IWD 2025 - an interview with: Nicky Richardson

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

My career journey has been quite eclectic. I trained and qualified as a nurse at Southampton University and nursed in the NHS, Military and private sector for 15 yrs, before moving into management within health and social care. I became the General Manager of a luxury retirement development with a mix of independent and assisted living properties as well as a nursing home. Operational management became a real passion and something I thoroughly enjoyed, so 10 years ago I pivoted and took my transferable skills to a completely different sector and joined Center Parcs as Deputy General Manager. I have been with Center Parcs ever since and I am now Village Director at Elveden Forest. 

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

‘Accelerate action’ really resonates with me. Last year I completed my MSc at Cranfield University and my thesis research was focussed on Women’s Development to Senior Leadership. The research I undertook highlighted that we understand where the blockages are for Women in the workplace but unblocking them is a much bigger challenge and needs positive action in order for the playing field to become equitable. 

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

It is critical to ongoing development for strong female leadership, it leans into the old adage ‘if you can’t see it, you can’t be it’. Female senior leaders simply by holding the positions show other women what is possible. We have a role to advocate for and mentor future female talent, and to be their cheerleaders in rooms they are not yet in, to break the ‘boys club bias’ that has historically existed in senior management. 

How important is diversity across senior leadership teams? 

It is of critical importance, and that is diversity of all kinds including diversity of thinking. Research has shown that companies that have gender diverse leadership teams have an 18% revenue premium over competitor organisations. So, it is also great for the bottom line! 

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 numbers represent deep disappointment to me and shows why the slogan for this year’s IWD ‘accelerate action’ is so vital. They also don’t align with the FTSE Women Leaders Review which actually shows more generally that in FTSE250 organisations great strides forward have been made towards equity in the boardroom, although we still haven’t achieved parity yet. I’d question what are we not doing in our industry that others are?

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 the more obvious practical things such as blinded recruitment processes to prevent bias, enabling flexible hours and hybrid working to enable inclusion, but there are also more subtle and nuanced things such as ensuring that essential and desirable skills list on JDs are not lengthy. Research shows that equally qualified men and women evaluate themselves differently and women will only apply for roles where they fit 80-100% of the skills required whereas men will apply with 40% of the skills. The more skills on the list, the less likely women are to believe they can do the job and apply. 

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

I have 3 top tips…

Authenticity is the biggest one for me. You will always perform better when you are being your authentic self, so don’t try and be something you are not or role model male traits if you are the only female in the room in order to try and fit in.

Belief is your superpower, and perhaps one as women we lack at times. Believe and give it a go, what is the worst thing that can happen? You fail and you learn from it, that in itself is a positive step. 

Finally, find a mentor. Ideally a senior female mentor, but if there aren’t any available to you, then a male mentor who can be your advocate.

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

Have belief in your abilities and take opportunities offered to you. They may be scary and you feel you aren’t ready, but they will grow you and you will develop greater skills as a result. 

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

I have had some great role models through my career, but one person in particular springs to mind, Dr Dierdre Anderson; a researcher, author and lecturer at Cranfield School of Management who specialises in female leadership and the gendered nature of careers. Her lectures were so inspirational and made me think so much more deeply around the subject that it resonates through everything I do as a leader.