Women Shaping the Future: Celebrating Diversity, Leadership, and Empowerment

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#MarchForward for International Women’s Day

At Sharp & Carter, we view International Women’s Day as a call to action, not a celebration. It’s a reminder to create a workplace where diversity, inclusion, and empowerment are celebrated every day, not just one day a year. While we’re proud of our 58% female representation, we know that true gender equity is an ongoing journey that goes beyond representation.

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We’re committed to creating a people-first culture, where women at every stage of their careers, whether they're just starting out or already leading teams, are recognised for their unique experiences and contributions. Real change comes from meaningful action; providing opportunities, lifting each other up, and addressing the barriers that persist.

Throughout our work as a leading recruitment agency, we’re fortunate to engage with an incredibly diverse range of people, across a variety of industries. As part of our #MarchForward International Women’s Day initiative, we’re sharing insights from women and their male allies who bring authenticity, leadership, and support to the work they do every day at Sharp & Carter.

These individuals: Jade Herdman, Brendan Chander, Greta Shelton, and Tim Wallis, aren’t only offering words, they’re helping to shape the workplace of tomorrow with the actions and decisions they make now and everyday.

We’ve already shared some of their insights on our socials, with this blog, we’re taking it a step further. We’re sharing extended interviews with deeper conversations that highlight their experiences, perspectives, and the moments that have shaped them.

We hope their stories resonate and spark reflection on how we can continue to move forward, together.

Women Sharing and Shaping Futures: Mentoring, Support, and Role Models

Q: How have women mentors or role models influenced your career journey? Can you share specific lessons or guidance that shaped your path?

Brendan Chander:
“Jade and Ash Walsh in Sharp & Carter’s Tech team have been pivotal role models in my career. When I first joined Sharp & Carter, Jade asked the men in the team, ‘What do you know about International Women’s Day?’

This question highlighted a gap in my education, and to be honest, I felt kind of ashamed that I didn’t know more.

That moment set the education piece into motion for me. I started having conversations with my family and friends, including my grandma who lived through wartime, which particularly broadened my understanding and opened my mind."

Jade Herdman:
"I have taken a lot of my leadership qualities from female leaders that I've had in the past, whether it be strengths I admire and want to continue or lessons on what I don’t want to carry into my leadership journey. Recently, I’ve taken a lot of inspiration from working mothers around me. Seeing them thrive in both their careers and motherhood has taught me that you really can have it all – you don’t have to give up one for the other.”

Greta Shelton:
“Women mentors have been instrumental in my career. They gave me the confidence to pivot from law into something more aligned with my true passions. Last year, after completing my postgraduate studies and getting admitted as a lawyer, I still questioned if it was the right path for me. My female friendships from university were a sounding board, and they helped me gain the confidence to move to a new state and change industries. I’m so grateful for their support and for helping me see challenges from a new perspective.

Tim Wallis:
“Everyone says their mum. For me, my mum shaped my understanding of how experiences shape women differently. Growing up with four brothers and no sisters, Mum was the only woman in the house. She was quiet, passive, and old school, having grown up in a difficult environment. In every job I've had until now at Sharp & Carter, I've worked for women. My first job was at a video store owned by an amazing, entrepreneurial woman who taught me to bring my best self to work. When I first got into recruitment, I worked for a husband-and-wife team, and Fiona, the wife, had the biggest impact on me. She helped me see that different people, regardless of gender, have different needs. That’s the lesson that’s carried with me – treating people where they’re at."

These stories all touch on how women uplift women, mentors and role models shape careers through education, inspiration, and the confidence to challenge the status quo.

Navigating Gender Dynamics & Overcoming Barriers

Q: Have you faced moments where gender played a role in your career, whether as an advantage or a challenge? How did you navigate these experiences, particularly in overcoming biases or barriers?

Greta Shelton:
“Unfortunately, gender has played a role in every workplace I’ve been in. I once had a male manager refer to the four girls in his team as‘John’s girls.’ At the time, I didn’t recognise this as objectification, but looking back, it was my first experience with it. I’m grateful for my naivety back then because once you become aware of objectification, it makes you question the validity of your achievements and capabilities. It’s something I’ve experienced in every workplace, not always due to one person, but because it’s so ingrained in our culture."

