Issuu

TECH GOES BALLISTIC: CLAIRE ZUURBIER

EDUCATING THE EDUCATORS: CINDY RAMPERSAUD

WINNER IN FOCUS: SHUBHI RAJNISH

page 22

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ISSUE 01

M A S T E RC L A S S : 5 MINUTES A DAY T O M A N AG E YO U R S T R E S S - Page 28

P LU S US ELECTI O N, WOMEN I N WORKPL AC E + WEQUA L AWARDS 2 02 1

FINDING PURPOSE IN A PA N D E M I C Bringing people together in a crisis was a defining moment for Kellogg’s Priscilla Koranteng WINTER 2020/2021 WeQual.com

INDEX

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CINDY RAMPERSAUD EDUCATING THE EDUCATORS

WEQUAL MASTERCLASS STRESS IN THE WORKPLACE

Pearson’s Diversity and Inclusion

WeQual runs a number of high-impact

Task Force Lead talks to the WeQual

sessions. Here Mark Bateman and Louisa

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Magazine about the education

Elder explain how to alleviate day-to-day

KATIE LITCHFIELD WELCOME MESSAGE

multinational’s mission to change

stress with a few simple exercises and just

society from within

five minutes out of your schedule

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PAG E 3 0

WELCOME/NEWS

WeQual’s Founder introduces the first ever edition of the WeQual Magazine

WOMEN IN THE WORKPLACE

AUDREY CLEGG IT’S TIME TO MAKE BIOD&I PART OF THE EQUATION

More than 2 million women in the US are

Coca-Cola HBC’s Talent Director says

thinking of leaving their jobs because of

she caught the “business bug” very early

the Covid pandemic, according to the

on in life, and it has taught her not to fear

annual study

the hard times because they are positive

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or Minority Ethnic background (BAME) elected to serve in the White House; mandatory senior management positions for women; and news of a ‘power’ vacuum at the top

WEQUAL CLUB PAG E 0 9

SHUBHI RAJNISH WEQUAL WINNER IN FOCUS Digital and Technology Leader and 2019 WeQual Award winner Shubhi Rajnish talks to the WeQual Magazine about the future of tech in business and her experiences as a WeQual Club member

(and audiobooks) that have inspired, educated and entertained them in 2020

WEQUAL AWARDS THE AMERICAS WEQUAL AWARDS 2021

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The first woman from a Black, Asian

WeQual Club Members choose the books

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forces for change NEWS REVIEW

RECOMMENDED READING

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CLAIRE ZUURBIER PANDEMIC 101: WE ALL WORK FOR START-UPS NOW The Global Digital Transformation Director for Compass Group says that

Entries are open for the next WeQual Awards, which includes all major companies across The Americas. Find out about The WeQuals and how to enter The Americas Awards 2021

we can’t go back to the old way of doing business after the advances we have made during the lockdown

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THE WEQUALS EXPLAINED From London 2019 to The Americas at the beginning of 2020, the WeQuals

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WEQUAL CLUB - ONES TO WATCH

explained

We showcase the WeQual Club Members whose careers are worth keeping a close eye on over the next few years

PAG E 3 3

HOW TO ENTER Everything you need to know about

WEQUAL CONSULTING

entering the WeQual Awards

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COVER FEATURE PAG E 1 0

MARK BATEMAN - YOU ARE NOT ALONE, OR AN IMPOSTER WeQual Consulting’s CEO explains that

PRISCILLA KORANTENG - MAKING PASSION MEET YOUR PURPOSE

if you feel like an imposter, you are not

Kellogg’s diversity chief discusses

home despite completely deserving their

race relations in corporate America

senior position

alone: a surprisingly high percentage of senior business women struggle to feel at

and how to survive a lockdown as a mother and a business woman

DISCLAIMER WeQual Magazine is owned and published by WeQual Global Ltd. No person, organisation or party can copy or reproduce the content of this site and/or magazine or any part of this publication without written consent from the Founder and CEO of WeQual. The opinions expressed in WeQual Magazine are those of the author(s) and do not necessarily reflect the opinions of WeQual Global Ltd or its employees.

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KATIE LITCHFIELD Founder of WeQual Hello and welcome to the first ever WeQual Magazine - the latest step in our mission to build a better business world. WeQual Magazine is a quarterly periodical which has been created to inform and educate, but also to showcase women across the world who have been recognised by the WeQual Awards for their exceptional talent as leaders and influencers. It has been two years since I set up

has already recorded some remarkable

women face every day (P26), and sets

WeQual to light a fire under the business

successes in two years. For example,

out how to alleviate stress at work and

world. In 20 years at the Financial Times, I

more than a third of the category winners

home (P28). Shubhi Rajnish is our first

had the honour to work closely with FTSE

in the UK in 2019 have already been

WeQual Winner in Focus (P9). Plus, nine

100 and Fortune 500 business leaders.

appointed to the C-suite. But I know that

of our talented WeQuals, whose careers

But it was while creating and heading up

there are more rungs that need fixing -

are worth keeping a close eye on, are

the FT’s Women’s Forum that it became

and WeQual is building new tools for the

showcased on P24.

abundantly clear to me that there was

task all the time.

a huge disconnect between the talent

I hope you enjoy this edition of the

that I was seeing and the companies they

In this Winter 2020 edition, we take a

WeQual Magazine and that it sets out how

represented. Driven by a determination

closer look at the two big issues affecting

we can all help inspire the next group of

to tackle a clear lack of diversity and

the business world this year - the Covid-19

talented business women. Next up is The

inclusion in the leadership of the world’s

Pandemic and Diversity & Inclusion in a

Americas WeQual Awards 2021. You can

biggest businesses, I sat down with more

world buffeted by a storm of racial unrest.

find everything you need to know about

than a hundred CEOs and chairpeople

The subject of our front cover - Kellogg’s

the WeQual Awards and how to enter

and asked them what needed to be

incredibly talented Priscilla Koranteng -

from P31. The women featured in this

done to get more women on their group

shines a light on both these issues (P10).

edition are just an introduction into the

executive committees. They almost all

We also have a fascinating interview

high calibre of WeQual Club Members.

told me that they were desperate to

with the inspirational Cindy Rampersaud

Many more will be showcased in the

hire talented women, but they couldn’t

who is fronting Pearson’s diversity and

following editions: women who are on

identify them.

inclusion task force (P14), Claire Zuurbier

the way to leading some of the biggest

argues that companies are witnessing a

companies in the world. And our numbers

“Find me a talented woman, and I’ll find

revolution and are implementing new tech

are growing. I can’t wait to onboard the

her a role on the C-suite,” I remember

at a lightning speed (P22). Audrey Clegg

class of 2021. After the Americas, WeQual

one telling me. It was at that point that

argues we should be expanding Diversity

will be searching the APAC region for

the WeQual Awards were born. The

& Inclusion considerations to include

talent, then Global Private companies,

Awards were the first tool we built to

ALL living things (P18). Meanwhile, Mark

and EMEA once more.

fix the broken rung one level below

Bateman, CEO of WeQual Consulting,

executive committee level. And WeQual

writes on the issues that senior business

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Onwards and upwards,

Katie 3

K E E P YOUR TA LE NT * 1 in 4 women are considering changing their roles. We can help. [Women in the Workplace, 2020]

WeQual is an impressively effective organisation that engages businesses - it’s more about real impact than fine words - Chair, Barclays UK

WeQual.com 4

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Women In The Workplace 2020

COVID-19 CRISIS COULD CAUSE A MASS EXODUS OF WOMEN Around two million women are considering quitting their jobs

The global pandemic could see a

corporate America was slowly trending in

updated employees on their plans for

mass exodus of women from the

the right direction,” the study said.

performance reviews or their productivity

workplace. Around two million are

expectations during Covid-19.

considering quitting their jobs, or

“This was most pronounced in senior

taking a leave of absence, because of

management: Between 2015 and 2020,

the additional pressures they face, a

the share of women grew from 23 to

BROKEN RUNG CONTINUES TO

new report has found.

