On this International Women’s Day 2026, the global theme ‘Give to Gain’ is a powerful reminder that progress is reciprocal. When we give knowledge, opportunity, support, and belief, we gain innovation, leadership, resilience, and growth.
At MiHCM, empowerment, trust, safety, and growth are not seasonal messages. They are not campaign buzzwords. They are lived experiences that shape how we build our company, our culture, and the future of work.
Here, we give knowledge, resources, infrastructure, visibility, advocacy, education, training, mentoring, and time, to gain something greater: gender equality, confident leadership, and a workplace where women thrive.
Empowerment: Leadership Without Limits
Empowerment is not simply hiring women.
It is trusting them with responsibility, visibility, and leadership.
At MiHCM, empowerment means accelerated growth based on capability, not tenure alone.
In less than three years of joining the organisation, Pubudini Abeyesekera, CEO – Sri Lanka & Maldives, rose into a key leadership position. Her journey reflects something fundamental about MiHCM: when talent demonstrates readiness, the company responds with opportunity.
“I always knew I could do more and lead teams to perform. This was recognised at MiHCM as leadership was not limited to a timeline or seniority. What mattered was readiness, capability, and commitment. MiHCM gave me the platform to grow quickly, and that trust made all the difference,”Pubudini emphasised.
“When leaders give visibility and opportunity, they gain confident, accountable decision-makers. My journey at MiHCM is proof that empowerment begins with trust,” she added.
Across the organisation, women hold 43% of Head-level roles and represent up to 45% of executive-level positions. At the junior level, women make up 67% of Officers and 64% of Interns – a strong and growing leadership pipeline.
We do not empower women through promises.
We empower them through promotion, visibility, and responsibility.
Because when women lead, the future of work becomes stronger, more empathetic, and more innovative.
Potential & Growth: Investing Early, Growing Boldly
Sometimes, empowerment begins with potential.
Amaani Farooq joined MiHCM at just 19 years old, stepping into the sales team at the very start of her professional journey. Today, at 22, she stands not just as a young professional, but as a confident contributor in Sales conversations.
Her growth has not been accidental. It has been intentional.
Working closely under the guidance and leadership of Pubudini Abeyesekera, Amaani has gained exposure far beyond what most early-career professionals experience:
- Participation in high-level client discussions
- Exposure to regional sales strategies
- First-hand learning in solution positioning
- Mentorship in leadership thinking and decision-making
At MiHCM, we believe in giving young talent visibility, not just tasks. Responsibility, not just instructions.
“I joined MiHCM at 19, and from day one I was exposed to real conversations, real strategy, and real responsibility. That early exposure gave me confidence I never imagined I’d have so soon. Working under strong leadership showed me that growth is not about age; it’s about mindset,” said Amaani.
“When MiHCM gave me exposure and guidance, I gained confidence and clarity about my future. That kind of belief in young talent changes everything,” she added.
When young women are exposed to strategic conversations early, they build confidence early. When they are trusted early, they lead earlier.
Amaani’s journey reflects something powerful: age does not define readiness. Opportunity and a hunger to excel does.
And when we give exposure, we gain future leaders.
Trust: The Foundation of Growth
Trust is earned. And it is felt.
Sometimes, trust is best measured not by who joins, but by who returns.
Himashie Perera, now Chief of Staff, was once part of MiHCM, left to explore new horizons, and chose to return. Why?
Trust.
Trust in leadership.
Trust in culture.
Trust that her voice would matter.
Trust that her growth would continue.
She recently stepped into a senior leadership role – proof that trust at MiHCM is not static. It evolves. It deepens.
“I came back to MiHCM because I trusted the culture. It’s a place where your voice matters, your growth is supported, and leadership is accessible. That kind of trust is rare and powerful,” asserted Himashie.
Our DEIB commitment reinforces this through:
- Inclusive hiring practices
- Equal opportunities regardless of gender, background, or belief
- Leadership accountability in promoting diversity
- Open dialogue across all levels
Trust also means listening. We actively encourage employee feedback and continuously assess how we can improve. Inclusion at MiHCM is not silent; it is conversational.
When women feel trusted, they take initiative.
When they are trusted with strategy, they influence direction.
When they are trusted with leadership, they transform organisations.
Safety: The Confidence to Build and Belong
Safety is more than physical security.
It is psychological safety.
It is career security.
It is knowing you can grow without sacrificing your personal priorities.
For Rashika Fazali, a single mother of two young children, safety and security are priorities. At MiHCM, she has found not only stability but opportunity.
Working across both MiHCM and Futura – subsidiaries of our parent company Microimage – she was recently promoted to lead our Data & AI operations. Her journey demonstrates something powerful: motherhood is not a ceiling; it is part of the story.
The organisation did not simply observe her potential. It guided, promoted, and recognised it.
