International Women’s Day - Interview with Stacey Williams
What does IWD mean to you?
For me, International Women’s Day is a moment to stop and recognise the incredible contributions of women everywhere—our colleagues, friends, mentors, and the trailblazers who’ve paved the way. It’s also a reminder that while we’ve come a long way, there’s still work to do in creating truly equal opportunities. More than just a celebration, it’s about action—how we show up for the next generation, champion each other, and keep pushing for progress.
Do you think it’s important? Why?
Absolutely. It’s easy to assume things are better now, but the reality is, many women still face barriers in their careers—whether it’s unconscious bias, lack of representation in leadership, or balancing work and family expectations. IWD is important because it keeps these conversations front and centre. It’s a chance to challenge the status quo, shine a light on the successes of women, and—most importantly—drive real change. Supporting women in leadership, encouraging flexible workplaces, and making sure opportunities are open to all isn’t just good for women—it’s good for business, good for communities, and good for the future.
How can women develop their leadership skills?
Leadership isn’t something you wake up one day and just “have”—it’s built over time through experience, challenges, and learning from others. For me, working across industries like health, insurance, and injury management has shown me the value of adaptability and resilience. Taking on new challenges, saying "yes" even when you’re not 100% sure you’re ready, and continuously learning from those around you are key. Also—back yourself! Too often, we hesitate, but confidence grows when you take action.
How important is it to have a mentor to grow as a leader?
Game changer. Having people in your corner who can guide you, challenge your thinking, and support your growth makes a huge difference. Mentors provide perspective that you might not have yet, help you avoid unnecessary mistakes, and give you the confidence to step into bigger roles. I’ve been lucky to have strong mentors throughout my career, and I can say firsthand that their insights and support have shaped the leader I am today.
What are some steps to build that type of relationship?
Be intentional – Think about what you want from a mentor and who inspires you.
Make the first move – Reach out! A simple message on LinkedIn or a coffee catch-up request can open the door.
Come prepared – Have clear goals and be upfront about what you’re hoping to gain.
Listen & apply feedback – Show you value their time by taking their advice on board.
Give back – Mentoring isn’t a one-way street. Even as a mentee, you bring fresh ideas and perspectives.
Who was/is your role model and/or leadership mentor?
I’ve been fortunate to work with some incredible leaders throughout my career, and what stands out is their ability to lead with both strength and empathy. The best leaders I’ve learned from don’t just focus on outcomes—they invest in their people, build strong cultures, and create space for others to grow. That’s the kind of leadership I try to embody.
How do I go about getting a mentor?
Start by looking around—mentors don’t always come in the form of a formal relationship. It could be a manager, a colleague you admire, or even someone in your industry who you follow and learn from. Attend industry events, reach out to people whose careers inspire you, and don’t be afraid to ask for advice. People are often more willing to help than you think! Just be genuine, be curious, and be open to learning.