Leading with Heart

A Mother’s Day Conversation with Jaya De Silva

In this special edition of our Mother’s Day series, we had the pleasure of speaking with Jaya De Silva. Jaya is an inspiring leader at Sekuro, a mother of three, and a woman who balances her vibrant family life with a purpose-driven career. Warm, wise, and deeply grounded, Jaya’s story is a heartfelt tribute to the women who shape us… mothers, daughters, and all the roles in between.

Lessons Lived, Not Just Taught

Jaya grew up in Sydney’s Hills District, raised by her mum, a hardworking single parent and nurse who worked double shifts to provide for her two children. Watching her mum navigate life with grit, humour, and unwavering love left a deep imprint on Jaya. She recalls how her mum showed her the importance of loving your children unconditionally, knowing and loving yourself, working hard, and always giving back to your community. “These weren’t things she told us,” Jaya reflects. “They were things she showed us every day.”

Now a mother herself to three young girls, Jaya describes her household as “lively and chaotic – in the best way.” She and her husband are both drawn to the buzz of a big family, and they embrace the noise, the mess, and the joy of raising kids close in age. It’s that same spirit of openness and energy that Jaya brings to her leadership role at work. “At my core, I’m a maternal person,” she says. “And that doesn’t switch off when I go to work.”

Leading Through Empathy

In her role, Jaya mentors and supports emerging leaders, often drawing from her own lived experience to lead with empathy. For her, leadership isn’t just about performance, it’s about people. “It’s about creating an environment where others feel seen, heard, and supported. That’s how you build real trust, and that’s how you grow leaders.”

Moments That Matter Most

One of Jaya’s most cherished memories with her mother came later in life, after the birth of her first daughter. During maternity leave, she spent most days with her mum, watching her mother and daughter develop a special bond. “That time was a gift,” she says. “My mum was terminally ill and passed away a year later. I’m so grateful I had that time with her. Life can be unpredictable, and it’s at these times you have to decide what is important, as we don’t get that precious time back.

Reflecting on her mother’s influence, Jaya acknowledges the different paths they took. While her mum worked in healthcare, a field still in need of greater support and recognition, Jaya was drawn to business and law. But the foundation of service and work ethic remains the same. “Mum worked hard, but she also taught me to live a full life,” she says. “If I had a bazillion dollars, I’d still work in some way to contribute. It’s part of who I am.”

Raising Future Women With Purpose

When it comes to advice she hopes to pass on to her own children, Jaya doesn’t hesitate: “Stand on your own two feet – especially financially. Travel. Stay open-minded. And whatever you choose to do, make sure you love it.”

Reflecting on everything she’s learned from her mum, Jaya shares a message she wishes she could say one more time.

“If my mum were reading this now, I’d say – Thank you. For everything. For every sacrifice, every laugh, every hard moment. You taught me what strength really looks like.”

Quick Fire with Jaya

Three words to describe your mum: Courageous. Empathetic. Humorous.
What grounds you? My girls – they’re my reminder of what really matters.
What brings you joy right now? Slow mornings, spontaneous hugs, and watching my daughters become their own people.
One value you try to live by every day: Move through the world with kindness and always advocate for yourself!

The Women Who Shape Us

Grace Charles on Her Mum’s Quiet Strength

This Mother’s Day, we’re celebrating the women who shape us with their wisdom, care, and strength. Grace Charles, a passionate HR Business Partner and self-professed introvert “in hiding,” opens up about the incredible influence her mother has had on her life. Grace may not have children of her own, but the life lessons passed down from her mum have deeply shaped who she is today.

A Foundation of Family and Fairness

Grace describes her family – her mum, older sister, and younger brother – as her safe space. “My family are genuinely my favourite people to spend time with,” she says. While her siblings are the storytellers and extroverts, Grace identifies more with her mum’s quiet, steady presence.

One of the most powerful lessons her mother taught her is to “always do the right thing, regardless of whether people are watching or not.” That moral compass, built on fairness, honesty, and humility, has guided Grace throughout her life and career.

“She’s the first person to place herself in the back-row,” Grace shares, “but you can guarantee she’ll step forward to advocate for something she believes in.”

Little Gestures, Big Love

A tradition that always makes Grace smile is the mysterious Valentine’s Day cards she and her siblings receive every year, signed anonymously, but suspiciously similar to her mum’s handwriting. “It’s a simple gesture, but a tradition I love. I keep all of these cards in a box at home. They make me reflect on the types of traditions I might like to create if I had a family of my own one day.”

Resilience in the Face of Loss

Grace’s mum became a single parent when her husband passed away, leaving her to raise three young children while navigating her own grief. “I’m sure she had days where she wasn’t sure she would get through it,” Grace reflects. “But she did. And those hard times forged unbreakable bonds between us.”