28 per cent in SVP roles—and from 17

HAMPER WOMEN IN BUSINESS

to 21 per cent in the C-suite. Women

Women surveyed by the Women in

remained dramatically underrepresented,

the Workplace 2020 report cited a

particularly women of color, but the

number of factors, that have been

numbers were slowly improving,” it

exacerbated by the global pandemic,

added. And women are three times

for making them consider downsizing

more likely to have responsibility for

their careers.

the household chores, according to the report. This is despite 70 per cent of

The progress of women in US companies continues to be hampered by a broken pipeline at the managerial stage, the study also said. The report used data from 317 US companies and surveyed more than 40,000 people on their workplace experiences.

Issues like: a lack of flexibility at work,

fathers thinking they are splitting the

For every 100 men promoted to

feeling like they need to be available to

household chores. Unsurprisingly, only 44

manager, only 85 women were

work at all hours, the burdens of housework

per cent of working mothers agree.

promoted. Among Black and Latin

and caregiving, worrying that their

American women this gap was even

performance was being negatively judged

“Many companies have taken important

larger: 58 Black women and 71 Latinas

because of caregiving, responsibilities

steps to support employees during

were promoted for every 100 men.

during the pandemic, discomfort about

the Covid-19 crisis,” the report said.

sharing the challenges they are facing with

“However, fewer companies have

As a result of the broken pipeline,

teammates or managers, feeling blindsided

taken steps to adjust the norms and

women remained significantly

by decisions that affect their day-to-day

expectations that are contributing to

outnumbered in entry-level

work, and feeling unable to bring their

employee burnout. Less than a third

management at the beginning of

whole self to work.

of companies have adjusted their

2020 they held just 38 per cent of

performance review criteria to account

manager-level positions, in contrast

“Before the Covid-19 pandemic began in

for the challenges created by the

to 62 per cent held by men.

the US, the representation of women in

pandemic, and only about half have

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News

NEWS REVIEW The first woman from a Black, Asian or Minority Ethnic background (BAME) elected to serve in the White House has a promising voting record for a more equitable society; the German Coalition makes history by mandating senior management positions for women; and, a new data study finds that women are still not being promoted into ‘power’ positions

US ELECTION = IT WAS PERHAPS with no small

amount of irony that, when Joe Biden’s election as President of the United States of America was declared on Saturday night, one of the first people to burst the political vacuum, created by Donald Trump, happened to be Vice President-Elect Kamala Harris, the first woman to be elected to the White House. And the first BAME woman at that.

US Vice President-Elect Kamala Harris and the shadow of the civil rights activist Ruby Bridges

“While I may be the first woman in this

“It’s a history-making ticket, a repudiation

“When [my mother] came here from India

office, I won’t be the last. Because every

of Trump, and a new page for America.”

at the age of 19, maybe she didn’t quite

little girl watching tonight sees that this is

We congratulate Kamala Harris and wish

imagine this moment ... So, I’m thinking

a country of possibilities.”

her well.

about her and about the generations of women — Black Women, Asian, White,

What will having a BAME woman in the

Latina, and Native American women

White House mean for the rights of

throughout our nation’s history who have

women, BAME, and other minorities

paved the way for this moment tonight,”

across the US? What does her voting

she said in her acceptance speech.

record look like? Well, she is for women’s

“Women who fought and sacrificed so

choice on abortion, she has voted against

“historic” agreement to introduce

much for equality, liberty, and justice

mandatory minimum sentences, which

mandatory quotas for women in

for all, including the Black women, who

are far more likely to be handed out

the senior management of listed

are too often overlooked, but so often

to Black offenders, she is in favour of

German companies.

prove that they are the backbone of our

gun control, she is a strong advocate

democracy.

of LGBTQ+ rights, and she has also

The proposed quota, a big step on the

campaigned for more rights for victims of

road to sexual equality, will see that

harassment at work.

management boards with more than three

“Tonight, I reflect on their struggle, their

= THE PARTIES THAT make

up Angela Merkel’s Coalition Government have made an

members must include at least one woman.

determination and the strength of their

HISTORY MADE IN GERMANY

vision — to see what can be unburdened

As Hillary Clinton - who was beaten by

by what has been — I stand on their

Trump for the presidency four years ago -

German companies lag far behind the rest

shoulders,” she added.

said on the confirmation of Biden-Harris:

of Europe in the percentage of women

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News

accident insurance funds, and the Federal

majority of the women making it to the

Labour Office. Women currently only hold

Executive Team are in staff rather than

14 per cent of the senior leadership roles in

line management roles: what BoardEx

these agencies.

refers to as roles of “influence” rather than “power”. Power roles are defined as

German Chancellor Angela Merkel

The deal will be put before the German

controlling a major resource, which gives

cabinet in the coming months for

the holder the ability to do something or

ratification, the Justice Ministry said.

stop something being done.

“We are giving skilled and motivated

The survey, compiled by the global data

women the opportunities they deserve,”

company, which specialises in relationship

said Christine Lambrecht, Justice Minister.

mapping and intelligence, found that 60

“This is a big success for women in

per cent of HR positions were held by

Germany which at the same time offers a

women, but that women account for only 6

big chance for society and the companies

per cent of all leadership roles. Legal roles

themselves.”

are 37 per cent female, and account for 8

in senior management positions. Since 2015, the German Government has had a voluntary system in place, but that has failed. The number of women in senior

per cent of the roles in leadership teams.

GENDER POWER VACUUM = GENDER BALANCE in corporate

executive positions in Germany has actually

Leadership Teams is well behind

fallen to 23 per cent in September 2020,

that of corporate Boards, a new

from 29 per cent a year before.

study across 26 countries has

Compare this to general management roles, which account for 44 per cent of leadership roles, of which only 11 per cent are held by women.

found. The average Board has 27

The BoardEx report found that even big

Business groups in Germany have

per cent women compared to just

global companies are still stacking their

continually claimed that a lack of

19 per cent on Leadership Teams,

staff roles with women. And that behind

suitable candidates is the reason for

the study by BoardEx revealed.

the overall marginal improvements in

the low percentage of women in senior

gender balance at the top, lies a lot of work

management roles. Women make up only

And while many of the women who sit on

in getting more women into positions of

12.8 per cent of the management boards

Boards are non-executive directors, the

power - and more men into HR.

of Dax-listed companies, compared to 28.6 per cent in leadership roles in the US, 24.9 per cent in Sweden and 24.5 per cent in the UK. 11 Dax companies did not have any women at all on their management boards.

The coalition of parties in Angela Merkel’s Government has agreed a new deal for companies in which the Government holds a majority stake. They must now set aside 30 per cent of the seats on each of their supervisory boards for women.

There will also be a female quota for public bodies such as health, pension and

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Men continue to hold the lion’s share of positions of ‘influence’

STA N D OUT F ROM T HE C ROW D We create your high impact CV or Resume and LinkedIn profile

I didn’t have the time, so I trusted WeQual to do it. And wow, did they deliver!

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WeQual Winner Shubhi Rajnish

DEFINING A NEW DIGITAL CULTURE INTRODUCING SHUBHI RAJNISH For one of our WeQual winners, the future is exciting and full of possibilities. At the end of August, Shubhi took voluntary redundancy with BP where she had worked for more than 15 years. Her last role was managing the digital and IT portfolio for the upstream segment of BP where she was responsible for creating revenue growth by driving end to end digital delivery, through a large global team. “Over the years BP has given me some

and direction, engaging and influencing

How does Shubhi see the role of tech in

fabulous opportunities to apply technology

C-suite, and a strong business acumen.

business going forward?

and grow digital capability across various

Another feather in her cap will be the

business areas,” Shubhi told WeQual

WeQual Club, which, Shubhi believes, has

“Technology is evolving fast and as soon

Magazine. “It has made me curious on

had an incredibly positive impact.

as organisations feel they know what

how I can take these skills and apply them

they want out of it the faster it evolves,”

to different industry areas, specifically

“I wasn’t actively looking, but Katie

she said. “Hence, it is important to bring

those where you can directly improve the

contacted me. One of the things that

technology innovation into your current

experience of the end customer.”

caught me, in the first conversation,

projects/investments. A successful digital

was her passion to create this group

strategy and transformation is one where

Shubhi carries with her a wealth of

of women who want to be C-suite

leaders are comfortable continuously

experience at one of the world’s largest

executives,” Shubhi said. “The blind

learning, innovating, and changing at pace

oil and gas suppliers, and an incredible

judging was an impressive and fair process

to evolve and create value.

reputation for leadership.

