Celebrating the Women of Lendi Group: our Client Solutions Team

Our brokers’ businesses are supported by many incredible women both in Australia and internationally. Our International Women’s Day series wraps up today with a feature on some of our wonderful team members based in Manila.

Shortly before International Women’s Day, we spoke with four women from our Client Solutions team who all offered unique perspectives the importance of diversity and what we can do to advance the equity agenda. A big thank you to these ladies for contributing to the conversation:

Jana Adman – CSA Team Manager

Cheska Manuntag – Client Solutions Associate Team Manager

Danica Sabangan – Business Analyst Team Lead

Kat Valdez – Senior CSS Manager

Why is International Women’s Day important, and why should we celebrate it as an organisation?

Jana: International Women’s Day is a chance to celebrate the social, economic, cultural, and political accomplishments of women while also drawing attention to the inequalities that women still experience in the world today.

Cheska: I think it’s a great opportunity to highlight the achievements of women in the workplace. Although I believe we should be celebrating women and striving for gender equality every day, organisational commitment to initiatives like International Women’s Day helps foster a culture of belonging and provides assurance that team members are valued regardless of gender or differences.

What does a gender equal world look like to you?

Danica: We need to strive for a future where women have the same access to opportunity and the same rights as men, and where no person is discriminated against or marginalised based on their gender.

Why is it important to strive for gender equality in the tech and mortgage broking industries?

Kat: Historically, the gender balance in these industries has heavily skewed towards men. More diversity in our industries means a greater range of ideas, knowledge, and experiences to leverage when it comes to innovating and moving the industry forward.

What progress have you seen on gender equality throughout your career?

Jana: I’ve gradually seen an increase in the number of women taking on leadership roles and breaking down barriers in traditionally male-dominated fields. There also seems to be a growing emphasis on diversity and inclusion within organisations, and I think this is a really important step.

Cheska: Dated and unfair biases like ‘ambitious women are too aggressive’ have long been a barrier to the ability or willingness of women to advance within business, so I’m glad that in my career I’ve seen more women willing to stand up and advocate for their own aspirations, and organisations committing to wiping out behaviour that’s historically prohibited many women from being able to advance.

Danica: More and more organisations are trying to provide flexible working conditions. This certainly benefits all people, but it’s particularly significant for women looking to return to the workforce, single mothers, or those needing more balance between their work and personal lives. Our team do a great job of leveraging Lendi Group’s flex first policy to suit their own individual needs. A policy like this allows us to strike a balance between our work and personal requirements, enabling us to give 100 per cent of ourselves in both environments.

What role can men play in advancing gender equality in the workplace?

Kat: Men can play their part by supporting initiatives like International Women’s Day and making it known to their peers via their words and their actions that they value diversity. At a higher level, it’s important for male leaders to identify gaps in equity and use their influence to enact change.

Danica: Cheska mentioned that biases and non-inclusive behaviour are harmful to a woman’s sense of value, ability to advance, and ultimately, the move toward a gender equal world. Men can demonstrate accountability not just by avoiding that kind of behaviour themselves, but also actively calling it out when they witness it. This kind of leading by action will go a long way in challenging people’s thinking, educating them, influencing their behaviour, and ultimately progressing the equality agenda forward.

How can we all foster a culture of inclusion in our team?

Jana: Individually, we should regularly reflect on our own behaviour, ensuring we eliminate any biases, and consider how our words and actions are perceived by others. As a group, we have a duty to each other to be receptive to open dialogue and respect each other’s viewpoints, so that everyone feels seen and heard.

Cheska: I think our Stronger United culture at Lendi Group really shines through, and this is something we should continue to prioritise as an organisation. A great company culture is what underpins our ability to provide an exceptional experience for our brokers and customers. We rise by lifting others, so all of us have a duty to lift each other up by supporting one another in every way possible.?