International Women’s Day and the importance of Real Life Role Models

On March 10th 2020, we will be holding a special event inspired by International Women’s Day. Chaired by WorkLife Central’ Director Helen Beedham and kindly hosted by BSC Consulting, we will explore the significance of having diverse, visible and credible female role models in the workplace. This week, we’ve asked our first two panellists, Rebekah Bostan and Sisieta Owen, to share their thoughts on role models including typical traits, the significance of their internal and external profiles and how they have been helped by role models in their own careers.

CP: Please describe the traits you see as most important in a role model

RB: It is important to have role models within our organisations and wider culture to look to for pathways of success, but if their lived experiences are very different from our own then they become less relevant in terms of inspiring us to move forward. Real models are candid about their career path, and most importantly their journey is relatable. As my son once told me “just because I'm highly dyslexic doesn't mean that I want to be Richard Branson. My real model is Ben Ainsley as I love to sail, I also just happen to be dyslexic.”

SO: For me they are: Confidence - Usually individuals that are happy with their achievements, are confident in themselves about their objectives, strategy and positively strive to achieve higher/bigger goals. This influences others down the same path. Authenticity - Being genuine, not compromising values or conforming to suit others regardless of being ridiculed breeds a level of Trust from others to act with integrity. And Humility and willingness to admit mistakes - A leader who is humble, approachable and openly learns from mistakes, makes achievements/leadership appear attainable, relatable and allows others to aspire.

CP: Please tell us how a role model has helped you in your career

RB: I work in a male dominated industry where historically childcare has been outsourced to a stay at home parent. Things are changing but I’ve had to take an active role in developing my own real model network of colleagues who inspire me. This curated group is my source of support, empathy and guidance. On the other hand, I have been a very visible real model for others in my own organisation. I openly talk at panel discussions and on videos about my working parent juggle and my experience of working through the menopause, as well as providing wider support to working parents through my personal blog.

SO: My very first role model is my mother. She has six children, achieved her first General nursing qualification in the 60s whilst been a mum of three, proceeded to specialising as an Orthopedic nurse and later on attended Midwifery school, qualifying as a Midwife by which time she had all six of us! She was also an entrepreneur; purchasing textile materials from wholesalers around Europe and supplying large shops in West Africa. Mum was a professional Midwife, ran an international textile business, ran her home as a wife and a mother! This first hand experience created a self belief from my very early childhood - I could strive to achieve my career objectives and have a thriving career. Knowing other career driven senior female leaders within the industry that share a similar lifestyle to mine(balancing parenting and a demanding career) has helped reaffirm this belief and encourage my growth by being inspirational.

CP: How do you think that women can make themselves more visible as role models for others?

RB: In 2016 former US Secretary of State Madeleine Albright told the world "There is a special place in hell for women who don't support other women". Whilst I don't think anyone should be forced to support others I do think something special happens when women come together in support of each other. For a centuries old system to change we need mass female progression and an important tool to do that is women actively sponsoring other women. Senior women visibly role modelling female sponsorship creates a scaffold for other to use, activating more opportunities for female progression.

SO: Openly engaging in forums that educate, provide career insights break down barriers and the pre-conceived ideas around senior leadership being male suited. Senior female leaders that are able to demonstrate a balance of power at the top create aspirational goals for the younger females.