That reminder is something Grace hopes to pass on to future generations: “Even on your hardest days, there are always brighter ones ahead.”

A Quiet Career Influence

Though Grace’s career path in HR differs from her mum’s role as a library technician, the foundational values are the same. “She’s always taught us that it’s important to be responsible and show accountability for things and people outside of ourselves,” Grace says.

Her mum’s emphasis on kindness and respect has also shaped Grace’s approach to work: “The consideration I have for others has contributed to building strong relationships in my career. That’s something I’m really proud of.”

Quick Fire with Grace

What do you call your mum?
Mum

What did your mum call you when you were in trouble?
My full name—Grace Charles (or, jokingly, ‘Disgrace’)

What’s the one tech thing your mum can’t figure out?
Taking photos! Somehow her photos are always blurry – it’s a running family joke.

How would your mum describe what you do?
Before I started working in HR, I think she saw it as just admin. Now, after hearing about my work, she’s realised how deeply human, complex, and strategic the role can be.

A Legacy of Strength

Masseh Haidary on the Women Who Shaped Him

This Mother’s Day, we are proud to feature Masseh Haidary, Oceania CEO of Global Payments. Masseh’s story is a powerful reminder that the influence of strong women can leave a lasting legacy. Not just at home, but in leadership, character, and community. Raised by a courageous mother and married to a deeply inspiring partner, Masseh’s reflections are filled with gratitude, perspective, and hope for a future where more women have the opportunities they deserve.

A Family Shaped by Resilience and Love

Growing up, Masseh’s family had anything but a traditional path. “While my cultural heritage was rooted in a tradition where men led, our family moved to Australia with nothing more than the clothes on our back when I was only one year old,” he shares. In an unorthodox move for their community, it was Masseh’s mother who stepped into the role of both mother and father, setting the tone for the life he would go on to build.

Today, Masseh’s immediate family includes his wife Mina, daughters Siyanna and Sura, and son Danial. After more than 20 years of marriage, Mina’s unwavering support has also played a major role in shaping his life. “She challenges me to get outside my comfort zone and is always my biggest support figure professionally and personally,” Masseh says with pride.

Lessons in Vision and Sacrifice

One of the defining memories Masseh carries from his childhood was a pivotal decision his mother made when times were tough. Amid financial struggles, they had the choice to move away from opportunities and community, but she chose to stay. “Against the grain, Mum was the only one who decided to stay put, rent a small place, and focus on giving us the best opportunities while sacrificing an awful lot along the way,” Masseh recalls.

Her lesson was simple but powerful: never lose sight of the bigger picture and future prosperity, even when the present feels overwhelming.

A Deepening Respect for Motherhood

Watching his wife become a mother only deepened Masseh’s admiration for the strength of the women in his life. He reflects on the early years of parenthood as a profound experience: “The sacrifice, the resilience, carrying another human and that connection a mother has was incredible.“

Through every emotional and mental challenge, Mina’s perseverance stood out. Masseh shares, “With three kids, a mother’s love, guilt and endurance — it’s powerful stuff, especially in a society that’s made it difficult for women to have the same opportunities and support required.” It’s a reality that has strengthened his commitment to being part of a generation that drives meaningful change.

Values That Anchor Every Decision

As Masseh’s career grew into senior leadership, the influence of his mother’s example never faded. “Not a day goes by where I compromise my choices or priorities,” he explains. The importance of a stable, loving home, and carrying out professional duties with empathy, are values deeply rooted in the lessons his mother modelled.

Her courage to go against cultural norms – to work, to lead, and to nurture – continues to shape his leadership style today.

A Legacy of Generosity and Courage

When asked what he would say if he could thank his mother or wife for one thing, Masseh’s gratitude is clear: “I’m eternally grateful for my mum giving me everything she had, showing me the value of generosity in life and how it gives back to you in droves.“

And after nearly 25 years together, he credits Mina to helping him continue to grow. “She’s invested in her personal development and growth, and that gave me the courage to do the same.”

Quick Fire Round

What do you call your mum?
Mal.

What did your mum call you when you were in trouble?
Just my first name.

Who needs more tech help—you or your mum?
Definitely me!

How would your mum describe your job?
A leader who follows in the steps of her leadership principles.

Leading with Love

Redefining Motherhood, Mentorship, and Meaningful Impact

For many women, the word “mother” conjures images of family, warmth, and guidance. But for some, it’s more than a title, it’s a way of being. In this special Mother’s Day feature, we spoke with Doriena Parsons whose career has taken her across the globe and into boardrooms and blended families alike. She shares how women have shaped her journey, what she’s learned as a stepparent, and why redefining motherhood could be one of the most powerful ways to change how we lead.

