IWD 2025 - an interview with: Krystal Than

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

I have been in the HR field for over 24 years. I have supported organizations from startup to Fortune 500. In this time. My experience has been leveraged by many VC/PE backed organizations in recent years. I do this in addition to core HR functions by leading system implementations, benefit strategy, M&A/Integration, as well as coaching at all levels of organizational leadership. Recently I have launched my own business in supporting clients both at company and individual levels. I enjoy working in collaboration with all stakeholders and ensure the health of relationships is maintained as a north star.

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

This means that we must work actively as a community to help female leaders gain greater visibility and access to support. This can come in the form of leadership development/coaching programs, mentoring and skill gap training. I have found in my coaching clients, an increasing need for safe spaces to communicate and express their authentic needs. It is possible to provide this in tandem with business outcomes. In fact, it reinforces positive culture, retention and productivity.

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

It is critical for women to support one another. This doesn't mean passively or when it's most convenient. It has a much bigger positive effect when you advocate for what's right in the midst of opposition or the popular path that doesn't necessarily support women at work. As female leaders, we are charged with the responsibility to support the equity needs of those that do not have a voice or are being muted when bringing legitimate feedback to the table. 

How important is diversity across senior leadership teams?

Diversity in any leadership team is key to reflecting the needs of your staff and external stakeholders. When leadership teams are comprised of a narrow background or way of thinking, it will naturally stifle or stop innovation and inclusive development of the organization. Diversity is not necessarily the boxes we check on an EEO form. Rather, it is the culmination of all aspects of our background and experiences that enrich our ability to impact strategy and day to day life in an organization. 

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?

These statistics are disappointing and reflect a lack of progress in not taking action. We cannot say that we support women in leadership when it is consistently not reflected in these stats. It starts with advocacy and allyship in the Board room and cascades into organizations. 

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?

There are many ways we can support equity in the workplace. 

1. Implement inclusive hiring practices at all levels of the organization.
2. Promote pay equity and adjust along the way to ensure we maintain the philosophy we socialize with the organization. 
3. Work on an active program to support women in the workplace. E.g. ERGs
4. Leadership Accountability should be reflected all the way up to the top where representation matters. 

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

Lead with the health of relationships. Reinforce mental safety in the workplace by being transparent and consistent in your messages. If you make a mistake as a leader, own the mistake and show your teams that you are human. Support the recovery and correction of a path by being actively involved in feedback and be willing to pivot accordingly.

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

Do not lose your voice. Do not compromise your brand or ethics for the sake of what you feel is politically popular. Be courageous in maintaining a consistent message to stand up for your colleagues and teams that look to you to set an example of what great leadership is in action.

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

Absolutely. My mentors and role models have been from those that have nurtured my voice. They have reinforced and recognized my potential through encouraging me to grow and celebrated my milestones as my biggest cheerleaders. Great role models set their own egos aside and celebrate you, even if your success surpasses theirs.