... the questions were insightful too. The focus on me as a leader, as a team player,

“At the heart of a new digital culture

“I believe for any leader to be successful

and one who works with more senior

are people. Creating excitement and

they need to be able to inspire people

leaders. They were not cliched, and they

possibilities for them in terms of career

around them, to be with them on the

were really exploring all aspects of being

growth, believing that people will take

journey,” Shubhi explained. “Therefore

a technology leader.

the opportunity to learn/develop, and

the most important time I spend as a

empowering them, are some of the ways

leader is listening, coaching, mentoring

“I also liked the interview process. Ann

that a fundamental shift can be made

and empowering my team.

[Cairns, Executive Vice Chair, Mastercard]

towards a new way of thinking,” she added.

wanted to know what I was about. The “With 20 years’ experience in digital

conversation with Ann allowed me to

Shubhi is now pursuing senior executive

and technology, I have deep knowledge

show who I am.”

opportunities in forward-looking

in implementing technology through

organisations where digital is at the heart

engineering teams, improving customer

She continued: “After the awards, being

of their strategy. “What I bring to them,”

experience, driving agile methodology and

connected to these brilliant women was

she said, “is an ability to define and drive

constantly focusing on innovation in both

great. I’ve been into a couple of the

accelerated digital strategy through a

ways of working and technology.”

sessions. I’ve learnt so much from others

culture shift and technology innovation

Throughout her time at BP, Shubhi was

and contributed too. I know I have a

to generate revenue and create business

renowned for setting a strong strategy

network to rely on now.”

opportunities.”

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MAKING PASSION MEET YOUR PURPOSE by P r i s c i l l a Ko ra n t e n g V P Ta l e n t a n d C h i e f D i ve r s i t y O f f i c e r

Dan Millman, the US personal development coach and author, once said that life was “a series of moments ... the quality of attention and action that we bring to each moment determines the quality of our lives”. I’ve always maintained that my life so far has been a series of moments that have shaped who I am. I live with profound gratitude each day and with a sense of responsibility to share

As a mother of two black boys, the imagery was unimaginably disturbing to watch - Priscilla Koranteng

that gratitude with others along the way.

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WeQual Winner Priscilla Koranteng

My passion met my purpose early on

as best I can - I always had dinner

people managers with the tools and

in my career when I recognised that

plans every time I was at HQ. Little did

learning solutions they needed to work

leading organisational transformation,

I know that it would be the last time

effectively, in what was uncharted

building a diverse and inclusive

for many months that I would be able

territory for us all. For me, it was not

workforce, and accelerating the

to make these connections in person.

just about making sure our employees

development of leaders was what I

I had no idea that schools would shut

and managers had what they needed

wanted to do.

down soon after, adding the demands

professionally, but personally too.

of schooling my children from home The Covid-19 pandemic and the

alongside my already considerable

I wrote to all parents on my team

increasing issue of race in US society

work commitments.

to let them know that I cared and I

has given me moments of reflection and gratitude more than anything

understood their plight as I dealt with I remember those early days

my own.

sequestered at home: I would get panic

I wrote to all parents on my

attacks thinking I had dropped the

BLACK LIVES MATTER

ball on something. I worked extra long

In May, the killing of George Floyd in

hours to compensate for those times I

Minneapolis, Minnesota, was one of the

had to step away to feed or supervise

most solemn moments of my career,

my kids.

and life, in general.

else. In mid-February I did my usual

As Kellogg’s navigated the challenges

As a mother of two black boys, the

commute between Kellogg’s HQ in

of the Covid-19 crisis, I led my HR

imagery was unimaginably disturbing to

Battle Creek, Michigan, and my home

Talent team in providing support. The

watch. Added to the distress over the

in Virginia State. Flying into Michigan is

transition to virtual work for many

senseless killings of Ahmaud Arbery,

not just about work for me, it is about

of our employees was rapid and our

who was pursued and killed while

connecting with people, and my team,

team had to step up to provide our

out jogging in February, and Breonna

team to let them know that I cared and I understood their plight as I dealt with my own

Taylor, a medical worker who was shot and killed by Louisville police officers in March during a botched raid on her apartment, I felt frustrated and sad for the families who had endured such tragedies.

Through the uproar of protests and demonstrations on the streets, I saw corporate America rallying finally to take a stand. I was actually advised by some people to use this moment in history to drive my own personal brand. I resisted the temptation. It was not about me, it was about my organisation and about making things better. That was how I saw it then and that is how I see it now. These were moments that I never imagined, but they were upon us. The death of George Floyd caused a wave of protests across the US

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For me, this was a moment where my

WeQual Winner Priscilla Koranteng

purpose mattered most and I want to share a few of the lessons I learned.

LET YOUR PURPOSE DRIVE YOU While there were periods of pure exhaustion during the lockdown, they were outweighed by a clear

For me, my mission is to see full equity and representation within my organisation to make things better for all understanding and appreciation of why I do the work that I do. I found that when you are clear on your goals, then it’s easier to find the energy to focus on the kind of change you seek.

For me, my mission is to see full equity and representation within my organisation - to make things better for all. This requires leadership and ability

My youngest, who was only 10 years old, needed me frequently during the first lockdown

when I work from home, the kids

were pinging me and sharing their

would be in school and there was very

stories. That made me feel so much

little interruption in my day. However,

better in the following days and

SOME GRACE

with my youngest only 10 years old, he

gradually we eased into some form

In June and July, I could barely manage

needed me frequently during the day.

of balanced normalcy. I’ve also found

to work with others to drive change.

GIVE YOURSELF

five hours’ sleep a night. I spent

that being a member of WeQual - and

I coined the hashtag

other women’s groups - has been very

on driving the change I was seeking

#momsinterrupted and posted

beneficial to me during this time. We

within my organisation. Because of that

it on LinkedIn and within

share our stories and struggles as well

drive, I gave myself very little grace to

minutes, people were pinging

as ideas to make things better for

recognise the impact that I was having

me and sharing their stories

ourselves through this period.

excessive amounts of my time working

within the organisation. Ultimately,

EXERCISING SELF-CARE

I felt burnt out. Since those early summer days, I have learned to give

It was starting to feel very isolating, but

IS NOT SELF-ISH

myself some grace and celebrate the

when I started talking to other parents

Self-care is a journey I have started and

small wins that I see.

and some of my friends and reading

it has helped me see things differently.

lots of stories online, I realised I

After being at home for a few weeks

wasn’t alone.

and struggling to separate work from

RECOGNISE YOU ARE NOT ALONE

home time - and with little time for

When my children’s school was shut

I coined the hashtag

down for the lockdown, I felt very

#momsinterrupted and posted it on

frustrated the first few weeks. Typically,

LinkedIn and within minutes, people

exercise - I soon started to gain weight.

So, I invested my gym membership fees

WeQual.com

WeQual Winner Priscilla Koranteng

into building a home gym which I now

all. But the key here is to see every

consider to be my “Girl Cave”.

moment as a learning moment. The Covid-19 global pandemic is having

The Covid-19 pandemic is having such grave outcomes. We had no time to prepare for it and we

such grave outcomes. We had no time to prepare for it and we might never know the extent of the damage. But it has taught us to be agile, both professionally and personally, and to

might never know the

adapt very quickly to change. The racial

extent of the damage

unrest that we continue to experience, particularly in the US, has taught me

I now enjoy dedicating time out of my

that I can be a part of the healing

day to exercise. I have learned to take

process by sharing my own story.

hour-long walks at least three times a

I can help people understand what it’s

week to enjoy the outdoors.

like to be both Black and an immigrant in the United States. And what it’s like

Most importantly, perhaps, I am

to be vulnerable as a leader.

also on a journey towards healthy eating. And I have recently joined the

BE GRATEFUL

McKinsey Black Executive Leadership

In a moment where there is so much

Program where I am learning more

pain, it is easy to forget how blessed

about energy management and how to

we are to be alive and well, and how

create a mindspace to optimise your

fortunate some of us are to be working

performance.

in a certain industry.

EVERY MOMENT IS A

While things can be tough, I am

TEACHABLE MOMENT

focusing on being more grateful

I have learned so much from others

than ever for everything I have and

during this period, and through my own

I encourage you to pause and do

mistakes. I couldn’t possibly list them

the same.

