{"id":114356,"date":"2024-03-15T10:53:00","date_gmt":"2024-03-15T10:53:00","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=114356"},"modified":"2025-09-24T06:02:18","modified_gmt":"2025-09-24T06:02:18","slug":"international-womens-day-insights-from-female-leaders","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/de\/global-impact-series\/dei\/international-womens-day-insights-from-female-leaders\/","title":{"rendered":"International Women’s Day – insights from female leaders"},"content":{"rendered":"\n
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Explore international women’s day over the years<\/h2>\n\n\n\n
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2018<\/a><\/div>\n\n\n\n
2019<\/a><\/div>\n\n\n\n
2020<\/a><\/div>\n\n\n\n
2021<\/a><\/div>\n<\/div>\n\n\n\n
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International Women\u2019s Day 2017: Insights from Female Leaders<\/h2>\n\n\n\n

Frazer Jones is proud to support International Women\u2019s Day 2017. We interviewed several of our female clients to learn how they have been bold for change under the #BeBoldForChange<\/strong> campaign.<\/p>\n\n\n\n

Christa Stienen, Senior Vice President Corporate HR at LSG Sky Chefs<\/p>\n\n\n\n

Secrets to a Successful Career:<\/strong> \u201cNetworking is key. Be active, get involved, stay involved, and make yourself visible.\u201d<\/p>\n\n\n\n

Significant Barriers to Female Leadership:<\/strong> \u201cWomen often stand in their own way. Make a clear decision for your career and don\u2019t let it depend solely on personal objectives.\u201d<\/p>\n\n\n\n

Challenges for Future Generations:<\/strong> \u201cDon\u2019t rest on the laurels of previous generations. Cherish their achievements and continue fighting for equal rights.\u201d<\/p>\n\n\n\n

NG Ying Yuan, Executive Director, Human Resources and Organisation Development at Singapore Economic Development Board<\/strong><\/p>\n\n\n\n

Advice for Aspiring Women:<\/strong> \u201cReflect on your life experiences and those around you to better support different workforce segments. Use your experiences to guide young talent, understand the need for flexibility, and empathise with career growth transitions.\u201d<\/p>\n\n\n\n

Leadership Lessons:<\/strong> \u201cShed your ego to serve well as a leader. Leadership is about serving people, teams, and the community. Accept help and advice to handle roles effectively.\u201d<\/p>\n\n\n\n

Amrita Chopra, HR Manager at Unilever<\/strong><\/p>\n\n\n\n

Barriers to Female Leadership:<\/strong> \u201cWomen themselves can be barriers to their success. They often feel the need to overcompensate and act \u2018tough.\u2019 Women should embrace their differences and not feel the need to mimic men to be seen as strong leaders.\u201d<\/p>\n\n\n\n

Career Advice:<\/strong> \u201cBe clear about what you want and don\u2019t want in your career. This clarity helps you control your career path, especially during personal life changes.\u201d<\/p>\n\n\n\n

Achieving Work-Life Balance:<\/strong> \u201cPut yourself first and set boundaries. Ensure you have time for yourself outside of work and correct any slips that compromise this balance.\u201d<\/p>\n\n\n\n

Kate Meyer, HR Manager at Linklaters<\/strong><\/p>\n\n\n\n

Career Advice:<\/strong> \u201cHave confidence in yourself and your abilities. Utilise available support systems like development programmes, mentors, and coaches to achieve your ambitions.\u201d<\/p>\n\n\n\n

Changes in Gender Diversity:<\/strong> \u201cOver the last decade, there has been a significant focus on gender diversity. This commitment has led to improvements in gender balance at senior levels.\u201d<\/p>\n\n\n\n

Challenges for Future Generations:<\/strong> \u201cBalancing a successful career and family life will remain a challenge. Although progress has been made, it will take time to fully overcome this challenge.\u201d<\/p>\n\n\n\n

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International Women\u2019s Day 2018: Insights from Female Leaders<\/h2>\n\n\n\n

Frazer Jones is proud to support International Women\u2019s Day 2018. We interviewed several of our female clients to learn how they are pressing forward for gender parity under the #PressForProgress campaign.<\/p>\n\n\n\n

