International Women's Day - Q&A

Today is International Women's day and we took the chance to interview our female leaders who make up 50% of our senior leadership team. Donna Hampshire and Rebecca Warren wanted to share their views on the changes they have seen in their 25+ years in industry and those that have shaped their careers.

1.?????? Can you share your perspective on the importance of diversity and inclusion in today's corporate landscape, particularly within leadership roles, and show how this has changed over your career?

Bec – I started work as a trainee in the transport industry when I was 19 years old. There was only 1 other female trainee, no female operators, no women on the leadership team, and the only female in a leadership role was the Payroll Manager. This was in a workforce of approximately 400 people. However, the business had specifically created 6 management traineeship roles to introduce more diversity into the business. This was in the early 1990s! I’m proud of how far many industries have come since then, and having female operators is no longer a novelty. However, I am aware that there is still so much work to do when we consider the lack of females in senior leadership roles.

?

2.?????? Who inspired you to be a leader and why?

Bec – I am lucky to have had many great sponsors and informal mentors over my career. I’ve had leaders who saw my potential a long time before I saw it, or believed it, and I’ve learned something from every leader that I have worked for. I continue to learn and grow by listening and observing other leaders, in fact, I learn from many of my colleagues – not just the leaders.

3.?????? How did you navigate power structures EARLY in your career versus LATER in your career?

Donna - I became a leader at the age of 25 and at that time, was probably a little too honest sometimes without factoring in consequences.? When older (and maybe having children did help with having to learn patience!), I have found that reflection before action has become one of my learnings as I have got further in my career.? Although passionate, I find that slowing down and taking stock of a situation before heading into discussions often result in a wiser and better outcome.? ?

4.?????? Mentorship can play a crucial role in supporting women's career advancement. Can you share examples of relationships that have been influential in your own career, and how can organizations foster these relationships?

?Donna – Over my 27-year career, I have had the benefit of both female and male leaders.? I have been blessed with some exceptional leaders for which I know I have blended their styles with my own.? They have taught me to be humble, honest and show integrity along with being authentic and owning my skills as well as my flaws.?

Two female leaders come to mind when I think of Influential – Heidi Ross and Amanda Davis.? These ladies were key leaders for me at a time when I was a sponge, soaking up information willing myself to be the best leader.? They both gave advice willingly, they listened, and they helped me navigate challenges without making me feel inferior by not knowing the answers.? I felt that they genuinely gave their time and support willingly to support my career.

My male leaders have also made a huge impact in their support for my career and can’t overlook the support that Mike Bishop and Mark Kobulniczky have provided.? These gents have provided wisdom and structured detail to my often-frantic passionate ramblings, always with a view to assisting me to elevate my learnings.?

When an organisation, and their senior leaders within it genuinely wishes for employees to succeed, then it will happen.?

??

5.?????? Flexible work arrangements and work-life balance are often cited as key factors in promoting inclusivity. How does your organization support employees, particularly women, in achieving work-life balance while advancing their careers?

?Donna – When I started in my career, if you didn’t work a 40-hour week (as a minimum), then the view was that you didn’t value your career.? Putting in the hours = success and now into my 3rd decade, I can happily say that this is no longer the view.

We have been working for many years on striking a balance for all staff to truly have work/life balance.? COVID made some impacts to how quickly we implanted this, however the key factor for us was to communicate with our people.? There is no ‘perfect’ fit and every one of our employees is unique meaning that we needed to consult with them first to find out what this meant for them.? We have been lucky to be able to offer flexible working rosters, part time hours, working from home for all our employees to give them real balance.

?

6.?????? Building an inclusive culture requires active engagement from leadership. How do you lead by example to promote inclusivity and create a sense of belonging for all employees within your organization?

?Donna – Setting a good example is one of the things I have learnt the most and hope to show with our team.? If you are genuinely trying to promote inclusivity, you need to live it every day.? I need my team to see me being included in key business decisions, putting these into action and then owning the outcomes.? I need to not just show them to take a seat at the table, but to make sure that my presence is heard.?

?

7.?????? What advice would you give your 25-year-old self?

?Bec - Trust your intuition, be more curious, and it's ok to ask for help. Find a formal mentor. And lastly, the perfect leader does not exist, so learn everything you can from your leaders then adapt to suit your personal style.?

?