“Priscilla commuted regularly before the pandemic between her Virgina home and Kellogg’s HQ in Michigan (above)

P R I S C I L L A W E Q UA L M E M B E R Priscilla is Vice President of Global Talent and the Chief Diversity Officer at Kellogg Company where she has developed a strong mission and purpose where she has fully integrated the food manufacturing conglomerate’s talent management and D&I practice. She is the author of several books including “Janju, The Voice Of One Girl”, the story of a girl growing up in Africa, and is also a sought-after speaker. Priscilla, who established the Janju Foundation to support girls in education, has made it her personal mission to help other women thrive in their career and in business.

WeQual.com

WeQual Winner Cindy Rampersaud

EDUCATING THE EDUCATORS A n I n t e r v i ew w i t h C i n d y Ra m p e r s a u d S e n i o r V i c e P r e s i d e n t BT E C a n d A p p r e n t i c e s h i p s

The murder of George Floyd in police custody in Minneapolis, Minnesota, in May, and the sheer size and speed and strength and scope of the ensuing protests that followed, has proved a line in the sand for the business world. As company after company laid down their response, John Fallon, who was the CEO of Pearson - a FTSE 100 and NYSElisted education company with a sizeable presence both in the UK and US - wrote a heartfelt, empathetic and, in his opinion, a considered response on behalf of the company.

Within a couple of days of “Standing With Our African American Colleagues” being posted on LinkedIn, a former Pearson employee, Patrice Lumumba, wrote a stinging rebuke and a plea that was to supercharge the CEO and the company into not just tackling diversity and inclusion within the company, but to commit it to working to improve the wider society. “What we have to face is that, for all the progress in making Pearson a more diverse and inclusive company, we are still some way from where we

The CEO at the time [John Fallon] came out and said we were institutionally racist as an organisation... I thought it was an incredibly brave thing to say

need to be,” John Fallon told colleagues in June 2020. “And that won’t change until we bear the

- Cindy Rampersaud

truth that we’re not getting there anywhere near quickly enough. We have a lot of work to do

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WeQual Winner Cindy Rampersaud

to improve racial and ethnic equality as

Diversity & Inclusion response alongside

an opportunity to reflect on what can

an employer and, as the world’s learning

managing her responsibilities for Pearson

help us improve society. “I think it is

company, we have a major role to play

UK’s portfolio of technical, vocational,

really important that we are mindful of

in helping society as a whole to combat

and apprenticeship qualifications. “The

what good looks like - rather than just

racism.”

work of the task force was primarily about

reinventing solutions in isolation – sharing

discovering and acknowledging where

across organisations and holding each

Cindy Rampersaud was asked to cosponsor a diversity and inclusion task force with a wide-ranging remit to supercharge Pearson’s diversity and inclusion policies and commitments. “The CEO [Fallon] came out and said

other to account. As we look to move

I think it is really important that we are more mindful rather than just reinventing. We shouldn’t be pinning

the dial on race, we shouldn’t be pinning people to the wall – change is about accountability, organisational culture not culpability.

we were institutionally racist in our

people to the wall, changing

“We found that listening talks - forums

organisation and across education as a

society is about culpability

where you listen to people talk

whole and that it was something that we

and responsibility

about their own experiences without

should be tackling. I thought it was an

interrupting them - were incredibly

incredibly brave thing to say,” Cindy told

we were as an organisation – creating

instructive. They’re not about judging but

WeQual Magazine. “The new CEO [Andy

a safe space for people to share their

just listening.” The second pillar, Cindy

Bird] is also a real advocate of diversity

experiences and perspectives, it was

says, is a vital part of the company’s

and inclusion.” The work of the task force

about listening and also [dialling down

business plan. Examining their educational

has been pacey, responsive, and at times

into] the data,” Cindy said. “When you

products and services - ensuring that

emotional and challenging - working with

look at the data you can see that people

they are inclusive and relevant for all

a team of 26 from across the US, UK and

weren’t progressing - and when we

our learners and customers. “The thing

other markets, four brilliant secondees,

bought talent in, they tended not to stay.”

about education is that it’s not just about

teams across the business and an external

In a short period the task force has put

the curriculum but [also that] it has the

consultancy.”

together recommendations based on

power to challenge prejudices and views,

building four pillars, putting them to the As Senior Vice President of Pearson’s

board who fully endorsed the proposals

BTEC and Apprenticeship business unit,

and investment request. “The first pillar

Cindy has been building the company’s

we focused on was people [developing talent but also looking at the pipeline for attracting diverse talent].The second

The thing about education is that it’s not just about the curriculum but challenging prejudices and views

was about making our products and services truly accessible and inclusive.

and educate. It is our duty to learn from

The third pillar was about using data and

our customers’ aspirations: we need to

transparency to hold leaders to account

learn how to help them set themselves

and also to evidence when you are moving

up to succeed. If the whole curriculum

a dial.

is written a certain way then we have to unlearn that certain way,” Cindy asserted.

“And the fourth pillar was about our place

Former Pearson CEO John Fallon

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in society: working out how we work

Cindy is well aware of the journey that

with other stakeholders to move the dial

many have had to endure. “I have always

on racism,” Cindy added. Working on

been aware that throughout my career I

the task force has been both a positive

have been one of the few or only BAME

experience and has also given Cindy

faces in the room. And that is sometimes

WeQual Winner Cindy Rampersaud

quite a lonely position. I long for the

delivering [KPIs] and working hard.

day that I walk into a business and it is

human level”; about shining a spotlight on talent; about having those uncomfortable

not only the reception or security staff

“But my experience of some sectors

conversations; and being open to

where I see BAME faces, but also in the

suggests it is certainly a lot harder

learning.

elsewhere. If you look at the education

What I would love is that we can look back in five years’ time and our organisation is more representative of the

sector, for example, there are very few

“The last few months have made me

senior heads who are BAME. And we

question a lot of things. I have always

have to face facts: the progress for black

spoken up but I am more comfortable to

people hasn’t moved much at all, which

speak up if I see incivility and challenge

is a problem with the system at large,”

it. What I often say to people is that you

place we work and the people

Cindy said. “I think it is important to

don’t need to be super resilient all of the

we serve

have open, and often uncomfortable,

time because that is really exhausting,

conversations about why this is.

and yes, I have had to work hard to get

boardroom. We still don’t see many black

my voice heard. Ultimately, as we move

and ethnic minority captains of industry,”

“What I would love is for us to look back

the dial on race forward we will have

she told WeQual Magazine. “I think

in five years’ time and our organisation

a responsibility to pull each other and

progress has been slow.

and businesses at large are more

talent up. I think women have got a lot

representative of the place we operate

better at pulling each other up but I think

“I have been ‘lucky’ in my career - I

in and the consumers we serve.” Cindy’s

all groups have to lean in and help each

had very good mentors and sponsors in

advice to those developing a Diversity

other up.

industry. And moving into the commercial

and Inclusion (D&I) policy is to remember

sector helped hugely because promotion

that “it is about empathy and having

“What I would love is that in three to

and recognition was more about me

respect for others at an authentic and

five years time our organisation, and others, are more representative of the population at large. We should see BAME talent at all levels – creating role models and aspirations – but this also speaks to a fairer, kinder, more respectful and empathic culture which, as we know, also makes excellent business sense. We all know the stats on the correlation between organisation success and diversity.”

‘I long to see BAME faces, not only on receptionists and security guards, but also up in the boardroom’

C I N DY W E Q UA L M E M B E R Cindy Rampersaud is Senior Vice President at Pearson, a Board Member of the UK-ASEAN, Speakers’ Trust. This year, she was named as an EMPower Involve Top 100 BAME Role Model. A regular TEDx Speaker, Cindy was a WeQual winner in the 2019 UK Awards. She currently sits on the Board of The Children’s Society and Speakers Trust.

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O N LY 1 IN 5 L E A D ERS HAVE A C A R EER PLAN Are you one of them?