Ruth Espina, Director, Human Resources Recruitment, Maximum Management\/Frazer Jones<\/strong><\/p>\n\n\n\n

Past Progress:<\/strong> If you could tell your younger self one thing, what would it be and why?<\/strong> \u201cFocus on a career and role that complements who you are, your value system, and what you enjoy doing most. When there is alignment between who you are and your work, you\u2019ll find yourself doing work you are passionate about. Passion sets you up for success! Initially, I tried to mould myself into what the corporate world wanted me to be. When I learned to relax and use my approach and personality as a competitive advantage, I thrived. Supportive managers and a company culture that values diversity of thought made this possible. Today, it\u2019s easier to be an ambitious woman with an opinion that is heard and respected. I would also tell my younger self to go into executive search sooner because I love it, but my hands-on HR experience has made me a better headhunter.\u201d<\/p>\n\n\n\n

Present Progress:<\/strong> If you were to be a mentor to someone within your profession, what one piece of advice would you give?<\/strong> \u201cActively listen \u2013 listen to understand, not to respond. This takes more time but engages your audience, showing them you hear them and can interpret their needs into meaningful results. This increases your credibility, a powerful position to be in.\u201d<\/p>\n\n\n\n

How is gender parity being achieved in your profession, and what needs to be done to press for progress?<\/strong> \u201cHuman Resources is progressive regarding gender balance. The challenge is driving progress in the broader businesses we operate in. HR is appealing to both genders and committed to equality. Flexible work schedules help working families of either gender. New compensation legislation in several states is expected to drive better pay parity over time. Our educational system needs to develop to meet future talent demands and position certain demographics for success. For example, STEM programmes targeting females and corporate recruiters attracting underrepresented talent will change the landscape.\u201d<\/p>\n\n\n\n

Future Progress:<\/strong> What kind of legacy do you wish to leave behind?<\/strong> \u201cI want to be known for making an impact on the lives of those I interact with. Ensuring candidates and clients have an amazing experience and making great matches is the most gratifying part of working in search. Even after placing over 650 HR professionals in my nearly 20-year HR search career, I am still fulfilled when a client is thrilled by a great hire and a candidate is excited to start.\u201d<\/p>\n\n\n\n

Tugba Oncu, Head of HR, Novartis Gulf<\/strong><\/p>\n\n\n\n

Past Progress:<\/strong> If you could tell your younger self one thing, what would it be and why?<\/strong> \u201cTake it easy on yourself and those around you. Ambition and striving for more are good qualities, but they can lead to unnecessary stress if you don\u2019t accept life\u2019s unpredictable hurdles. I was impatient and critical, expecting life to proceed as planned. Over the years, I learned to be kinder to myself. What matters is how we navigate challenging times, staying strong and positive for ourselves and our loved ones.\u201d<\/p>\n\n\n\n

Present Progress:<\/strong> Of the people that inspire you, what character traits do they have which you admire?<\/strong> \u201cThe most inspirational leaders are smart, humble, and operate with high integrity. They build trust and inspire their teams to go the extra mile.\u201d<\/p>\n\n\n\n

If you were to be a mentor to someone within your profession, what one piece of advice would you give?<\/strong> \u201cFocus on your strengths and believe in yourself.\u201d<\/p>\n\n\n\n

What is your personal mantra?<\/strong> \u201cTo accept the things I cannot change, have the courage to change the things I can, and the wisdom to know the difference.\u201d<\/p>\n\n\n\n

Future Progress:<\/strong> What advice would you give aspiring women in your industry?<\/strong> \u201cAsk for it! Women are often less demanding in the workplace, negotiating less on their packages and having fewer demands for promotions and developmental opportunities. They need to be confident about their contributions and more proactive in managing their careers.\u201d<\/p>\n\n\n\n

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International Women\u2019s Day 2019: Insights from Female Leaders<\/h2>\n\n\n\n

