IWD 2026 - interview with: Kay Bartlett

Our CORE International Women’s Day Interview Series tells the stories of leaders who lead with purpose, generosity, and impact.

We are here talking to Kay Bartlett, Chief Marketing Officer at Stonegate Group.

Could you share a brief overview of yourself, your career journey and how it has brought you to your current role?

My career has always been about enjoyment and having a passion for what I do; it’s been made up of a mix of intentional choices coupled with unexpected opportunities that I have grasped with both hands. I started out with a real curiosity about how people work - what motivates them, how teams thrive, and how organisations evolve. Over the years, I’ve taken on roles that allowed me to build both technical expertise and leadership capability. Each step taught me something different: how to improve upon my resilience, influence, collaboration, and the importance of lifting others and seeing them take their next step. These different experiences have shaped the leader I am today and brought me into my current role where the team and I continue to have a real passion to drive great experiences for our guests across our pubs, bars and venues. 

What does the International Women’s Day slogan “give to gain” mean for you personally, and how does it translate into your approach to leadership?

For me, “give to gain” is a reminder that leadership is fundamentally an act of service and the focus shifts from “me” to “we”. When I invest in others - whether through time, encouragement, or opportunity - I gain stronger teams, deeper trust, and a more inclusive culture where people feel valued and can share their views. It’s not transactional; it’s about creating an environment where we lead with humility, not ego and in turn this fuels growth. The more I give, the more I learn, and the more effective I become as a leader.

How important is it for you to actively sponsor (not just mentor) each other, and what does that active support look like in practice?

Sponsorship is incredibly important - over the years sponsorship has shifted outcomes as it hasn’t just been about providing advice, perspective and support. It is about using your voice and your influence to open doors for someone else. From my point of view, this would look like advocating for women in promotion discussions, nominating them for growth opportunities, and ensuring they are visible in rooms where decisions are made. 

Can you share a specific instance where you have given your time, resources, or influence to help other women advance in their career, and what you gained from that experience?

One example that stands out was supporting a colleague who was ready for a leadership role but lacked visibility. I championed her for a project that would help drive her profile and supported her through the transition. Watching her succeed was very rewarding and what I gained was a real belief in how we can build cultures where people can succeed together and, in this instance, when women support other women, the whole organisation benefits. 

Workforce: 53.1%, Top Level Leadership: 28.8%, Gender Pay Gap: 20% Worldwide… What do these numbers represent to you?

These numbers really serve as a starting point of the distance travelled so far but clearly show that progress is still needed. They outline the real need and responsibility we all share in driving change. 

What trends do you see shaping the future of leadership for women in business?

There are a couple of areas that I would like to call out and what is exciting about these trends is that they aren’t just about women fitting into the way things have always been done but instead helping to redefine leadership altogether. 

Firstly, a move towards focussing on core competencies such as empathy, emotional intelligence, collaboration and adaptability allowing human-centred leadership to really shine and in turn shape the future of leadership for women in business. Additionally, to the question asked before, there is a real shift from mentorship to sponsorship, and this is becoming a feature of how women support each other throughout their careers.  And finally, women are also playing a role in redefining what leadership looks like and this in turn is influencing how organisations identify and develop future leaders.

As a successful leader, what is your top tip for fostering a workplace culture where employees feel encouraged to give feedback, share knowledge, and gain growth opportunities?

Don’t just say it but model it - you can continue to say transparency, openness, challenge is important however, if teams aren’t experiencing them being actioned then the strong workplace culture won’t come. 

Have you had mentors or role models who influenced your career? How did they help?

Absolutely. I’ve been fortunate to have mentors who saw potential in me before I even saw it in myself. They challenged me, encouraged me to think differently, and helped me navigate challenging moments. Their belief gave me confidence, and their example shaped the leader I have become today.

What legacy do you hope to leave for the next generation of women leaders?

I hope my legacy is one of possibility. Hoping that the women who come after me will feel empowered to lead in their own authentic way and in a way that they should feel proud of. 

What is one piece of advice you would give your younger self at the start of your career?

I would tell her to believe in herself. I didn’t always do that, and I wish I had learned it earlier in my career. Don’t let self-doubt take up too much space. Step into every opportunity with confidence and trust in your own ability.