Working with WeQual has given me the confidence to be ambitious and make a real impact

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IT’S TIME TO MAKE BIODIVERSITY PART OF OUR D+I EQUATION by A u d r ey C l e g g G r o u p Ta l e n t D i r e c t o r

“It’s time you learned how to land this plane in an emergency,” my

...If we are to be truly

Dad announced, looking at me with

inclusive, we must consider

a calm and steady stare. After his service in the US Air Force, my Dad

more than just society but

continued to reach for the skies as a keen amateur pilot.

also the world we live in,

His military training is prevalent in so

the planet we inhabit and,

much of what he does: it is where he

logically, all living things

learned how essential it is to always ensure that you are prepared for

who share it with us.

even the worst possible scenario. And the most valuable lesson he ever

- Audrey Clegg

taught me was that the more I am stretched by a task, then the faster I learn to adapt. And, as a result, the faster I grow.

look for the opening, make your mistakes

and Inclusion - and in appreciating how

It was with this truism in mind that he

… and learn from them,” he regularly

much it is a positive force for change.

announced his alarming plan for me. I

told me.

At the time, female pilots were scarce. And so it was that - by being taught and

was only 16 years old. My dad, who was an entrepreneur, was always looking for

Looking back, I see that the act of taking

encouraged and championed by my Dad

opportunities to test me, always coaching

the controls of his plane was my first

- I felt an enormous sense of pride to be

me along the way: “Take the challenge,

introduction to the potential of Diversity

able to master the controls of his plane

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WeQual Winner Audrey Clegg

and make an emergency landing. Despite

of life contributed to the richness of

with I’ back then. In 2008, I was working

‘only’ being a teenage girl. That sense

discussion and to a more lateral thought

at engineering multinational ABB when

of pride was the foundation from which

process. We didn’t use the language of

the financial crisis hit. It was a global

I built the ‘can-do’ attitude that has

D&I at the time, but D&I was certainly

crisis and I noticed that, irrespective of

carried me through my career.

at work.

discipline or function, teams with men and women from different countries were

I started my career at the end of the

Then there was the aftermath of the

more flexible in their thinking and more

1980s, so my first few years were spent

terrorist attacks on US soil on September

resilient in spirit. It felt like the well of

transitioning from boom to bust, and the

11, 2001. I remember the struggle I had

their collective experience ran deeper

to manage my energy after 9/11. The

and clearer than in teams that were

euphoria of the ups: those moments of

more homogeneous.

[During the 2008] global crisis I noticed that, irrespective of discipline or function, teams with men and women

intense connection with my team; or having ‘flow’ on my side; were almost

And so we come to now. Last April,

always matched by the opposite: having

Covid felt like the biggest crisis any of

to deal with unforeseen problems 24

us had ever faced. And in those darkest

from different countries were

hours a day, 7 days a week; the despair at

moments, it was hard to remember

more flexible in their thinking

being unable to finish anything; and the

that the bigger the crisis, the bigger the

and more resilient in spirit

overwhelming feeling of disconnection,

opportunity to step outside the confines

especially from myself.

of your current thinking. Looking back,

long recession of the 1990s. One of my

I can see that this has been true for all

big challenges at the time was helping

It was D&I in all but name in that we were

past crises. When collectively stretched,

anxious and stressed colleagues juggle

forced to be inclusive with everything:

we adapt as a whole. And fast.

family, work and their own wellbeing. I

to be fully diverse with our emotions,

learned how effective active listening can

and our fears. The result was a big lift

Without a lockdown, I doubt I would have

be in these situations. When people felt

in performance. And it spread from

had time to explore my neighbourhood

listened to, they felt confident enough

individuals to whole teams. Again, at the

in Zurich on foot. Because of time

to bring more of themselves to work.

time we may have felt it, but it wasn’t

constraints, I have to carefully plan my

And because of that, team performance

part of the language we used. I don’t

trips into nature in advance - mostly into

improved as insights from different areas

remember anyone saying, ‘Inclusion starts

the surrounding mountains. But on one

Remembering 9/11: The intensity we all felt during the aftermath of the terrorist attacks on New York was difficult to manage

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WeQual Winner Audrey Clegg

such lockdown walk, I discovered Belvoir Park with its collection of more than 120 species of Iris. It’s one of the most beautiful gardens I’ve ever seen. Turns out it was only a 10-minute walk from my home.

As I walked daily among the marvellous flowers - and the miraculous insects buzzing around them - and reflected on my career and the lessons I have learned along the way - the next big idea struck me.

Over the course of my career, our understanding and acceptance of what

Climate change activists will take centre stage once the lockdown is over

the planet we inhabit and, logically, all

environmental impact will attract better

living things who share it with us.

talent, a larger share of customers,

We must think in terms of ‘BioDiversity

and more revenue. And it will inspire a stronger sense of purpose in society

constitutes D&I has grown exponentially - like a river rising from its source and

It feels that the language

flowing out towards the sea. From

has not yet caught up with

my narrow understanding of D&I as a

existing best practice.

teenager all those years ago, through

‘BioD&I’ is a new idea, so its

every crisis and recession and now

definition remains unclear

lockdown, how we define diversity and how we practise inclusion has widened out each time until we arrive at this moment in time, with an appetite to apply such a powerful and positive force for change across all tributaries of society. Why, I thought, should we stop there? Surely it follows that if we are to be truly inclusive, we must consider more than just society but also the world we live in,

as a whole.

Like earlier learning moments in my D&I journey, it feels that the language has not yet caught up with existing best practice. ‘BioD&I’ is a new idea, so its definition remains unclear. Some will say, for

and Inclusion’ if we are to be prepared to

example, that it detracts attention from

face the next big crisis: climate change.

the urgent action needed on gender,

Indeed, before the Covid-19 pandemic,

race and sexuality. But the more I think

climate change was beginning to take

about it, the more BioD&I passes my own

centre stage. Before political protest and

personal stress test. As an idea it has

anti-lockdown marches, climate change

the wings to fly and the power to travel

activists had taken to the streets in huge

quickly. And its basis is solid enough to

numbers. And once life returns to normal,

help us tackle the rough landing we face

they will do so again.

from a climate emergency.

In the business world, there is a growing

Though there is one more test it must

consensus around the fact that a

pass. I’m yet to try the idea out on my

company which takes into account

Dad. But I have a feeling he might like it.

AU D R E Y W E Q UA L M E M B E R Audrey Clegg is the Group Talent Director of Coca-Cola HBC, in Zurich, Switzerland. Audrey has more than 25 years’ experience in Talent, Leadership Development and Diversity in global roles and complex matrix structure, leading virtual teams of more than 200 people in 45 countries.

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H I G H I MPACT E XEC U T I VE C OACHI N G Unlocking potential, developing leadership effectiveness

Coaching was high impact and transformational for all. Highly recommended

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PANDEMIC 101: We all work for start-ups now by C l a i r e Z u u r b i e r G l o b a l D i g i t a l T ra n s f o r m a t i o n D i r e c t o r

Small businesses in the UK achieved three years of innovation in just three months during the lockdown in the UK earlier this year, according to the productivity charity, Be The Business. And, if the experience of two of my closest friends is anything to go by - one of them a Zumba instructor, the other a school nurse - that is no surprise at all. The former has overcome her

That first draft was, looking back, laughably lacking in ambition. We achieved in four months what we had planned to deliver in two years - Claire Zuurbier

technophobia to master booking platforms, credit card fees, multiplatform live streaming, video editing

Despite all this, they overcame their

transform the rest of the business when

and tech support for hundreds of

difficulties. They are now delivering vital

we were all under house arrest.

her customers.

digital services for their communities,

That first draft was, looking back,

and they are never going to go back to

laughably lacking in ambition. We

The other transformed her classroom-

the old way of doing things. Big business

achieved in four months what we had

based training course for 20 people

has experienced something not dissimilar.

planned to deliver in two years.

into an interactive learning programme

I joined Compass Group at the end of last

with more than 1,000 students by the

year. I’d been tempted away from Apple

Why? Essentially, big companies all

beginning of September. The feedback

to help Compass transform digitally on

began to work like tech start-ups.

they have both received is nothing short

a global scale. When the lockdown was

We embraced failure, we placed

of stellar.

announced in the UK, I had just finished a

digital progress at the centre of every

three-month induction that had taken me

conversation, and we leaned into the

to North America to witness first-hand

“new normal” business world that the

Compass Group’s innovation - meeting

global pandemic had created.