Frazer Jones is proud to support International Women\u2019s Day 2019. This day celebrates the social, economic, cultural, and political achievements of women. While gender parity in the workplace has improved over the past decades, there is still a long way to go. As part of the #BalanceforBetter<\/strong> campaign on 8th March, we interviewed inspiring women to understand the role confidence has played in their careers.<\/p>\n\n\n\n

Tracey Wardrope, Head of HR, BMT Global<\/h2>\n\n\n\n

Defining Confidence in the Workplace:<\/strong> \u201cConfidence means feeling that your thoughts and suggestions have value due to your unique perspective, expertise, and experience. It\u2019s about sharing them equally with your team or senior leaders.\u201d<\/p>\n\n\n\n

Impact of the Confidence Gap:<\/strong> \u201cIt can be intimidating to be in male-dominated meetings. Women often have to ensure they come across as balanced and objective.\u201d<\/p>\n\n\n\n

Improvement in Women\u2019s Workplace Confidence:<\/strong> \u201cYes, there are more women in the workplace now, which statistically increases the likelihood of feeling supported.\u201d<\/p>\n\n\n\n

Importance of Confidence and Self-Belief:<\/strong> \u201cVery important. You need the confidence to challenge and be an active part of discussions. Confidence in your convictions is crucial.\u201d<\/p>\n\n\n\n

Experiencing Imposter Syndrome:<\/strong> \u201cEvery day. Surround yourself with supportive people and take time to reflect on your achievements.\u201d<\/p>\n\n\n\n

Role of Risk-Taking:<\/strong> \u201cI\u2019m not much of a risk-taker. For me, it\u2019s about hard work and having a strong team.\u201d<\/p>\n\n\n\n

Mentoring, Coaching, and Sponsorship:<\/strong> \u201cVery important but still lacking. Things are improving for junior women, but middle management often feels forgotten.\u201d<\/p>\n\n\n\n

Building Confidence into Career Development:<\/strong> \u201cCoaching, mentoring, and being part of visible projects are key.\u201d<\/p>\n\n\n\n

Ensuring Assertiveness Doesn\u2019t Impact Perceptions:<\/strong> \u201cEducate those with negative perceptions and coach women on translating their passion effectively.\u201d<\/p>\n\n\n\n

Olga McSweeney, Director for Strategic Projects, Tax Stream, BDO<\/h2>\n\n\n\n

Defining Confidence in the Workplace:<\/strong> \u201cConfidence means believing in the value of your thoughts and suggestions and sharing them equally with everyone.\u201d<\/p>\n\n\n\n

Improvement in Women\u2019s Workplace Confidence:<\/strong> \u201cYes, but representation at the top hasn\u2019t increased as expected. The issues go beyond women\u2019s self-perception.\u201d<\/p>\n\n\n\n

Importance of Confidence and Self-Belief:<\/strong> \u201cHugely important. Confidence and relationship-building have allowed me to bring something valuable to the table.\u201d<\/p>\n\n\n\n

Experiencing Imposter Syndrome:<\/strong> \u201cYes, especially when applying for new roles. Remind yourself that employers never get a candidate who ticks every box.\u201d<\/p>\n\n\n\n

Role of Risk-Taking:<\/strong> \u201cTaking risks is crucial for career development. Sometimes you might not be in the right position to take big risks, but smaller risks can still help you grow.\u201d<\/p>\n\n\n\n

Mentoring, Coaching, and Sponsorship:<\/strong> \u201cWomen are often over-mentored and under-sponsored. Sponsorship involves using influence to help prot\u00e9g\u00e9s access opportunities.\u201d<\/p>\n\n\n\n

Building Confidence into Career Development:<\/strong> \u201cOrganisations need robust systems to ensure equal access to sponsorship and opportunities.\u201d<\/p>\n\n\n\n

Rebecca Stevens, Global Head of Leadership & Learning, Clarks<\/strong><\/p>\n\n\n\n

Defining Confidence in the Workplace:<\/strong> \u201cConfidence is believing in your ability to succeed and that you have something valuable to offer.\u201d<\/p>\n\n\n\n

Impact of the Confidence Gap:<\/strong> \u201cIt can prevent women from achieving their potential, making decisions, and taking action.\u201d<\/p>\n\n\n\n

