Questions for Sharon Segal, Patty & Bun - Finance Director

What does IWD mean to you?

I struggled with IWD this year. 

First, I feel the debate about working more productively and more happily has been swallowed up into the IWD agenda. The Minister of Women and Equalities, Liz Truss, called for flexible working to be normalised, ahead IWD, fan-faring it as a benefit for women. As if having a life, sensible working hours and having responsibilities out of work is a ‘woman thing’.  This is not what I believe the IWD movement stands for.  

Second, we seem to have politicised IWD. Individuals and organisations now use IWD to play 'the game’ through their LinkedIn and Instagram posts with little substance and meaning behind it.

Why haven't we achieved equality, despite legislation in place regarding pay?

Ultimately, change will only happen if like-minded men want to join us on our journey. I think it is their voices that are missing the most in terms of change. They can see the issue, its’ their problem too, and have to engage if anything is really going to change. We need more like-mind males to engage and join the journey. 

How would you advise young women leaders on how to build confidence in their ability as a manager and leader?

It's all about believing in yourself. Drawing on the inspiration from writer Sarah Hagi’s quote “Lord, grant me the confidence of a mediocre white man”. 

What initiatives should companies invest in to promote women in leadership?

I don't think there should be initiatives to promote women in leadership. I believe instead there should be initiatives to ensure gender equality in the workplace. Promote gender diversity. Close the pay gap. Fair parental leave policy. Address work/life balance. Ensure there is strong coaching and mentoring for all genders and levels.

Do women in our sector have a hard time getting promoted?

I think they can do - but I think this is prevalent in any industry. Unfortunately, society still looks at women as the main child care-giver (even though this is changing slowly) and this can hinder a woman’s ability to be promoted or to put herself up for promotion. 

If you could choose one recommendation for HR leaders to help promote women in the workplace, what would it be?

Ensure there are platforms of communication where women feel comfortable and have an equal chance to be heard

Is there a particular leader you look up to?

I love working with the founder of P&B, Joe Grossmann. I can have a video call with him and his daughter whilst on the school run! He is the like-minded male that we want on our journey. 

What advice would you give to the next generation of female leaders?

You can have it all! You can have the career, the family, the kids (if you choose to want them) and the work life balance. Be prepared to work hard for it, learn to juggle but enjoy the journey. It will be rewarding. 

What advice would you give your younger self?

You have the ability to achieve anything you want - but be prepared to fight for it. The path to success will not be an easy one and there will be barriers to overcome on the way. But you can do it!

Sharon Segal

Patty & Bun