But these new skills didn’t come easy.

They both had to go through many

the key players and seeing how the

hours of learning and more than a little

business operated. I was in the process of

But also, it wasn’t about big strategies:

frustration, and endless failed trials.

drafting my first version of the strategy to

we became very tactical. Our world

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WeQual Member Claire Zuurbier

became about driving revenue and/or

adapt. One member of the development

reducing costs. Permission was secured

team we were working with, on seeing

rapidly as there was no longer a big

how light our app experiences were on

budget to sign off: we no longer had to

features, was astounded.

W E Q UA L MEMBER CLAIRE

wait for the Board to have the time or headspace to agree.

But we managed the risk. That version went live to only eight users. Any issues

Finding who could make things happen

and we could have gone to their desk

was a big factor in our success. I hooked

and manually completed the task with

up with an operator who knew how to

pencil and paper, if necessary. They, in

navigate Compass quickly, but who also

turn, viewed their role as first adopters

recognised that transformation was not

responsibly. Confidence grew with each

simply an IT project but an operations and marketing change too. She also felt the same sense of urgency to get things going so we could start learning; applied a sensible attitude to risk; and embraced starting out ‘on the hoof’.

Confidence grew with each update ... we slowed down to regroup when necessary and then hit lightspeed when

Claire is a digital

problems melted away

transformation leader renowned for her laser

It was a challenge reassuring colleagues

focus on customer and staff

and clients that digital services were

update. We slowed down to regroup when

good enough to go live. Being new added

necessary and then hit lightspeed when

to the challenge. Compass was used to

problems melted away. It meant we had

Industry Lead for Retail

IT projects where long periods of time

control of the path we were on, so that,

at Apple, throughout her

would be spent gathering requirements

when we had the makings of a fully-

career Claire has shown a

before a line of code was written. But

fledged product, we pivoted our energies

determination to develop and

speed was everything here: it was vital to

into scaling up.

implement digital strategy, with

get something in front of consumers as early as possible so we could learn and

experience. Previously EMEIA

positivity and energy, coaching In a matter of weeks, six users became

and motivating workforces.

6,000 users across a dozen locations. Four more countries prepared to come on board. All between March and September.

The big challenge now is to use this experience to inspire others in Compass Group to take their own innovation journey and build lean, start-up organisational confidence. To fail fast, to learn and to grow.

A collaborator, with a strong track record in product innovation, able to secure investment for innovation that crafts a strong digital presence. Since joining Compass as Global Digital Transformation Director, Claire has been leading the development of the

Necessity, the mother of invention, has

group’s Digital Transformation

shown us how we can make this pandemic

Strategy with a strong focus on

a positive catalyst for change.

the consumer experience.

The roll-out ‘was a challenge’

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WeQual Club Members

WEQUALS TO WATCH

With the recent inclusion of the first 24 finalists from the EMEA territory, WeQual’s exclusive membership now stands at 96 motivated, talented, and driven business leaders. In this first edition of WeQual Magazine we shine a spotlight on nine finalists and winners since 2019 - with judges’ comments - whose careers are worth

Brooke Clarke

keeping a close eye on in the near future.

Global Head of Communications & Corporate Affairs, Hikma Pharmaceuticals About Brooke: Brooke Clarke has

Jasi Halai

a stellar record working across the

Group Operating Officer, 3i PLC

spectrum of communications and corporate affairs, creating

About Jasi: Passionate and results

strategic and high-impact plans. Experienced at operating in

driven C-level executive with a unique

very complex, diverse and highly-scrutinised industries and

blend of finance and operations, and 15

organisations, advising and influencing at the most senior

years’ private equity and infrastructure

levels. Brooke is skilled at creating and establishing new and

investment life cycle experience. A strong team leader with a

high-performing communications and corporate affairs

track record of mentoring and developing talent and leading

teams and functions.

teams that drive performance, efficiency and results. Jasi’s

The WeQual Judges said: Brooke’s ability to build strong

expertise includes, Group financial reporting including FP&A,

teams is a real stand-out - as is her inspirational leadership

portfolio valuations, Treasury, regulatory, reward/compensation,

from the front.

fundraising, legal and tax structuring. The WeQual Judges said: Jasi is an incredibly inspirational leader, with the strategic intelligence to build consensus and

Hina Nagarajan

momentum over complex strategic large-scale projects.

Managing Director, Africa Emerging Markets, Diageo About Hina: Hina has a 30-year proven

Aurore Lecanon

track record in the Consumer Health,

Chief Risk and Compliance Officer,

Infant Nutrition and Lifestyle industry

Prudential International Assurance

segments. She has authored and been part of several business transformation and growth success stories. Her mission is to inspire and mobilise teams to deliver high-performance standards and she is a strong advocate of creating opportunities for women.

About Aurore: With nearly two decades of experience in high-profile first and second-line roles, Aurore has advised boards and executive leadership teams of global insurers and investment banks, including M&G Prudential, Aviva Group, Old

The WeQual Judges said: Hina’s drive, passion and tenacity to

Mutual, Credit Suisse and Société Générale. Aurore has a strong

deliver results is self-evident in her stellar work in complex

belief in change and thrives on new challenges. Her ethos is

products portfolios, turnarounds and start-ups.

“taking the right risks for the right reasons”. The WeQual Judges said: Aurore is highly intelligent, a solution provider, and a driven achiever. She is curious and street-smart with an innovative outlook.

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WeQual Club Members

with breadth of experience across marketing, commercial and

Zahira Quattrocchi

supply chain roles. She is well known for spotting and developing

Group Head of Tax, AngloAmerican

diverse talent, building high performing teams and driving

About Zahira: Zahira joined Anglo

positive change.

American and has been Group Head of

The WeQual Judges said: Janelle is an impressive leader,

Tax for the global mining company since

authentic and honest. She is very pragmatic and an excellent

April 2019. Beforehand, Zahira headed

team builder.

tax for CNH Industrial, one of the world’s largest capital goods companies. Prior to that, she was Global Head of Tax at Italian FMCG Company, Barilla. A trained lawyer, Zahira has practised

Jessie Burrows

in Italy where she started her career in EY and then moved into

Managing Director - Claims,

industry working for Bayer and Shell.

Direct Line Group

The WeQual Judges said: Zahira is very engaging with great

About Jessie: Jessie is an experienced

people skills and has an advisory outlook. She has the prowess to

finance expert and people leader with

take on a broader role and really excel.

an exceptional track record of creating value by focusing on customer experience, and making insurance easier and better value. As Claims Managing Director at the FTSE

Renata Moraes Machado

100 insurer, she leads 3,500 employees, handling claims of over

Chief Financial Officer Latin

$2bn annually and growing revenues and profits in 20 accident

America, Reckitt Benckiser

repair centres across the UK.

About Renata: Renata Moraes is the LATAM CFO for RB, based in Sao Paulo, Brazil. Prior to joining RB, Renata was

The WeQual Judges said: Jessie is a very dynamic individual. She is a very strong leader and demonstrates an impressive ability to successfully manage large-scale operations.

with British American Tobacco where she held various senior roles within the finance function, including the CFO in France and the divisional CFO for New Categories based in London.

Tabitha Winter

In her last role before leaving BAT, Renata was double-hatting

Global Head of Creative Operations,

as Group Head of Mergers & Acquisitions and Group Head of

GVC Group

Transformation. Prior to working at BAT, Renata was with Shell in

About Tabitha: An experienced digital

Brazil for 5 years, where she started as a graduate trainee.

project and operations professional with

The WeQual Judges said: Renata has a warm, strong personality

over 20 years’ experience in building

with a management capability and a vastly broad skill set. She

creative businesses, Tabitha is a creative, driven, and results

has big potential for the future.

oriented professional with a wealth of experience building and operationalising creative businesses for SMEs and FTSEs alike. Tabitha is a collaborative, inclusive, and inspirational leader

Janelle Orozco Chief Procurement Officer, Diageo About Janelle: In her role as Chief Procurement Officer, Janelle is

and team player providing innovative solutions to creative and production briefs. The WeQual Judges said: Tabitha is a real self-starter with a true entrepreneurial spike and the ability to really succeed.

responsible for managing over £5bn in spend and leading a global team of 400 people. Janelle is an authentic and visionary business leader

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IF YOU THINK YOU ARE AN IMPOSTER You are not alone (and not an imposter) by M a r k B a t e m a n C E O o f We Q u a l C o n s u l t i n g

There has been a common thread running through the 100 or so coaching sessions I have had with senior female leaders over the last six months. So many have confessed to me: “I’m here by accident”. Others admit: “I feel like an imposter”. They feel hemmed in by imposter syndrome, which gives them an

When I asked one senior businesswoman I was coaching what her ambition was, she told me, ‘I want to become the CEO’... I stood and applauded her

overwhelming feeling that they are about to be found out.