“Being a mother and a career woman are both roles I take seriously. At MiHCM, I’ve never had to choose between my career and my family — and that security empowers me to give my best in both. MiHCM gave me flexibility, stability, trust, and opportunity — even during major life transitions. That support has given me the strength to lead boldly,” Rashika shared.
Safety also means standing by women during life transitions.
Himayawathy Megawarnan, who has recently begun her maternity leave, represents another dimension of what safety means at MiHCM. Parenthood is not seen as a pause in ambition — it is a natural chapter in life. Her career progression, contributions, and value to the organisation remain recognised and respected as she embraces this new phase.
At MiHCM, maternity leave is not an interruption. It is supported time. It is respected time. It is secure time.
Safety at MiHCM means:
- Flexibility across life stages
- Support during maternity and family transitions
- Leadership that appreciates performance and potential
- A culture where women can lead high-impact functions — including AI and enterprise operations — without compromise
It means knowing that career growth and personal life are not competing forces, but complementary ones.
Global Leadership: Rising with Vision and Velocity
Empowerment is not only about opportunity.
It is about velocity.
Uzma Alimudeen joined MiHCM and, in less than a year, stepped into the role of Head of Global Marketing. Her journey reflects something powerful about MiHCM’s culture — leadership is not reserved for tenure; it is awarded to capability, clarity, and impact.
To lead global marketing for a work tech company operating across multiple countries requires strategic thinking, brand stewardship, cross-regional alignment, and the confidence to position AI-driven solutions on an international stage.
Uzma was entrusted with that responsibility early.
That trust speaks volumes.
At MiHCM, when individuals demonstrate readiness and vision, they are given the platform to lead — regardless of how long they have been in the organisation.
Her role today means:
- Shaping MiHCM’s global brand narrative
- Positioning AI and work tech solutions across markets
- Driving regional marketing alignment
- Leading cross-functional teams
- Representing the company on a global platform
“I was given the opportunity to lead globally within my first year and that trust pushed me to grow faster than I imagined. When organisations invest in your potential, you rise to meet it,” said Uzma.
“Leadership here isn’t about how long you’ve been present; it’s about how ready you are to contribute. That belief in capability is empowering,” she added.
This is what ‘Give to Gain’ looks like at a leadership level.
MiHCM gave opportunity, visibility, and ownership.
In return, it gained strategic direction, momentum, and global brand strength.
Uzma’s journey reinforces a simple truth:
When organisations empower women to lead early, they accelerate growth — for both the individual and the company.
Loyalty & Legacy: Growing Together Over 25 Years
Empowerment is not only about fast growth.
It is also about sustained trust.
Ayomi Baduge has been with the company for over 25 years — a journey that mirrors the growth of the organisation itself. From the early days of Microimage to the evolution into MiHCM and advanced AI-driven work tech solutions, she has witnessed transformation firsthand.
Longevity in today’s fast-moving technology industry is rare.
Twenty-five years is not just tenure; it is commitment, contribution, and belief.
Ayomi’s journey reflects something deeply powerful about MiHCM’s culture:
- Women are not just hired: they are elevated and retained.
- Growth is not rushed: it is nurtured.
- Loyalty is not demanded: it is earned.
Over the years, as the company expanded across regions, adopted new technologies, and scaled operations, Ayomi continued to evolve alongside it. Her story is proof that when an organisation invests in its people long-term, they invest back.
This is what “Give to Gain” looks like in practice.
MiHCM gave opportunity, stability, and trust.
In return, Ayomi gave dedication, expertise, and continuity.
And in an industry defined by rapid change, continuity is a strength.
“I have grown with this company for over 25 years, and it has grown with me. The trust and opportunity I’ve been given over the years are what kept me here — and what continues to inspire me. When a company invests in you over the long term, you give back with loyalty and commitment. My journey here has been built on that mutual growth,” Ayomi revealed.
A Culture Built on Belonging
Our Diversity, Equity, Inclusion, and Belonging (DEIB) framework ensures that empowerment, trust, safety, and growth are embedded across the organisation.
We celebrate diverse nationalities, cultures, and faiths.
We eliminate barriers to participation.
We measure our progress and hold leadership accountable.
Right now:
- 43% of our workforce is female
- Gender balance is strong across several regional entities
- Women are increasingly represented in decision-making roles
- Junior hiring reflects intentional investment in female talent
While male representation remains higher in some senior roles, we recognise this not as a limitation, but as a responsibility.
The future pipeline is strong.
The commitment is clear.
The momentum is real.
Give to Gain — The MiHCM Way
Giving is not always monetary.
We give mentorship to gain leaders.
We give visibility to gain confidence.
We give opportunity to gain innovation.
We give time to gain loyalty.
We give trust to gain transformation.
At MiHCM, International Women’s Day is not about a single celebration. It is about reaffirming our belief that empowering women strengthens the entire ecosystem — our teams, our clients, and the workplaces we help shape across 22 countries.
Because when women rise, organisations rise.
When organisations rise, communities rise.
And when we give intentionally, we all gain.