Improvement in Women\u2019s Workplace Confidence:<\/strong> \u201cAwareness has grown, leading to more debate and focus on solving the issue.\u201d<\/p>\n\n\n\n

Importance of Confidence and Self-Belief:<\/strong> \u201cConfidence and self-belief are key enablers for presence, impact, and authority.\u201d<\/p>\n\n\n\n

Experiencing Imposter Syndrome:<\/strong> \u201cYes, it\u2019s natural. Remind yourself of your unique contributions and use techniques like the \u2018power pose\u2019.\u201d<\/p>\n\n\n\n

Role of Risk-Taking:<\/strong> \u201cRisk-taking has been significant in my career development. Moving to new roles and locations has provided valuable experiences.\u201d<\/p>\n\n\n\n

Mentoring, Coaching, and Sponsorship:<\/strong> \u201cThese are crucial for growing confidence. Mentors and sponsors help women become more visible and navigate their careers.\u201d<\/p>\n\n\n\n

Building Confidence into Career Development:<\/strong> \u201cRegular career development conversations, mentoring, coaching, and Women in Leadership programmes can help.\u201d<\/p>\n\n\n\n

Ensuring Assertiveness Doesn\u2019t Impact Perceptions:<\/strong> \u201cChallenge unconscious bias and coach women to be assertive in ways that feel genuine.\u201d<\/p>\n\n\n\n

Sarah Smith, Head of HR, ARI Fleet UK<\/h2>\n\n\n\n

Defining Confidence in the Workplace:<\/strong> \u201cConfidence is your belief in your ability and judgement.\u201d<\/p>\n\n\n\n

Impact of the Confidence Gap:<\/strong> \u201cIt affects everyone but particularly women, making them less likely to volunteer for new projects or positions.\u201d<\/p>\n\n\n\n

Improvement in Women\u2019s Workplace Confidence:<\/strong> \u201cYes, due to more female role models, improved childcare access, and academic success for girls.\u201d<\/p>\n\n\n\n

Importance of Confidence and Self-Belief:<\/strong> \u201cHugely important, especially in male-dominated environments.\u201d<\/p>\n\n\n\n

Experiencing Imposter Syndrome:<\/strong> \u201cYes, I remind myself of my achievements and that I do know what I\u2019m doing.\u201d<\/p>\n\n\n\n

Role of Risk-Taking:<\/strong> \u201cRisk-taking hasn\u2019t greatly contributed to my career development. I\u2019ve been considered in my decisions.\u201d<\/p>\n\n\n\n

Mentoring, Coaching, and Sponsorship:<\/strong> \u201cSupport from managers and colleagues has been invaluable.\u201d<\/p>\n\n\n\n

Building Confidence into Career Development:<\/strong> \u201cEmpower employees, provide training, and encourage conversations about mistakes as learning opportunities.\u201d<\/p>\n\n\n\n

Ensuring Assertiveness Doesn\u2019t Impact Perceptions:<\/strong> \u201cCommunicate ideas clearly and calmly, avoid drama, and take a collaborative approach.\u201d<\/p>\n\n\n\n

Additional Insights from Other Leaders<\/h2>\n\n\n\n

Mentoring, Coaching, and Sponsorship:<\/strong> \u201cFeedback is key to growth. Programmes like Aspiring Talent and Woman at Deutsche Bank support women in traditionally male-dominated careers.\u201d<\/p>\n\n\n\n

Role of Risk-Taking:<\/strong> \u201cRisk-taking propels career development. Encourage your team to take risks and challenge the norm.\u201d<\/p>\n\n\n\n

Ensuring Assertiveness Doesn\u2019t Impact Perceptions:<\/strong> \u201cFocus on how assertiveness is used positively. Remove the filter of fear and speak up for what\u2019s right.\u201d<\/p>\n\n\n\n

Confidence and Career Development:<\/strong> \u201cConfidence is about belief and conviction. It\u2019s essential for taking on career challenges and achieving goals.\u201d<\/p>\n\n\n\n