Finding Power in Kindness and Ambition

Across a career spanning continents and sectors, Doriena has met many remarkable women. But the ones who made the most impact didn’t shout the loudest.

“What stood out was their ability to lead with balance, strength, and integrity,” Doriena recalls. “Whether I was working in Europe, the Middle East or here in Australia, they showed up with calm, consistent leadership. They didn’t compromise their values to get ahead,they embodied them.”

Growing up, ambition wasn’t something encouraged in girls. It was often laughed off or shut down. But an early-career mentor, a woman in leadership, shifted that narrative.

“She told me something I’ve never forgotten: don’t let someone else judge the scale of your ambition, and when they do, don’t let it make you bitter. Stay fair. Stay open. Keep going.”

It’s a philosophy that’s stayed with Doriena. One that reminds us that ambition doesn’t have to be loud to be powerful, and that kindness and strength are not opposites, but partners.

On Choosing a Different Path – and Still Showing Up Fully

Though Doriena chose not to have biological children, she became a stepparent to two daughters in a blended family, and that decision shaped not only her personal life but her leadership style.

“I chose to focus on being a strong and stable presence for the girls,” Doriena shares.

“It also meant I could channel energy into my career and eventually become the main breadwinner. It was a conscious choice, and not always one that others understood.”

Some of the harshest judgments came from other women. But she stood firm in her belief: you don’t need to give birth to someone to love and support them like a parent.

As both a stepparent and mentor, she’s learned the power of presence and perspective. “I try never to tell people what to do. I offer my view and my experience. But I leave the choice to them. That kind of support, that respects autonomy, is essential in parenting and leadership.”

Some of the hardest moments Doriena has experienced have come from the sidelines – watching someone you love make a painful choice you can’t protect them from. “But those are often the moments people grow the most. Your job is to stay steady, stay close, and let them figure it out. It never gets easier, but it’s necessary.”

Mentorship as Modern Mothering

When asked about her role in supporting the next generation, she sees it as an act of reflection and belief.

“Sometimes people just need someone to reflect their strength back to them. To say: I see what you’re capable of, even if you don’t yet.”

Resilience is another core lesson Doriena tries to pass on. Life is messy, nonlinear, and imperfect. And that’s okay. “Setbacks are inevitable. But failure isn’t final. We need to build spaces where people can test ideas, try things, and feel safe getting it wrong. That’s how confidence is built – through belief, experience and freedom.”

In a world that often values speed and perfection, Doriena advocates for something deeper: the courage to grow slowly, thoughtfully, and with purpose.

Redefining Motherhood in Leadership

To her, the word “mother” isn’t limited to biology. It’s a verb, a mindset, a form of leadership.

“In business, mothering can look like mentoring with patience. It can mean creating safe spaces for others to speak up, or advocating for someone when they’re not in the room.”

But she’s quick to point out that we need to rethink the language around it.

“For too long, mothering has been associated with softness, often undervalued in professional spaces. But mothering at its best is profoundly strong. It’s about holding space, building resilience, and helping others realise their potential.”

It also means taking a stand. Saying no to toxic behaviour. Refusing to play into behind-the-scenes commentary that tears others down. “If we say we value transparency, we have to live it – even when it’s uncomfortable. Leadership should reflect our values, not just our KPIs.”

The One Piece of Advice She Hopes Young Women Take to Heart

“Be confident in what you know… and humble about what you don’t.”

Women are challenged more often, Doriena notes, and asked to prove themselves in ways their male peers are not. But confidence isn’t arrogance. And humility doesn’t mean self-doubt.

“You don’t need to justify your choices to anyone. Just make sure they’re rooted in kindness, in integrity, and in your own truth. And don’t stop there. Seek out people who see the world differently from you. That’s where real growth happens.”

This Mother’s Day: A Celebration of Quiet Confidence

For Doriena, confidence isn’t always loud. Sometimes, it’s steady. Sometimes, it’s deeply personal.

“This Mother’s Day, I hope we can celebrate the women who lead with compassion and intention. The ones who uplift others quietly, the ones whose impact is felt more than seen.”

In her view, womanhood doesn’t need to fit a mould. Neither does leadership. “We have the power to shape our lives in ways that not only serve us, but make space for others to thrive too. That ripple effect? It matters. And it starts with how we choose to lead.”

Lessons in Love, Leadership and Legacy

Mother’s Day has never been just about flowers and cards. It’s about the women. Mothers, grandmothers, aunties, stepmothers, chosen family, mentors, partners. All who show up, shape us, and stay with us long after we’ve left home. This year, we’re spotlighting real stories from our community to celebrate the resilience, wisdom, and influence of the women who’ve made us who we are.

We recently connected with some of our community members for an in-depth discussion about the women who have impacted their lives, and how that has shaped who they are today.