- Mark Bateman

As they bare their deepest fears to me, they give themselves away: embarrassment contorting their bodies

had no right having that role anyway.”

had been invited to attend the Executive

into strange shapes, exuding their

To those on the outside looking in at

Committee within a large publicly listed

these successful, engaging, talented,

company. They were all men. As the ExCo

driven women, it’s almost comical

were discussing a particular strategy, she

to even entertain this existential

started to ask questions. She was met

torture that they are putting

with stony faces. Thinking she’d done

themselves through.

something wrong, she kept quiet for the

So many have confessed ‘I’m here by accident’. Others admit: ‘I feel like an imposter’

rest of the meeting. Afterwards, she But this really isn’t a joke. This is real. It

sought feedback from one of the ExCo

secret shame. They are convinced that at

is prevalent. And, unchecked, potentially

members. “You are a woman. No one

any moment, someone will come along

devastating. Why do so many proven and

expected you to speak.”

and take the role away from them. And

successful women struggle with imposter

they would feel no surprise. Many would

syndrome? One female vice president

It sounds like something out of an episode

probably applaud the decision: “Yes,

told me a story that perhaps shines a light

of Mad Men. When did this happen? It

you’re right,” their inner self agrees, “I

on why this feeling is so common. She

happened THIS year! In so many coaching

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sessions I’ve heard time and time again

was only in her position because she had

that when a woman speaks up, they are

slept with you.” I tore out of the office to

quickly shut down. If they get angry or

find him. Luckily for him (and most likely

frustrated, they are being too emotional.

me) he had already left. I’m not sure what

Goodness only help them if they cry. And

I would have done had he still been there,

as for ambition? It’s seen as a dirty word,

but it would not have been pretty.

and many of those who know they are ambitious do all they can to hide it for fear of being judged.

GENDER STEREOTYPES Priscilla, one of our Diversity & Inclusion Leads, suggests that rather than seeing

When I asked one senior businesswoman

people as male or female, it can be

I was coaching what her ambition was,

helpful to see things in the context of

she told me, “I want to become the

male and female traits. Our challenge

CEO”. Even though it was over Zoom, I

is, men who have female traits are seen

stood and applauded her. She cried. She

as weak, women who have male traits

wasn’t used to that level of validation.

are seen as dominating. This thinking

And if that wasn’t bad enough, there is

fits a cultural stereotype we need to

one final coup de grâce that men use:

change. Ali, a Diversity specialist said

they insinuate that women only achieve

that the challenge of diversity is solved

success because they have slept their way

by empathy. That’s as powerful as it is

there. In my first business, we had hired a

profound. Why is it so important that

senior salesman. He didn’t do too well, so

we get this right? For many reasons, but three are most compelling. Because it

Let’s work together to build a better business world. One where you and I matter, regardless of gender, skin colour or background

leads to better business. Because it is the right thing to do. And, in more and more countries, it’s fast becoming the law.

When talented senior business women used to say to me, “I got here by

we decided to fire him. It fell to my Sales

accident”, or “I feel like an imposter”, I

Director and the Marketing Manager to do

was always surprised. I was sure I wasn’t

the deed. I entered the offices just after

alone in my thinking. I always saw an

they had met with him. “How did it go?” I

extremely capable woman, with a strong

asked. “He told the Marketing Manager she

track record, who had been entrusted

with great responsibility and was rightly well paid for it.

Now I hear: “Oops, sorry for my success, I didn’t mean it. Please don’t judge me”, and I wonder about their journey. I wonder about how, every day of their lives, they have had to fight for what I take as normal. If any of this sounds familiar, please take heart. We applaud your journey, your success, and your ambition.

Let’s work together to build a better business world. One where you and I matter, regardless of gender, skin colour or background.

I N T RO D U C I N G M A R K Mark Bateman is the CEO of WeQual Consulting. He has been working to support senior leaders for ten years, is a successful entrepreneur and has a Masters in Leadership Coaching & Mentoring. You can contact him at mark@wequal.com

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WEQUAL MASTERCLASS

HOW TO ALLEVIATE STRESS WITH ONLY 5 MINUTES A DAY

A danger many of us face is we

much mental pressure - is harmful. If

of years in and we were

fear that our own feelings of stress

left unchecked, stress impacts decision

doubling in size every year.”

manifest themselves because we

making, resilience, sleep, relationships,

“We couldn’t recruit fast enough. Those

are weak. We think we are alone

our general health. But we can manage it,

who knew me would comment, ‘How do

in not being able to cope. We are

if we are honest with ourselves and each

you have so much energy? Aren’t you

persuaded by our inner critic which

other, and learn a few simple techniques.

stressed?’ I would always smile and, with

pipes up whenever we are at our

Recently, WeQual Consulting’s Mark

some pride, say, ‘I don’t get stressed’.

most vulnerable and tells us: “You’re

Bateman and Louisa Elder tackled the

And I believed it too. I was wrong. And

not good enough … you should be

subject with a masterclass for WeQual

I still refused to listen to my body. In

doing this better.”

members in which they shared their tips

the end, I burned out. It took me a long

for alleviating and managing stress.

time to recover.” For others, you know when you are stressed. Maybe you feel

The truth is some way off. Everyone gets stressed. Stress can even be good,

ADMIT YOU’RE STRESSED

overwhelmed, or caught in a pattern you

as it stretches us. Physical stress, for

Not everyone is able to identify their

feel you can’t break.

example, like using weights in the gym,

stress. For many, stress is seen as a

helps muscles become stronger. By

weakness. “Leaving very early in the

“I am a massive overthinker. I am the

the same tenet, too much stress -

morning and getting home very late was

queen of, ‘What if, but what if?’” Louisa

overtraining in the gym, or facing too

the norm,” Mark recounted. “A number

admitted. “My mind is constantly on a journey of its own, exploring untrodden

How ‘The Four Whys works’

scenarios that lead to 1,000 more ‘what if’ scenarios. They get worse at night.

Q | Hey, why are you feeling stressed? A | The pandemic, working from home, I’ve got too much work to do.

Very often when I’m tired, or if I’m having

Q | Working from home and too much work is causing you stress, why?

one of those days where I’ve just rushed

A | I used to have a clear demarcation between home and work, now I

through the day, I get to bed and start

don’t, everything blurs into one.

processing the day, which is a really bad

Q | So a lack of boundaries between home and work is causing you stress. Why? A | Yes, I used to have time to think and process, but the lack of boundaries between home and life is causing me stress.

place to start.

“But I have a really simple mantra: I tell myself: ‘But what if not?’ And, simple as it is, it gets me out of that cycle of crazy

Q | So you don’t get time to think and process, why is that causing you stress? A | Oh, if I don’t get time to myself, I become ineffective, feel under pressure and get stressed.

overthinking. You need to know which camp you are in? Do you avoid your own stress, or are you well aware of it, yet

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WeQual Consulting

unable to do anything about it?”

towards the discomfort we feel, and make

long-term benefits. Not only do we feel

Louisa explained.

friends with it, we stand a better chance

more relaxed, it improves our health,

of reducing our stress levels. It is better

thinking, decisions, and performance

to make those changes ahead of time,

making. And don’t be tempted to try and

however uncomfortable it might feel.

change everything immediately. Just build

THE 4 WHYS We often focus on the feeling of stress rather than what is causing the stress. There is a simple technique called the

five minutes of mindfulness into your day

BE YOUR BEST FRIEND

(see box below).