Tim Wallis:
"I’m not perfect. I know I sometimes do things that frustrate women in a professional context. I try to be self-aware and work hard to improve, but I still make mistakes. It’s important to remember that everyone has a different story, needs, and ways of working and communicating. I try to understand each person, listen, give the benefit of the doubt, and avoid jumping to solutions. Many men, including myself, often feel they need to be the 'knight in shining armour,' but it’s crucial to catch ourselves and give people the space to be themselves. I aim to take a step back, listen, understand, and ask, ‘What can I do to help?’ It’s about being empathetic and hopefully coming across as more of an ally."|

Q: Can you share a pivotal moment when you had to challenge a stereotype, break through limitations, or advocate for yourself in a professional setting?What advice would you give other women facing similar challenges?

Jade Herdman:
"Before, my career was everything – how fast I could move up the corporate ladder was my sole focus. Now, while my ambition remains, I’ve realised I don’t have to mirror my male colleagues' approach. I can lead with softness and vulnerability and still achieve success. Becoming a mother has made me see leadership differently. I hope by embracing my authentic leadership style, I inspire other women to do the same and show that you don’t have to compromise who you are to succeed.

Tim Wallis:
"It's frustrating, and part of the solution is making the men aware that they need to give women space and encourage their participation. In meetings, I've noticed that our young female directors often don't speak up, perhaps there’s a confidence gap. On the flip side, women need to have the confidence to put their hand up and speak out. Both sides need to come to the party for this to work.

My advice to women facing similar challenges is to know your worth, trust in your skills, and don't hesitate to advocate for yourself. Change begins with the courage to challenge the status quo."

Career and Family: A Balance for All Parents

Q: For working mothers, how do you balance career ambitions with family responsibilities?

Jade Herdman:
"Balancing career ambitions with family responsibilities is challenging, but having a supportive work environment with flexible policies is crucial. Prioritising, delegating, and setting boundaries help me be present both at work and home. Open communication with my team and family about my needs has been key. By embracing my authentic leadership style and being transparent about my responsibilities, I’ve successfully navigated both worlds."

Q: What support structures such as flexible work policies or mentorship have helped you feel empowered?

Jade Herdman:
"Support during maternity leave, such as keeping in touch days and regular check-ins, has been incredibly empowering. These initiatives made me feel connected and valued, rather than forgotten. Additionally, having access to mentorship programs has provided me with the insights and confidence needed to pursue my career goals while managing family responsibilities."

Jade Herdman:
"The shift I want to see is businesses truly embracing that a career doesn’t end because someone becomes a parent. We’re moving past the outdated mindset that women have to choose between work and family. The reality is, we can -and should – have both. There’s been progress! Better maternity leave policies and more recognition that fathers also need parental leave. But we still have a long way to go.”

Q: Beyond policies, how can organisations better support working parents and foster a culture of advocacy and empowerment for women?

Jade Herdman:
"Support during maternity leave is crucial. Keeping in touch days and check-ins make a huge difference in feeling connected rather than forgotten. Maternity leave isn’t ‘time off’; it’s stepping into another full-time job that’s 24/7."

Tim Wallis:
"Creating an environment where flexible work policies are the norm and mentorship is readily available is essential. Understanding that everyone has different needs and providing the necessary support structures helps individuals feel empowered. Listening, being empathetic, and offering guidance without trying to solve all problems are key aspects of effective support."

Brendan Chander:
"Flexible work policies that allow for a balance between professional and personal life have been empowering. Mentorship from colleagues who provide guidance and support has also been invaluable. These structures help create a supportive environment where individuals can thrive both professionally and personally."

What Gender Equity Means in Practice: Creating Inclusive and Caregiving Working Environments

Jade Herdman:
"Gender equity goes beyond the concept of equal pay; it’s about creating workplaces where women not only have equal opportunities but also the support they need to thrive. Organisations should take actionable steps to facilitate an inclusive environment where women can lead and succeed."

Q: What steps can businesses take to create workplaces where women thrive?

Brendan Chander:
"Education is crucial. We can talk about supporting women in the workplace – equal conditions, support for working mums, pay equity – but without educating ourselves, it’s just talk. Many men haven’t had these conversations before, and they can be uncomfortable, but they’re necessary. I remember sitting in a room a couple of years ago and seeing people uncomfortable hearing about these issues. But that’s the point. They’re raw, honest conversations about real inequalities

Being a male ally means listening to women’s concerns and experiences, both in the workplace and in society. It’s about educating ourselves and having these conversations with our friends and families to address unconscious biases. Coming into a corporate environment was the first time I heard perspectives from people at different life stages. Businesses should foster open, honest conversations about real inequalities and create an inclusive culture where everyone feels heard and valued.”