Special thanks to our contributors:

Strength, Sacrifice, and the Unseen Load

We know many of the women in our lives carry an emotional and physical weight that often goes unspoken, but never unnoticed. That strength is what shapes the character of those around them.

Masseh remembered a defining moment from childhood:

“Mum was the only one who decided to stay put, rent a small place, and focus on giving us the best opportunities while sacrificing an awful lot along the way.”

Jaya, too, shared the depth of sacrifice that comes with parenting and leadership:

“Sometimes as a mum, you wear the burden of guilt — wanting to be everything to everyone. But over time I’ve learned it’s not about doing everything, but being present where it matters most.”

This invisible labour, emotional, mental, logistical, is often underappreciated, but it’s foundational to how communities and workplaces function. These reflections call for a deeper recognition of that contribution.

Leadership Beyond the Boardroom

The most influential leadership doesn’t always come from titles or authority – sometimes, it’s lived quietly at home. Grace reflected on her mum’s subtle yet powerful presence:

“My mum never tried to be the loudest in the room, but her voice always carried.”

This kind of grounded leadership, rooted in values and quiet consistency, shaped how these leaders now show up in their own roles. For Jaya, motherhood and executive leadership are inherently connected:

“As a parent, I’m always thinking about the legacy I’m building for my children. But as a leader, that thinking has helped shape how I build teams, lead change, and invest in people.”

The lesson? Leadership is not about hierarchy. It’s about responsibility, impact, and showing others what’s possible through your actions.

Redefining Motherhood, Family, and Care

Not all mothers are biological. And not all families are traditional. One key sentiment discussed with our community members was about redefining what motherhood and family mean, and how broadening that definition only adds more meaning.

Doriena offered a powerful reflection on step-parenting and mentorship:

“Motherhood isn’t just about biology — it’s about showing up, about being present, and about leading with kindness.”

Masseh echoed this sentiment through the lens of his upbringing, where his mother took on both parental roles:

“While my cultural heritage was rooted in a tradition where men led, it was my mum who stepped into the role of both mother and father.”

These stories show us that care, love, and leadership don’t follow a set path — and that family is defined by connection, not convention.

Legacy in Action

In the lead up to Mothers Day, our community members reflected on the values passed down by the women which have not only shaped their personal lives, but also their entire careers. They inform how these leaders make decisions, hold boundaries, and mentor others.

Grace, for instance, shared that her mum’s integrity continues to guide her daily:

“She lived by her values and that’s what made her a true leader in my eyes.”

For Masseh, the influence of his mother’s leadership is something he carries into every room:

“Not a day goes by where I compromise my choices or priorities. I carry her strength into every room I walk into.”

Jaya echoed this, explaining how her legacy as a mother and leader intertwines:

“I want my kids to look back and say, ‘My mum was strong, but she also cared deeply.’ That’s what I want for my team too.”

These stories remind us that values aren’t taught once, they’re modelled over time. And when passed down, they become powerful tools for generational and cultural change.

This Mother’s Day

Motherhood is leadership. It’s care. It’s resilience. It’s choosing to believe in someone before they believe in themselves. This Mother’s Day, we honour the women who raised us, inspired us, challenged us, and built futures through their everyday courage.

To every mother and maternal figure, thank you. We are better because of you.

Read each contributor’s full reflective article:

The Path to the C-Suite: Lessons from a Chief Customer Officer

For many tech professionals in customer-facing roles, the path to executive leadership isn’t always clear. Yet for Alexa Kane, Chief Customer Officer (CCO) at Felix, a decade-long career spanning customer support, onboarding, customer success, partnerships, and operations laid a strong foundation for her transition into the C-suite.

From Hands-On to Strategic Leadership

Alexa attributes her career growth to a willingness to take on challenges beyond her core responsibilities. Her early roles required her to work cross-functionally, providing insights into how different business units operate together. However, stepping into the C-Suite required a shift, learning to trust her team’s expertise rather than trying to be hands-on in every function. Moving from lean, high-attrition environments to executive leadership meant focusing on strategic objectives, resource planning, and business growth rather than day-to-day operations.

“Putting my hand up for different projects and learning beyond my immediate responsibilities was a game-changer,” she explains. “Working cross-functionally and understanding how different teams contribute to the bigger picture gave me a wider perspective that I still rely on today.”

A key learning experience came from being on the receiving end of SaaS solutions. As the decision-maker for customer tools, she gained valuable insights into onboarding, service transitions, and pain points… perspectives that now shape Felix’s customer experience strategy.

