Sheba Wilson, Group Director of Human Resources – Grace Bay Resorts, CEO & Executive Coach – Sheba Wilson Training & Development Ltd.

To celebrate International Women’s Day & Women’s History Month, Krishnan asked a few questions to Sheba Wilson, Group Director of Human Resources – Grace Bay Resorts, CEO & Executive Coach – Sheba Wilson Training & Development Ltd.

What does IWD mean to you?

It is a day of great importance where we reflect on and celebrate the many accomplishments of women throughout the world for their achievements and impact socially, politically, economically, and culturally. IWD for me is a day that I reflect on all the women on whose shoulders I now stand and take stock of whether I am also making a positive impact as we continue to push for women equality.

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

 We have done all of the surface work to achieve gender fairness and equality but have not dealt with the root of the bias which is an individual internal work. We have done a great job at awareness training in the corporate world, we have established quotas which gives the appearance that we are achieving equality through numbers. However, the disadvantage is what is now known as gender fatigue. We acknowledge that gender bias and inequality still exist, we simply do not believe it exist in our organizations. Because of the heightened awareness of women’s equality, subtle discrimination has become harder to detect. Unconscious bias is a major reason why we have not achieved equality. 

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

I believe self-awareness and self-leadership are most important. Knowing your strengths, weaknesses and opportunities for growth are important to becoming a confident leader. Lead in the areas of your strength, surround yourself with people who know more than you do and are strong in your areas of weakness.  Be growth conscious, set stretch goals which includes relationship building. To do anything of significance we need collaboration with others this means that working on our interpersonal skills, building trust and having character are important. Remember that you must show people your heart, that you care about them before you can ask for their hand. 

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

Believe in yourself and your abilities. Know why you are in leadership and what your vision and mission is. Make sure your team understands and believe in the vision also. Be assertive yet respectful when communicating. Use your voice, don’t be afraid to speak up and when you do state facts, use data to support your views or pitch. Never give anyone the opportunity to say you’re too emotional. Be empathetic and people-centered in your leadership. Keep a learner’s mindset, always make growth a priority for you and your team. Always aim to positively impact the lives of others.

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

Organizations could consider a woman only leadership development program which focuses on preparing women for executive level positions; giving them the training and resources needed to prepare for next level leadership roles. This can include on the job learning, coaching, workshops, seminars and mentoring programs. It is also important to clearly define the skills needed for roles and assess where the potential women leader is at currently and what the organization as well as the individual will do in order to prepare her for promotion. Attaching a timeline to these types of programs is also recommended.

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

I would have to say now based on my experience. In the Turks and Caicos Islands we have a significant percentage of women in leadership across all sectors including government, public and private sector organizations as well as the church. However, equal pay is an area that should be worked on immediately as there are disparities particularly in private sector organizations.

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

HR can execute its commitment to diversity, fairness and equality through its hiring and promotion policies and training programs. HR also place a huge role in influencing and directing workplace culture. Being strategic at the executive level to ensure that organizational policies support diversity, inclusiveness, and equal opportunity for women in the workplace. Holding others accountable and driving change in organizational culture where needed to ensure fairness and equality in opportunities for promotion.

Is there a particular leader you look up to? 

My mother. Not just because she’s my mom, but because she leads with integrity, her character has remained consistent and that is a value that she instilled in me. Her work ethic was always exceptional, and I can say that is also a characteristic I have. She is a Human Resources Manager also and a Pastor, I learned quite a lot from her not just during my formative years but also into adulthood. 

What advice would you give your younger self? 

Throw away self-doubt and negative self-talk. Surround yourself with people who are either already where you desire to be or are headed there. Be intentional and strategic about everything, growth, financial management, your environment and who you spend most of your time with. Time is your most valuable resource, use it wisely and do not let anyone else manage your time for you. You can have it all, career, family and balance. Live life on your terms.