicians and nurses facing persistent barriers in the workplace.

The Core Principles of ‘Give to Gain’

The “Give to Gain” mindset relies on promoting generosity and collaboration as opposed to traditional competition as a growth strategy. By sharing knowledge, peer sponsorship and guidance, and network building, women in healthcare increase opportunities for growth and counter isolation in critical and high-stress healthcare occupations. With staffing shortages and burnout still on the rise in healthcare, this approach aims to bolster resilience via support and reciprocity.

Beyond Performative DEI: The Give to Gain Leadership Framework

For “Give to Gain” efforts to be effective, healthcare organizations must promote authentic endeavors and make appropriate investments.

The following are worthwhile “Give to Gain” strategies for hospital-wide adoption:

• Establish a “Give to Gain” committee. This group, composed of women in healthcare from various teams and levels, can help ensure that projects are carried out regularly and critical policies are adopted and implemented. This committee will create projects and policies that promote female mentorship, leadership pipelines, visibility in the workplace, and the acquisition of critical resources and tools.
• Match professionals to the appropriate mentor. By matching mentees and mentors based on their interests, skills, career goals, personalities, and experiences, healthcare organizations can establish processes and systems. Doing this will help ensure that mentors are appropriately matched to potential mentees. Use company-wide surveys or AI-powered tools to help with matching.
• Create programs and platforms where stories of giving back are celebrated. These programs should be done regularly and have company-wide visibility to encourage women to share how “Give to Gain” projects have helped them in their careers. These programs can be in the form of social media posts, podcasts, YouTube videos, and web articles.
• Integrate the “Give to Gain” policy into evaluations: Tie the “Give to Gain” theme to performance evaluations, especially for those who are in leadership or management positions. This will ensure that those who participate in collaborative and mentorship endeavors are rewarded for their collaborative achievements.
• Create events hosted by women leaders and innovators in healthcare: Host monthly “Gain Sessions” with guest leaders on work-life integration.
• Establish regular “Give to Gain” project audits. To ensure that projects, processes, and policy changes are implemented properly and sustainably, regular check-ins and feedback sessions should be established. This can help ensure accountability through proper feedback and data, including if promotion rates among women have improved.

The ROI of Giving: Mentorship as a Retention Powerhouse

The ROI of nursing mentorship programs for hospital retention in 2026 reveals cost savings: retaining one nurse avoids $40,000 to $60,000 in recruitment, while boosted productivity adds millions.

According to a Forbes article, mentorship initiatives are widely adopted in other business verticals — specifically, about 70% of Fortune 500 companies have an established mentorship program. Individuals who receive mentorship in the workplace are five times more likely to get promoted. This can significantly improve the number of women in leadership positions in healthcare.

Aside from promotions, mentorship initiatives can also be financially beneficial, as 20% of both mentors and mentees are more likely to get a bump in their paychecks compared to those who don’t engage in such programs.

By adopting mentorship and giving back initiatives, women in healthcare can experience individual advancement that can lead to organizational success. By imbibing the “Give to Gain” philosophy, fostering equitable opportunities, celebrating shared achievements, and supporting women’s growth in healthcare, we build stronger teams and healthier workplaces.