Challenges, Adaptation, and Leadership Growth

Joining Felix meant stepping into a new role and company where she would need to use her strong background in B2B SaaS to understand new industries and familiarise herself with the problems the Felix platform solved. And she would have to do it quickly! Rather than seeing this as a limitation, Alexa leveraged her experience in B2B SaaS and operational leadership. By analysing systems, processes, and growth opportunities, she found ways to contribute beyond the target industry knowledge.

“Rather than trying to become the expert overnight, I leaned on the subject matter experts around me while focusing on what I knew best – optimising systems, processes, and team structures,” she says. This approach not only helped her transition successfully but also reinforced the importance of trusting and empowering her team.

Managing Imposter Syndrome and Non-Linear Career Steps

Alexa acknowledges that imposter syndrome is prevalent at all levels, particularly among women. She combats self-doubt by seeking feedback, reflecting on achievements, and challenging negative self-talk.

“Negative self-talk is something I’ve had to actively work against. Recognising it and consciously shifting my mindset has helped me push through moments of uncertainty.”

She also emphasises the value of taking non-linear career steps, moving sideways or even backward at times to develop critical new skills. These decisions, while unconventional, ultimately accelerated her career.

Advice for Future Leaders

For those aspiring to executive leadership, Alexa’s advice is clear: embrace challenges outside your defined role, be proactive in optimising team performance, and balance efficiency with empathy. She stresses the importance of strategic time management, effective delegation, and adaptability, key traits that distinguish functional leadership from C-suite leadership.

1. Step outside your comfort zone. Raise your hand for projects beyond your direct role. The experience you gain will accelerate your career faster than you think.
2. Seek to learn from leaders in other departments. Ask questions and understand the functions, goals, priorities, ways of working and thinking from divisions such as Finance and Engineering. This will be a huge contributor to developing your wider business acumen.
3. Balance data-driven decisions with people leadership. Efficiency and effectiveness are critical, but so is building a strong, engaged team. Don’t underestimate the impact of culture.
4. Be strategic with career moves. A lateral or even backward step can sometimes be the smartest move for long-term growth. If it builds new skills, it’s worth it.
5. Own your achievements. Women, in particular, need to get comfortable acknowledging their successes. Take credit for your contributions.
Develop strong time management skills. The jump from team leadership to business function leadership requires a shift in prioritisation. Being ruthless with your time is essential.

A Journey of Adaptability and Impact

Reflecting on her career, Alexa is proud of her adaptability and openness to new opportunities. “I never had one rigid end goal. I let my career evolve naturally, and that’s what led me here.”

She also recognises the significance of her current role. “Being the first female executive at Felix and the first Chief Customer Officer advocating for customer experience at the executive level is something I’m incredibly proud of.”

For those looking to follow a similar path, her message is clear: Leadership isn’t about knowing everything, it’s about learning, adapting, and trusting in the expertise of those around you.

AI in Action Recap

On March 19, industry leaders and AI enthusiasts gathered in Sydney, Melbourne, and Perth for an insightful discussion on how AI is reshaping the way we work and live. This panel event brought together experts from diverse industries to share their experiences, challenges, and strategies for using AI effectively and responsibly.

Special thanks must go to our hosts, BMP Technologies (Sydney), Shell Energy (Melbourne) and Rio Tinto (Perth).

The evening was filled with thought-provoking conversations, personal insights, and unforgettable one-liners. The event provided a balanced view of AI’s potential, highlighting its opportunities and challenges.

Key Takeaways from the Panel

AI isn’t a magic fix, it’s a tool. The real power lies in how we use AI, not in the technology itself. Leaders must be intentional in leveraging AI to enhance productivity and decision-making rather than replacing human expertise.
Ethical AI matters. One of the biggest risks with AI adoption is blindly trusting its outputs. The panelists across Sydney, Melbourne and Victoria all stressed the importance of questioning data, monitoring AI-generated decisions, and implementing guardrails to prevent bias and unintended consequences.
AI is most valuable in consumption, not just development. Many of AI’s best applications come from how we use it in day-to-day life, from automating repetitive tasks to enhancing creativity and strategic thinking.
Career mobility in AI is growing. A major discussion point across all three events was how professionals, especially those without a technical background, can transition into AI-related roles. Curiosity and a willingness to learn are key drivers for career growth in this space.
Leaders need better AI education. There is still a significant gap in understanding AI’s capabilities at the leadership level. Decision-makers must invest in proper AI education to ensure responsible and effective adoption.

Tools to Consider

During the events, several AI-powered tools were discussed that are making a real impact across industries:

ChatGPT & Claude – For content generation, brainstorming, and idea refinement.
MidJourney & DALL·E – AI-powered design and image creation tools.
Notion AI & Grammarly – Enhancing writing, summarization, and organization.
Synthesia & ElevenLabs – AI-generated video and voice solutions.
AI-powered automation tools (Zapier, Make) – Helping teams streamline workflows.