Experiencing Imposter Syndrome:<\/strong> \u201cEveryone experiences it. Change your self-talk and remind yourself of your strengths.\u201d<\/p>\n\n\n\n

Building Confidence into Career Development:<\/strong> \u201cMake it personal and address individual weak spots. Regular career development conversations and specific interventions can help.\u201d<\/p>\n\n\n\n

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International Women\u2019s Day 2020: Insights from Female Leaders<\/h2>\n\n\n\n

Frazer Jones is proud to support International Women\u2019s Day 2020. This day celebrates the social, economic, cultural, and political achievements of women. While gender parity in the workplace has improved over the past decades, there is still a long way to go. As part of the #EachforEqual campaign, we interviewed inspiring women to understand their experiences and perspectives.<\/p>\n\n\n\n

Sandi Sadek, Managing Director, Human Resources at a Global Bank<\/h2>\n\n\n\n

Experiencing Gender Stereotypes\/Bias:<\/strong> \u201cI have experienced gender bias in the workplace. Gender stereotypes are ingrained from an early age, with boys encouraged for assertiveness and girls often labelled as \u2018aggressive\u2019. These biases are carried into the workforce and reinforced by corporate culture, holding back women while rewarding men for the same behaviour. Women typically make up less than 20% of senior management positions. To challenge this, we need to bring awareness to the topic, train people to recognise ingrained biases, and call out gender bias when we see it.\u201d<\/p>\n\n\n\n

Approach to Parental Leave in 2020:<\/strong> \u201cParental leave is a huge opportunity for companies. Parents need leave, and improvements are needed globally. For example, the United States still does not offer paid maternity leave. In Asia, we have made progress, but more flexibility and options for parents are needed. Shared parental leave and equitable access for men to take parental leave are essential. As a working mother, flexibility and support from employers are crucial. Women can have it all, but not all at the same time. We need to support women through various stages of their careers with affirmative programmes and policies.\u201d<\/p>\n\n\n\n

Ting Smith, Regional HR Director, Asia Pacific & Middle East at Gensler<\/h2>\n\n\n\n

Equality in the Workplace:<\/strong> \u201cEquality starts with a firm\u2019s culture, leadership, and people fostering an inclusive and equitable environment. Firms need policies and guidelines, along with mechanisms like flexible working and coaching for paternity leave returnees, to enable equality.\u201d<\/p>\n\n\n\n

Impact of Social Media on Female Leadership:<\/strong> \u201cSocial media has provided a platform to celebrate women\u2019s achievements and inspire future leaders. It has brought activism and a desire to challenge the status quo. While some movements have been positive, others less so, it has shone a spotlight globally that firms cannot ignore.\u201d<\/p>\n\n\n\n

Positive Changes for an Equal Workforce:<\/strong> \u201cAt Gensler, diversity is foundational to our culture. Our Communities of Leadership reflect senior roles and rotations across the firm, promoting equality. We have embedded equal employment opportunities supported by transparent policies and flexible working arrangements.\u201d<\/p>\n\n\n\n

Chiquita Wilson<\/h2>\n\n\n\n

Experiencing Gender Stereotypes\/Bias:<\/strong> \u201cAs a woman in corporate America, I have experienced gender bias. Remaining confident in your work and practising positive self-talk helps combat this. Not taking things personally and focusing on the end goal is also important.\u201d<\/p>\n\n\n\n

Equality in the Workplace:<\/strong> \u201cEquality means treating people fairly and ensuring everyone has the opportunity to succeed regardless of their differences.\u201d<\/p>\n\n\n\n

Mentoring Early Career Professionals:<\/strong> \u201cMentoring a minority in corporate America, I see similar challenges to those I faced. However, Diversity & Inclusion (D&I) efforts have brought awareness to issues previously ignored. Companies are now addressing microaggressions and their impact on interactions and the bottom line.\u201d<\/p>\n\n\n\n

Approach to Parental Leave in 2020:<\/strong> \u201cParental leave programmes should be a priority. Progress is being made, but more efforts are needed at the federal and state levels in the U.S.\u201d<\/p>\n\n\n\n

