IWD 2025 - an interview with: Chloe Foster

Tell us a little about your career journey leading to where you are now.

Since being a little girl, I have loved people, and this love, fascination and appreciation of people grew when I travelled during my 20's and met a variety of people from different culture and backgrounds. Little did I know that this would shape me into becoming a HR professional, and as many have commented on previously, a unique HR Professional as I actually am a real people person.

For many years I have worked within HR, for SME to FTSE 50 businesses, for a variety of industries, but for the past 7 years as a HR Director within the Health and Social Care sector.

I recognised that my style of work is more project based, problem solving, crisis management rather than the BAU, so after much thought, I have recently launched my own HR Consultancy to support organisations with strategic HR Management and Organisational Design with the outcome of aligning people to the business strategy.

What does the International Women’s Day slogan “accelerate action” mean for you?

I think this is 2-fold.  For me personally I like to take control and ownership of my own future and success – so I would take “accelerate action” to mean to take personal action, don’t put blockers in the way, accelerate action to really believe in yourself and make opportunities for your own success.

The 2nd meaning for this is for organisations to accelerate action, to ensure they are supporting women to be successful and are not blocking this due to unconscious bias.

How important is it for women to lift each other up and what does that mean to you?

Extremely – I listened to a seminar once that said women judge each other more than men – I really reflected on this and sadly it’s true. We instantly look at other women and think – is she prettier than me, skinnier then me, clever than me (fill in your own blanks) – this has to stop.  We need to support and celebrate one another and not view each other as a threat, but as an ally.

important is diversity across senior leadership teams?

It isn’t just important, it’s crucial.  Diversity means:

• There will be new, unique transformational ideas
• Teamwork will be enhanced
• A strong diversity of superior leadership values
• Improvements to Business-wide communication
• Fresh new outlooks and perspectives
• The ability to wear many hats

Senior leadership: 26%, C-suite: 19%, 1 in 4: Chief-level. These are the percentages and numbers of female leaders in our industry. What do these numbers represent to you?

A lack of women in leadership.  I think it also alludes to women still having imposter syndrome and not putting themselves forward

As a successful leader, how do you think (business) leaders can accelerate action toward closing the gender gap and ensuring equal opportunities in the workplace?

Be honest and open – we all have unconscious biases, so take a hard look at your leadership team… if it is not diverse really think of the skills that could be added to your team, then build these into your recruitment search – this way you will attract a more diverse workforce. 

Can you share your top tips for entrepreneurial/managerial/leadership success?

Step out of your comfort zone – this is where all the fun stuff happens and where you build knowledge and confidence.

Change is uncomfortable, but it can also be exciting. Concentrate on how rewarding your life will be when you start caring for yourself first.

Be clear and direct. Don’t be afraid to speak up about what you will and won’t accept. Remember that you can be assertive while also being kind and patient.

Commit to your own individual values and principles. When you operate from a solid foundation, your behavior will be organic and natural.

Don’t feel pressured to say yes to everyone. It’s fine to help others as long as it doesn’t interfere with your own needs or exceed your capabilities in terms of time and effort.

What’s the most important piece of advice you’d give to a woman thinking of starting a career at leadership level?

Please just do it… don’t just think about it but you are the owner of your own success.  Don’t allow your own negative thinking or your own personal excuses to stop you. Don’t be “a good girl”!  Have you ever heard of the “good girl syndrome”?

The seeds of good girl syndrome are frequently sown in childhood. According to a Stanford University study, desirable traits in women include warmth, loyalty and cheerfulness, while men are expected to be assertive, independent and dominant. Many parents nurture these corresponding characteristics in their sons and daughters.

While parents want the best for their children, they place a high value on being accepted by society. In the case of daughters, parents mistakenly put an emphasis on attaining goals by being a people-pleaser.

Behaviours in “good girls” usually includes:

• Fear of disappointing others
• Desire for perfection
• Obedience to rules
• Reluctance to speak up

So be brave enough to break the “good girl” mold. 

Have there been any role models through your life (work or professional) who have helped shape you as a leader?

Karren Brady – she has made mistakes, she has owned them, she has stepped out of her comfort zone, and she has owned her own success.  But mostly my mum – she taught me to be proud of myself, to be respectful but not to categorise people due to their position. If you treat everyone with respect, then you earn it back.