One unexpected game-changer? AI can categorise and summarise handwritten notes – even post-its!

The Bias Challenge: AI and Representation

A crucial topic of discussion was bias in AI. Many AI systems inherit biases due to historically male-dominated data sets, which can lead to skewed outcomes and reinforce existing inequalities. The panel highlighted why diverse teams are essential in AI development – to clean data, question biases, and ensure inclusive decision-making.

AI presents a net gain of opportunities, but only if we intentionally include women and underrepresented groups in its development. Without diverse perspectives, we risk perpetuating inequalities rather than solving them.
The call to action? Put the customer at the centre of AI use cases. Ensure that AI aligns with business objectives, ethics, and, most importantly, human needs.

Final Thoughts

The discussions were dynamic, the energy was high, and the takeaways were invaluable. AI is not just shaping the future of work… It’s already here, and how we engage with it will define the next decade.

A huge thank you to our incredible panelists:

Melbourne, powered by Shell Energy

Jessica Dawson (NAB)
Kimberley Morrison (Aurecon)
Daniela Paino (Shell Energy)
Amanda Bennie (HESTA)
And our MC And WID Ambassador Vinojini Nair (GHD)

Sydney, hosted by BMP Technologies

Sushma Murthy (MedConnect AI)
Laura Brock (Crowdstrike)
Sam Garven (Hello Canopy)
And our MC and WID Ambassador Stevie-Ann Dovico (Beyond Bank)

Perth, powered by Rio Tinto

Leon Burgin (Woodside Energy)
Dr. Rachna Dhand (Rio Tinto)
Ming Johanson (Marketing Jumpstart)
And our MC and WID Ambassador Nadia Reyhani (Trust AI)

And, of course, to everyone who attended and contributed to the conversation! Stay curious, question everything, and remember: AI is only as good as the people using it.

Women in Digital’s Employer of the Year: Evinact’s Path to Excellence

Evinact, previously known as GWI Australia, has firmly established itself as a diversity champion in the professional services sector, earning the prestigious Employer of the Year title at the 2024 Women in Digital Awards. This achievement recognises Evinact’s unwavering commitment to diversity, equity, and inclusion (DEI), alongside its efforts to cultivate a workplace where employees thrive professionally and personally.

Through its innovative programs, people-first culture, and focus on creating impactful change, Evinact demonstrates how fostering a diverse and inclusive workplace can lead to both commercial success and meaningful societal contributions.

A People-First Workplace

At Evinact, employees are seen as the company’s greatest asset. This belief is reflected in their holistic approach to employee well-being, which has been instrumental in their Great Place to Work® certification for three consecutive years. Impressively, their survey results improved from 97% in 2022 to 100% in 2023, with employees highlighting the meaningful work they undertake and the supportive culture as key reasons for their satisfaction.

Evinact’s commitment to flexibility and mental health sets it apart. With 80% of employees now benefiting from flexible working arrangements, as well as access to an Employee Assistance Program, Evinact prioritises balance and resilience in a demanding field. Regular team events, such as the monthly Better Together Day, encourage collaboration and cross-functional connections, fostering a vibrant workplace culture.

Diversity as a Driver of Success

Diversity is not a checkbox at Evinact; it’s a core value. With 43% of their workforce identifying as women and 41% born overseas, Evinact actively reflects the communities they serve. Their commitment to gender diversity is evident in their recruitment process, which ensures a minimum of one female representative in every interview.

Evinact recognises the intrinsic link between diversity and commercial growth. Their team, composed of individuals from various cultural, linguistic, and professional backgrounds, enhances their adaptability and enriches their approach to solving complex business problems. As a result, Evinact has attracted top talent, with an average tenure of 4.97 years – double the industry average.

“We believe that diversity strengthens our teams, enriches our solutions, fosters a sense of belonging, and enhances our ability to make a meaningful difference.” shared Michelle Teis, Managing Partner and 2021 Women in Digital 2021 Data Leader of the Year Winner.

Programs That Make an Impact

Evinact’s leadership development programs and initiatives exemplify their dedication to empowering employees. These include:

Unconscious Bias Training: Ensures a fair and inclusive workplace.
Leadership Development Workshops: Supports team members in progressing their careers.
Study Leave: 10 days per year to pursue professional growth.

“We believe that diversity strengthens our teams, enriches our solutions, and enhances our ability to make a difference,” shared Michelle Teis, Managing Partner and 2021 Women in Digital 2021 Data Leader of the Year Winner.