Impact of Social Media on Female Leadership:<\/strong> \u201cSocial media brings awareness of successful women, empowering the next generation. Seeing young female entrepreneurs on platforms like Instagram is particularly inspiring.\u201d<\/p>\n\n\n\n

Positive Changes for an Equal Workforce:<\/strong> \u201cMy company has created more opportunities for women in leadership, with more women participating in important conversations.\u201d<\/p>\n\n\n\n

Admired Business for Equality:<\/strong> \u201cFacebook makes tremendous efforts to create an equal workforce, from recruiting to feedback practices. Despite media narratives, many women leaders at Facebook praise the company\u2019s efforts.\u201d<\/p>\n\n\n\n

Glory DeSimone, Founder at Glory DeSimone & Associates<\/h2>\n\n\n\n

Experiencing Gender Stereotypes\/Bias:<\/strong> \u201cIn the financial industry, I have seen improvements for women. Early in my career, I was often one of the few women on the management team. I would challenge dismissive behaviour by asking if they would want their daughters to experience the same.\u201d<\/p>\n\n\n\n

Equality in the Workplace:<\/strong> \u201cTrue equality is achieved when the percentage of female executives matches that of men.\u201d<\/p>\n\n\n\n

Mentoring Early Career Professionals:<\/strong> \u201cWomen today have more company support, such as women\u2019s resource groups and formal mentoring programmes. However, the competitive environment makes it harder for women to distinguish themselves.\u201d<\/p>\n\n\n\n

Positive Changes for an Equal Workforce:<\/strong> \u201cFormal Diversity and Inclusion efforts, led by leadership and tied to rewards, are creating greater equality.\u201d<\/p>\n\n\n\n

Angela Franks, Executive Director<\/h2>\n\n\n\n

Equality in the Workplace:<\/strong> \u201cI have worked in companies with gender equality, not by luck but by choice. Gender equality is about surrounding yourself with great people who are open and aware of unconscious bias.\u201d<\/p>\n\n\n\n

Approach to Parental Leave in 2020:<\/strong> \u201cFlexible parental leave policies are essential. In my ideal world, we would publish salaries and make fathers take six months of leave to care for their newborns. This would drive real change.\u201d<\/p>\n\n\n\n

Positive Changes for an Equal Workforce:<\/strong> \u201cEquality at home and equal participation in unpaid domestic duties lead to positive change. Flexibility and flexible working practices are key.\u201d<\/p>\n\n\n\n

Lisa Hershkowitz, Chief People Officer at KWI<\/h2>\n\n\n\n

Experiencing Gender Stereotypes\/Bias:<\/strong> \u201cIn my early career, I earned less than male colleagues with the same experience. I realised I had to find my voice, not just for myself but for others who couldn\u2019t find theirs.\u201d<\/p>\n\n\n\n

Equality in the Workplace:<\/strong> \u201cOpportunities must be accessible to all, and decisions based on merit.\u201d<\/p>\n\n\n\n

Mentoring Early Career Professionals:<\/strong> \u201cMentors faced explicit inequality with less structural support. Today, there is more support, but we need more government-level support for parental leave.\u201d<\/p>\n\n\n\n

Impact of Social Media on Female Leadership:<\/strong> \u201cSocial media creates movements and forces conversations on important issues. It also provides a sense of community and support.\u201d<\/p>\n\n\n\n

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International Women\u2019s Day 2021: Insights from Female Leaders<\/h2>\n\n\n\n

Frazer Jones is proud to support International Women\u2019s Day 2021. This day celebrates the social, economic, cultural, and political achievements of women. While gender parity in the workplace has improved over the past decades, there is still a long way to go. As part of the #ChooseToChallenge campaign, we interviewed inspiring women to understand their experiences and perspectives.<\/p>\n\n\n\n

Andrea Bodstein-Walenciak<\/h2>\n\n\n\n

Skills and Attributes of Female Leaders:<\/strong> \u201cResearch shows that successful leaders score high on competence, humility, and integrity, traits often found in women. Women excel in reflecting on their actions, listening to all perspectives, integrating those perspectives, and giving credit to their teams.\u201d<\/p>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cIt means having an obligation to call out inequality, disrespect, and bias, and not choosing to be silent.\u201d<\/p>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cWomen should partner with powerful role models and mentors to get noticed. Networking in business as they do in their private lives can also help.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cUsing emotions to approach problems and trusting intuition for creative problem-solving.\u201d<\/p>\n\n\n\n