Greta Shelton:
"It's really important to champion yourself and to champion other women around you as well. I think it's really important to recognise both your own and others' accomplishments and achievements, and if we diminish them, we are, you know, questioning our own capability and how much we deserve to be where we are."

Jade Herdman:
"We've made significant progress as a society, and it's encouraging to see. I hope that by the time my daughter enters the workforce, she will find an environment where she feels empowered and supported, without the need for discussions about gender equality or even International Woman’s Day being a thing."

Reflecting on the past, we can see how far we've come. My grandmother, who lived through a time when women had to leave their jobs to have children, often reminds me of how much progress we've made. Tell me one woman who greets their husband at the front door in a perfectly clean apron with dinner on the table?

This progress is a testament to the hard work of previous generations who fought for these rights. It's important to celebrate these achievements while continuing to strive for more."

Practical Steps for Organisations

1. Establish Employee-Driven Diversity, Equity and Inclusion (DEI) Initiatives

Organisations can create a deeper sense of belonging and shared responsibility by empowering their employees to take an active role in driving diversity, equity, and inclusion (DEI) efforts. Establishing Employee Advocacy Groups (EAGs) is an effective way to ensure that the voices of underrepresented groups – particularly women – are heard and actioned within the workplace. These groups can serve as catalysts for open dialogue, sharing challenges, and implementing initiatives that drive cultural transformation.

2. Implement Mentorship and Sponsorship Programs for all employees

Mentorship and sponsorship are powerful tools to support not only professional growth for females, but for everyone. By creating formal programs that pair emerging talent with experienced leaders, organisations can foster invaluable connections that facilitate career progression. Offering support from all leaders can make a significant difference in shaping an inclusive leadership pipeline.

3. Create and Enforce Policies that Promote Work-Life Balance

To support gender equity, organisations must ensure that policies are in place that promote work-life balance, parental leave, and flexibility. Flexible work options not only help women balance family responsibilities but also create a culture of trust and accountability. Implementing clear parental leave policies, including equal benefits for both mothers and fathers, ensures that the burden of family responsibilities does not disproportionately fall on women. These policies reflect a commitment to equity and work to remove barriers to career growth for parents.

4. Embed Allyship and DEI Values into Daily Organisational Practices

It’s not enough to simply have DEI initiatives on paper, they must be embedded into the daily practices and mindset of all employees, regardless of role or title.

When planning our approach to International Women's Day, we had open discussions about avoiding the all-too-common expectation for women to bear the burden of organising and championing these events. As a result, we chose to place allies at the forefront of our International Women's Day activities. Throughout, we remained mindful of our commitment to sharing the responsibility for DEI every day, not as a topical focus for one day.

Allyship must be commonplace, both in formal and informal settings by encouraging individuals to actively support their colleagues, challenge biases aqd amplify underrepresented voices. DEI is a shared responsibility, where everyone regardless of gender, actively contribute to an environment where all voices are valued.

The insights shared by the team highlight the powerful shift happening towards real equality and also the work that still needs to be done. Just like every person is unique, no woman has the same story or experience. From delving into gender dynamics in the workplace, to reflecting on authentic leadership, it’s clear that women at Sharp & Carter are rewriting the rules of success. These stories reflect a growing commitment to challenging outdated norms, pushing for a world where gender doesn’t limit potential, and where real change is happening every day.

As part of the #MarchForward movement, we encourage businesses and individuals to act. Whether it's advocating for more inclusive policies, becoming a mentor, or listening and learning from those around you, implementing a Wellness Director, every small step contributes to a larger, collective impact. 

By fostering an environment where women can grow, lead, and make an impact, we move closer to the inclusive, diverse workplaces of the future. Our goal is to ensure that everyone, regardless of gender, has the opportunity and the support to thrive, grow, and lead.

So, as we reflect on the significance of this day, we ask ourselves: how can we continue driving meaningful change beyond just one moment in time? Let’s keep pushing forward, together.

To join us in our ongoing commitment to gender equity, connect with Sharp & Carter today.