Advice for Building Inclusive Workplaces

Evinact’s success did not happen overnight. They faced challenges, such as achieving gender balance in leadership roles and navigating recruitment biases. Their approach offers valuable lessons for organisations aspiring to improve DEI:

Embrace a Human-Centric Hiring Process: Evinact reviews every résumé manually, avoiding reliance on automation that might overlook diverse talent.
Create a Culture of Belonging: From flexibility to robust mental health support, prioritising employee well-being builds loyalty and satisfaction.
Lead with Intention: By setting clear DEI KPIs and embedding them into leadership accountability, Evinact ensures diversity remains a strategic priority.

Celebrating the Win

Winning Employer of the Year in 2024 is a testament to Evinact’s dedication to creating a workplace where everyone feels valued and empowered. This award reflects the collective efforts of the team and serves as a beacon for the industry, showcasing how even without big budgets, meaningful change is possible.

“Our people are the heart of everything we do. This award is not just recognition of our achievements, but a celebration of the incredible team that makes Evinact a truly special place to work,” stated Michelle Teis, Managing Partner.

As Evinact continues to break barriers and lead by example, their journey inspires others to prioritise diversity, equity, and inclusion—not just as business imperatives, but as catalysts for a better future.

The WIDAwards is one of Australia’s leading industry awards to celebrate women within the digital industries and diversity champions. Created from the idea that ‘you can’t be what you can’t see’, the WIDAwards is designed to champion women in digital and celebrate leaders across fields including software, marketing, innovation, data, UX and more.

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What would you do with an extra $28,425?

For every $1 a man earns, women earn 78 cents on average. This adds up to a yearly difference of $28,425. It’s a hard number for us to look at, and with the release of the 2023-24 Employer Gender Pay Gaps Report by the Workplace Gender Equality Agency (WGEA), Australia is shedding light on the persistent gender pay disparities across the country.

With data from 7,800 private sector employers and 1,700 corporate groups, this report provides a benchmark for companies to drive change. For women in digital and tech industries, these insights are crucial to understanding where the sector stands and what actions are needed to close the gap.

Understanding the Gender Pay Gap

The gender pay gap represents the difference in average remuneration between men and women, expressed as a percentage of men’s earnings. It is not the same as equal pay, which ensures men and women are paid equally for the same work. The gender pay gap, however, reflects broader disparities in workforce composition, career progression, and barriers to leadership roles.

Key Data Points from the Report

Half of employers have an average total remuneration gender pay gap larger than 12.1%.
The median gender pay gap stands at 8.9%, reflecting a 0.2 percentage point reduction from the previous year.
72.2% of employers have a gender pay gap favoring men, while only 6.5% favor women.
15.3% of employers are achieving gender pay parity, maintaining a pay gap within the target range (-5% to +5%).
68% of employers conducted a gender pay gap analysis, a critical first step in identifying and addressing inequalities.

Tech and Digital Industries: Where Do We Stand?

Tech and digital industries continue to grapple with gender disparities, particularly in leadership roles and high-paying positions:

Men are 1.9 times more likely to be in the highest pay bracket.
Women are 1.5 times more likely to be in the lowest remuneration quartile.
The highest pay quartile earns 3.7 times more than the lowest quartile, reinforcing income inequality.

Industry Comparisons and Challenges

Industries with higher male representation in leadership tend to have larger pay gaps. For instance, construction has an average pay gap of 25.3%, while education has a lower pay gap at 9.1%. In tech, a key challenge remains the underrepresentation of women in senior roles and high-growth areas such as cybersecurity, cloud, and AI.

“We need to ensure that organisations have active strategies in place to remove barriers and build equal pathways to well paid roles. With this increased data transparency and peer-to-peer benchmarking, there is no longer an excuse.

Organisations like Lorna Jane have demonstrated leadership in transforming their gender pay gap from 37.1% remuneration gap down to 2.9% in 12 months. This shows that tangible change in a short space of time is truly possible”
– Holly Hunt, Founder and CEO of Women in Digital

What Needs to Happen Next?

For employers in digital and tech, this report serves as a call to action.

Conduct Gender Pay Gap Analyses

Only 68% of employers have conducted a gender pay gap analysis, despite strong evidence that transparency leads to better outcomes. While the WGEA mandate requires companies with 100+ employees to report on gender pay equity, businesses of all sizes should proactively assess their data.

Companies with clear pathways to promotion and structured remuneration growth for all genders see higher retention rates, improved performance, and stronger financial returns. Identifying pay gaps is the first step toward meaningful change. Commercially, it just makes sense to attract, retain, and grow all employees equally.

Increase Female Representation in Leadership

Women are underrepresented in high-paying tech leadership roles, and for many reasons. The time when women move into leadership often coincides with increased caregiving responsibilities, impacting career progression. Employers can take action by:

Ensuring flexible work arrangements support career growth without sacrificing work-life balance
Providing equal-access parental leave for both men and women to foster shared caregiving responsibilities.
Implementing structured leadership development programs that actively support women’s career progression in tech.