Greatest Strength:<\/strong> \u201cMy self-confidence and ability to provide a vision and ensure its execution.\u201d<\/p>\n\n\n\n

Overcoming Career Barriers:<\/strong> \u201cI realised I didn\u2019t need to be tough and emotionless to be successful. Being myself was enough.\u201d<\/p>\n\n\n\n

Importance of Choosing to Challenge:<\/strong> \u201cChoosing to challenge is essential to create change and a more inclusive world.\u201d<\/p>\n\n\n\n

Andrea Collier<\/h2>\n\n\n\n

Skills and Attributes of Female Leaders:<\/strong> \u201cWomen tend to display greater empathy, act with emotional intelligence, and encourage collaboration, which are crucial for creating a culture of diversity.\u201d<\/p>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cI challenge the notion that anyone willing to work hard can freely opt for their desired profession and utilise their abilities.\u201d<\/p>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cRealising my own gender biases and becoming more self-aware helped me become a better leader.\u201d<\/p>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cIncrease visibility, promote achievements, build networks, and develop a clear career plan.\u201d<\/p>\n\n\n\n

Impact of Kamala Harris\u2019 Appointment:<\/strong> \u201cKamala Harris is an inspiring role model, showing young girls and women that it is possible to achieve their aspirations.\u201d<\/p>\n\n\n\n

Greatest Strength:<\/strong> \u201cMy curiosity and ability to embrace and learn from different cultures.\u201d<\/p>\n\n\n\n

Next Goal:<\/strong> \u201cTo inspire peers and future leaders through continuous learning and coaching.\u201d<\/p>\n\n\n\n

Eleana Choy<\/h2>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cDon\u2019t wait to be invited. Earn your place through leadership, skills, and accomplishments.\u201d<\/p>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cStand up for what you believe in and challenge when you can have the greatest impact.\u201d<\/p>\n\n\n\n

Impact of Kamala Harris\u2019 Appointment:<\/strong> \u201cKamala Harris is an inspiration, but personal mentors and role models have a more significant impact on my leadership journey.\u201d<\/p>\n\n\n\n

Importance of Choosing to Challenge:<\/strong> \u201cBy staying silent, we give indirect support to bias and discrimination. We must call out the unacceptable.\u201d<\/p>\n\n\n\n

Anne Br\u00f6mel<\/h2>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cUsing my own methods to get heard in male-dominated meetings.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cWomen don\u2019t talk enough about their achievements and ambitions.\u201d<\/p>\n\n\n\n

Greatest Strength:<\/strong> \u201cIntegrity and reliability are crucial for leadership.\u201d<\/p>\n\n\n\n

Importance of Choosing to Challenge:<\/strong> \u201cWe must make people aware of unacceptable behaviour and speak out about diversity, equity, and inclusion.\u201d<\/p>\n\n\n\n

Denise Dettore<\/h2>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cSit at the table with confidence, make value-added comments, and deliver in your role.\u201d<\/p>\n\n\n\n

Overcoming Career Barriers:<\/strong> \u201cImposter syndrome held me back. Reminding myself of my achievements and surrounding myself with mentors helped me overcome it.\u201d<\/p>\n\n\n\n

Next Goal:<\/strong> \u201cTo continue making a positive impact through volunteering and professional work.\u201d<\/p>\n\n\n\n

Gracie Mercado<\/h2>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cSpeak up when you see inequality and ensure diverse perspectives are included in meetings.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cThe importance of strong female support in the workplace.\u201d<\/p>\n\n\n\n

Impact of Kamala Harris\u2019 Appointment:<\/strong> \u201cKamala Harris\u2019 visibility makes it easier for future female leaders to know that leadership is possible.\u201d<\/p>\n\n\n\n

