This International Women’s Day, we’re reflecting on the impact a simple idea can have: give to gain.
“Give to Gain” champions a mindset of generosity and collaboration. It invites us to think about what happens when we share our time, knowledge, advocacy, visibility, and support. Not as a transaction, but as a catalyst. Because growth doesn’t always arrive with fanfare. More often, it begins quietly, with someone choosing to give.
We asked our team to share moments when giving led to unexpected growth or opportunity, for themselves or for others.
When Giving Creates Momentum
For Laura, mentorship has been a powerful reminder that growth flows in both directions.
Not exactly unexpected because she was an incredibly hard worker, but I mentored someone in a game design program and she’s now interning at a games studio as a games researcher! I’m so incredibly proud of her and I learned a lot about being a supportive and helpful mentor.
Her experience highlights something important about mentorship. While the intention is to support someone else’s development, the act of mentoring also sharpens our skills and gives us perspective.
Mark’s story offers a different lens on giving, one rooted in leadership and trust. Early in his career, support from his manager reshaped his path in a lasting way:
Back when I started my agency career, working with Owen, I was caught between finishing up my PhD thesis, while also adapting to working in a fast-paced agency for the first time, and 2-hour door-to-door commute across three UK counties. I was tired and the thesis progress was the casualty. Owen arranged a sabbatical to give me the space I needed to complete the thesis – even though I was only 6 months into the job. I took the time to get back on track and then rejoined the team with the energy and focus that I needed. Nearly 20 years later, the doctorate is complete, I’m leading the UK research team, and am still working with Owen and many of that original team.
It’s a reminder that giving is not limited to peer-to-peer support. Leadership decisions, especially those that prioritise long-term growth over short-term gain, can shape careers and build loyalty that lasts decades.
What Does “Give to Gain” Mean for Gender Equality?
We also asked our team what “Give to Gain” looks like in action when it comes to gender equality in our workplace.
For Ella, it’s about both practical and emotional support, and recognising the people who invest in you along the way:
Women uplifting each other by championing a culture of mutual professional and emotional support. Shout out to Claire for taking the time to help me learn systems thinking, and Laura for introducing me to the wonderful world of playtesting!
Our principal designer and researcher from San Francisco reflects on the importance of creating space for underrepresented voices:
I think this means elevating voices that are underrepresented in the organization (traditionally being cis women, trans and gender-nonconforming people), making sure there is gender diversity and representation in leadership, stepping back and giving opportunities for people to speak up, and highlighting the good work that others have done if they don’t mention it.
Together, these reflections show that progress happens in the everyday moments, in who we support, who we spotlight, and who we make space for.
What Makes It Easier, or Harder, to Give?
Giving flourishes in the right conditions. Culture, time, visibility, and psychological safety all play a role.
Laura reflects on the importance of collective success:
It’s easy when your team works together and is invested in collective success. It’s not about who’s the best. It’s about elevating each other to bring out the best in each other.
Our principal designer and researcher points to something equally important: visibility across teams and geographies.
Easier – Knowing what others are working on (especially colleagues from other geos) makes it easier to know if they need support with or which of their accomplishments to highlight. Harder – Similar to the above on what makes things easier, if you aren’t aware of the work others have done, you won’t be able to provide public recognition of that work to elevate voices.
Together, these reflections show that generosity doesn’t happen in isolation. It grows in environments where people have the space to think, the trust to collaborate, and the visibility to recognise one another’s contributions.
What Will We Give This Year?
To close, we asked each person what they are willing to give this year to help advance gender equality.
Laura Donohue Senior Design ResearcherI’m giving my time and energy to cheerlead, empower, and prepare the next wave of women entering tech.
Ella Woods Design ResearcherContinuing to share skills and knowledge to help uplift the women around me.
Mark Brady Senior Research DirectorMy time and focus to help support the team and give them the flexibility they need to have the conditions required to be the best version of themselves.
Principal Design ResearcherCall out examples of good work women have done more frequently, especially in publicly visible spaces (e.g. group channels in Slack/emails)
International Women’s Day gives us a reason to pause. But the real work happens in the days that follow. In who we choose to champion, and the credit we share, and in the space we create for others to thrive.
“Give to Gain” isn’t just about recognition. It’s about responsibility. So that we don’t just support individual growth, we shape a culture where equality has room to take root.
Discover more about the people and purpose behind our work.