Address Workplace Bias

Unconscious bias impacts hiring, promotions, and salary negotiations, widening the pay gap. To address this, companies should:

Implement structured pay transparency to ensure salary decisions are equitable.
Audit promotion pathways to identify and remove systemic barriers.
Train hiring managers to recognize and mitigate bias in recruitment and performance evaluations.

Enhance Workplace Policies

Parental leave, flexible work arrangements, and structured return-to-work programs play a crucial role in retaining women in tech careers. Companies leading in gender equity invest in:

Comprehensive parental leave policies that encourage career continuity.
Flexible return-to-work programs that ease transitions back into the workforce.
Sponsorship and mentorship initiatives to support women’s leadership progression.

Benchmark Against the Industry

Employers should leverage WGEA’s Data Explorer to compare their performance and set clear targets for improvement. Industry benchmarking allows organisations to measure themselves against peers. If other companies in the same sector have a lower pay gap, it’s worth asking why. Taking proactive steps to close the gap is not just an ethical decision, it’s a strategic advantage.

Final Thoughts

While progress is being made, the gender pay gap in tech remains a significant challenge. As individuals, advocating for pay transparency and career progression is key. As organisations, implementing structured policies and fostering a culture of equity and inclusion will drive meaningful change.

For women in digital and tech, now is the time to leverage these insights, advocate for fair pay, and push for systemic industry-wide transformation.

You can download a copy of the Employer Gender Pay Gaps report here.

The New Year, New Career Move: Key Interview Questions to Ask

Did you know that January is the most popular month for career moves? Whether you are an employer seeking fresh talent or a professional looking to take the next step in your career, preparing for interviews is crucial. Asking the right questions can help spark meaningful conversations and ensure a great fit for both parties.

To help you navigate this process, here are some insightful questions designed to assess strategic thinking, problem-solving abilities, and leadership style, along with general tips for making the most out of your interviews.

Strategic Thinking Questions

Strategic thinking is essential for any role, helping professionals align their goals with the company’s vision. Consider these questions to gauge a candidate’s long-term approach and alignment with your team:

How would you approach your first 90 days in this role?
What does a strong partnership look like to you in a professional setting?
What’s a unique skill or trait that sets you apart?
Can you share a moment you’re most proud of in your career?
What’s your perspective on balancing performance feedback with recognition?

Tip: When answering strategic thinking questions, focus on providing specific examples that showcase your ability to align your personal goals with the company’s objectives.

Problem-Solving Questions

Problem-solving skills are crucial in any dynamic work environment. These questions help uncover how a candidate thinks on their feet and approaches challenges:

Tell me about a time you had to handle a challenging situation at work—what was your approach?
Have you ever had to challenge a decision made by leadership? How did you navigate it?
Share an example where you persuaded others to consider an alternative solution.
How have you developed strategies to grow or support talent within a team?
Can you describe a situation where data influenced a key decision you made?

Tip: Employers value candidates who demonstrate resilience and adaptability. Be sure to highlight your thought process and problem-solving strategies effectively.

Leadership Style Questions

Leadership isn’t just about managing people; it’s about inspiring and empowering them. Use these questions to understand a candidate’s leadership philosophy:

How would you describe your approach to leading and inspiring a team?
What’s your process for ensuring resources are effectively allocated across projects?
How have you mentored or supported colleagues to help them achieve their goals?

Tip: Authenticity is key when discussing leadership. Share real-life experiences that highlight your leadership values and impact on others.

General Interview Tips

In addition to asking the right questions, here are a few general tips to help you make the most of your interviews:

Research the company: Understand the organisation’s mission, values, and recent developments to tailor your responses accordingly.
Practice your responses: Structure your answers effectively using the STARL method (Situation, Task, Action, Result, Learning).
Ask thoughtful questions: Demonstrate your interest and curiosity about the role and company by preparing insightful questions of your own.
Mind your body language: Confidence, eye contact, and active listening can leave a lasting impression.
Follow up: Sending a thoughtful thank-you email post-interview can reinforce your enthusiasm and professionalism.

Pro Tip: Leverage the STARL Method

Encourage candidates to structure their responses using the STARL method. Using this approach helps ensure responses are clear, concise, and impactful.

Situation – Set the scene.
Task – Explain the objective.
Action – Describe the steps taken.
Result – Share the outcome.
Learning – Reflect on key takeaways.

Ready for Your Next Move?

Whether you’re interviewing candidates or preparing for your career move, having the right questions and strategies in place can lead to better opportunities and stronger professional connections. Taking the time to reflect on your experiences and present them effectively will set you up for success.

Here’s to new opportunities and meaningful connections in 2025!

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