Holly E. Ciccarella<\/strong><\/p>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cKnowing which battles to fight and when to let go.\u201d<\/p>\n\n\n\n

Greatest Strength:<\/strong> \u201cBeing a good listener and understanding people\u2019s true meanings.\u201d<\/p>\n\n\n\n

Overcoming Career Barriers:<\/strong> \u201cBuilding confidence through small wins and knowing my value.\u201d<\/p>\n\n\n\n

Ingrid D\u2019Lima<\/h2>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cBreak stereotypes, lead by example, and celebrate your achievements.\u201d<\/p>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cPatience and managing disappointment are crucial.\u201d<\/p>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cBe authentic, speak your truth, and bring your best self to work every day.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cWomen don\u2019t speak enough about their achievements and wins.\u201d<\/p>\n\n\n\n

Ingrid Pierce<\/h2>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cPrioritise sharing and developing great ideas and follow through with execution.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cWomen tend to underplay their professional accomplishments.\u201d<\/p>\n\n\n\n

Importance of Choosing to Challenge:<\/strong> \u201cLeaders need to have a voice to empower others to find theirs.\u201d<\/p>\n\n\n\n

Marcela Niemeyer<\/h2>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cCelebrate women\u2019s accomplishments and support each other to create an inclusive world.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cWomen don\u2019t talk enough about their strengths and accomplishments.\u201d<\/p>\n\n\n\n

Greatest Strength:<\/strong> \u201cDelivering results, enabling others to accomplish more, and supporting growth and development.\u201d<\/p>\n\n\n\n

Monique D. Jefferson<\/h2>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cShowing vulnerability and being authentic helped me build deeper relationships and be more effective.\u201d<\/p>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cProactively help leaders solve critical business problems without expecting anything in return.\u201d<\/p>\n\n\n\n

Impact of Kamala Harris\u2019 Appointment:<\/strong> \u201cKamala Harris\u2019 appointment shows young women of colour that their dreams are achievable.\u201d<\/p>\n\n\n\n

Rosalie Rukerebuka<\/h2>\n\n\n\n

Skills and Attributes of Female Leaders:<\/strong> \u201cWomen bring pragmatism, inclusiveness, negotiation, and teamwork to leadership.\u201d<\/p>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cLearning to be comfortable with not being liked and striving for respect instead.\u201d<\/p>\n\n\n\n

Impact of Kamala Harris\u2019 Appointment:<\/strong> \u201cKamala Harris\u2019 appointment is inspirational, but societal and workplace changes are needed for more women to reach the top.\u201d<\/p>\n\n\n\n

Importance of Choosing to Challenge:<\/strong> \u201cChallenge bias and discrimination respectfully to create a safe dialogue and remove bias.\u201d<\/p>\n\n\n\n

Susan Lauher<\/h2>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cChallenge biased thinking and normalise conversations around biases.\u201d<\/p>\n\n\n\n

Lesson Learnt the Hard Way:<\/strong> \u201cLetting go of the need to master every skill and focusing on setting objectives and removing barriers.\u201d<\/p>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cAdvocate for yourself, seek support, and model sponsorship, mentorship, and advocacy.\u201d<\/p>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cWomen should be more direct about the choices they make as parents.\u201d<\/p>\n\n\n\n

Greatest Strength:<\/strong> \u201cBalancing ideal and pragmatic approaches.\u201d<\/p>\n\n\n\n

Next Goal:<\/strong> \u201cCompleting a Masters in Organisational Leadership to gain new perspectives and improve business problem-solving.\u201d<\/p>\n\n\n\n

Tyese T. Battle<\/h2>\n\n\n\n

One Thing Women Don\u2019t Talk About Enough:<\/strong> \u201cWomen don\u2019t talk enough about their professional or personal ambitions due to stigma and guilt.\u201d<\/p>\n\n\n\n

Choosing to Challenge:<\/strong> \u201cCourage is essential to challenge inequality and push for change.\u201d<\/p>\n\n\n\n

Ensuring a Seat at the Table:<\/strong> \u201cRecognise and bring your unique perspective to the table, and allow your instincts to guide your business interactions.\u201d<\/p>\n\n\n\n

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