‘Four Whys’ to help you understand the

“It is important to exercise self-

deeper causes of your stress. It works like

compassion. Be your own best friend,”

Remember, you are not alone in

Louisa said. “We all have an internal

experiencing stress. It is a part of what

negative narrative that tells us we could

makes us all human. Being able to identify

do better or try harder. We would never

the deeper underlying cause of stress can

speak to anyone else the way our inner

be very helpful in addressing it. Equally,

voice talks to us - we should imagine what

being nicer to ourselves, reframing our

our best friend would tell us. There is also

inner voice, and taking even five minutes

a real power in reframing challenges into

out of every day to practise self-care can

opportunities. A good technique is to

make a huge difference.

“Reframing our inner voice, and taking even five minutes out of every day to practice self-care can make a huge difference” this: ask someone why they feel stressed

change ‘I’ve got to’ into ‘I get to’.”

four times, each time summarising or

Three ways to improve your

paraphrasing what they said and asking

For example, imagine you are doing a big

why (see box page 28).

presentation to your board tomorrow.

stress levels with mindfulness

Instead of thinking, ‘I’ve got to do this

BREATHING (5 mins)

massive presentation’, think instead,

Sit in your chair and bring your

UNCOMFORTABLE

“Wow! this is an amazing opportunity, I

attention to your breath. Breathe

As we constantly strive for perfection,

get to present to my board”. And by just

in to about 80% capacity for of

we can feel overwhelmed. As a result,

making one simple change you can make

3-4 seconds, hold it for 2-3

we avoid anything that makes us feel

the world of difference. Taking the time

seconds, then breathe out for

worse. Yet, the truth is, if we can move

for self care has proven to have significant

4-5 seconds. Repeat.

ALLOW YOURSELF TO FEEL

THE ‘RAISIN METHOD’ (5 mins)

I N T RO D U C I N G LO U I S A

Take a single raisin. Look at it.

Louisa Elder is an executive coach

it, put it into your mouth. Feel its

who works with senior business women.

texture, its taste, take as long as

She qualified as a lawyer in London

possible before slowly eating it.

before she diversified into working as

Examine the texture, colour, contours, smell, the feeling of it between your ﬁngers. Then slowly, without eating

BEING IN NATURE (5 mins)

a speaker, writer and trainer. During

Take a plant or a leaf or a ﬂower.

this time she developed her talent for

Spend ﬁve minutes bringing all of

empowering people. Louisa’s approach is

your attention on to that one

highly pragmatic and combines her deep

object. Notice the colours, the

empathy and ability to build rapport with a powerful insightfulness

shape, the contours, the texture,

and a research-based psychotherapeutic approach to coaching.

the size, the feel.

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News

RECOMMENDED READING As we reach the festive season of a year in which we have all had to adjust the way we work and live, reading has become a more prevalent pastime. So, we asked our WeQual Club Members to recommend the books that have inspired, educated and entertained them during 2020

WHERE THE CRAWDADS SING Modern & Contemporary Fiction - Delia Owens

THINK OUTSIDE THE BUILDING Leadership & Motivation, Business

CITY OF GIRLS Modern & Contemporary Fiction - Elizabeth Gilbert

THE RATIONAL OPTIMIST Economics, Social & Cultural

- Rosabeth Moss Kanter

- Matt Ridley

A PROMISED LAND Autobiograhy

THE VANISHING HALF Fiction, Coming of Age

- Barack Obama

- Brit Bennett

THE PERSON YOU MEAN TO BE: HOW GOOD PEOPLE FIGHT BIAS Self Help - Dolly Chugh

LIFESPAN: WHY WE AGE & WHY WE DON’T HAVE TO Non Fiction, Genetics - David A. Sinclair PhD

REBEL IDEAS Politics, Society & Education - Matthew Syed

THE POWER OF HABIT Self Help - Charles Duhigg

HOW WOMEN RISE Self Help - Sally Helgesen

LEAD & DISRUPT: HOW TO SOLVE THE INNOVATOR’S DILEMMA Non-Fiction, Management & Business - Charles O’Reilly III / Michael Tushman

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WeQual The Americas 2021 will close on the January 10. Enter now to help us build a better business world at WeQual.com

ABOUT THE WEQUALS Why the Awards are important... Great inroads have been made into

= for every 100 men promoted into their

the boards of the biggest companies in

balancing the boards of the biggest

first management position only 72

the world. She was told that they were

companies in the US, and across the

women were promoted

desperate to hire women executives,

world, in recent years.

= women make up just 30 per cent of

talented woman, and I’ll find her a role

the Vice President level

More women CEOs lead Fortune 500 companies in 2020 than ever before. However, 37 women CEOs out of 500 (7.4 per cent) is a poor

but could not identify them. “Find me a

= only 28 per cent at Senior VicePresident level are women

on the C-suite,” she was frequently told. This is what the WeQual Awards are in the business of doing.

= when women make it to C-suite,

return for a section of the population

they make up just 21 per cent of the

We identify already successful senior

that is at least as talented, just as

executive level

women who are one level below C-suite

educated, equally as motivated, and

and give them the platform to make that

has been proved to enhance the

WeQual believes that for all levels to

step up. WeQual has already recorded

bottom line across all sectors.

succeed, there needs to be a significant

some remarkable successes since its

change at the top. When developing

first awards in the UK in 2019. A third

The problem is the pipeline. For women,

WeQual, Founder Katie Litchfield sat

of the women identified as category

it is riddled with cracks, blockages and

down with hundreds of CEOs and

winners have already been appointed

missing segments. In 2019 in the US:

Chairmen and asked them what needs

to the C-suite. More are being given the

to be done to get more women on to

opportunity to showcase their suitability.

To find out more visit WeQual.com/Awards

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WeQual The Americas 2021 will close on the January 10. Enter now to help us build a better business world at WeQual.com

THE WEQUAL AWARDS EXPLAINED

Equality is at the heart of everything WeQual does. Most important are those we seek to serve: incredibly talented people working in exciting and dynamic roles,

Climbing the corporate

with some of the world’s largest companies.

ladder is particularly

Our mission is to go to battle for the people who

hard for women,

challenge the business status quo. People who, for whatever reason, might otherwise have been overlooked, or need a little help to make that final step up to the C-suite. That is why we started with the WeQual Awards. The WeQuals allow us to identify and recognise world-class women executives, one level below the Executive Committees of the biggest businesses in the world. Already the awards have celebrated women in the UK, the US, Europe, Middle East and Africa who are ready and capable of operating at the Executive Committee level. Despite only being founded two years ago by Katie Litchfield, WeQual members have already had some success in breaking through the glass ceiling.

especially when there is a broken rung. To bring up the next generation of female leaders we need to identify, showcase and champion outstanding talent. WeQual is doing exactly that

The WeQuals have a valuable role to play in making this possible and aim to reach and honour the women that are on the cusp

- Executive Chair, MasterCard

of leading The Americas’ biggest companies.

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The WeQual Awards

ELIGIBILITY The Person, The Company To enter, you must be a woman who – at the date of entry submission – is a direct report into an Executive Committee member: either your line manager is an Executive Committee member, or you report into an Executive Committee member in some or all aspects of your role. The company you work for should be listed on one of the major stock exchanges across The Americas. That includes the US, Canada, Central and South America and any outlying islands.

ASSESSMENT WeQual has developed eight powerful research-backed questions to identify those leaders possessing the character and expertise necessary for the Executive Committee.

The eight assessment questions have been derived from leadership, psychology, neuroscience and performance research, identifying the necessary factors and characteristics of top leaders. We have been careful to ensure questions allow you to showcase your strengths regardless of style, gender or ethnicity. Together, the questions provide deep insight into your: Leadership Approach, Cognitive Ability, How You Lead Others, Drive and Resilience, Integrity, Mindset & Agility, Emotional Intelligence, Approach to Equality and Knowledge of the Business.

JUDGES WeQual believes that finding the best applicants for the Awards and then testing them with a set of well-defined questions is not sufficient to bring out the best in our WeQual candidates. Being good on paper is not enough to be a WeQual, and so we have put together a team of executive judges who have the experience and know-how to be able to test the finalists’ credentials. Finalists speak positively about their experience, which is a great introduction into what it takes to become a member of their company’s C-suite.

A BIG THANK YOU TO ALL OUR SPONSORS

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Entering was the best thing I ever did. It gave me confidence, exposure and a network I now rely on

Enter at WeQual.com/Awards

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WeQual Magazine Issue 01