Driving change: the benefits and challenges
There is no doubt that a gender-balanced leadership team drives change, innovation, and improved performance. At Amey, we have seen the tangible benefits of having a more diverse team at senior level, everyone bringing different perspectives, approaches, and leadership styles that collectively strengthen our ability to solve complex problems. But the challenge goes beyond my individual experience; it’s about creating an industry that attracts and retains more women at all levels, from frontline roles to leadership.
Breaking down barriers for women in the industry
Early in my career, I experienced the challenges of being one of the few women in operations. A lack of role models fuelled self-doubt, while unconscious bias and outdated policies hindered recruitment, retention and progression. To build a truly inclusive workforce, we must tackle these issues head-on."
Having completed the Women@Amey leadership programme in 2019, I progressed and secured my current Account Director role in 2022. I’m grateful for the support networks and mentorships that have helped me grow, develop and learn. Yet, for many women, these opportunities are still not the norm. The statistics speak for themselves:
Only 26% of the UK transport sector workforce identify as women. In the UK construction industry, women make up just 17% of the workforce. And while the number of women in engineering roles has inched up to 16.5% worldwide, it’s clear we have a long way to go.
Turning words into action
This data tells an important story, but it also points to a critical issue: Are we doing enough at the most basic levels to attract and retain women across all areas of the industry?
A diverse team doesn’t just happen; it requires a fundamental shift in how we think about leadership and team dynamics. Creating an inclusive culture isn’t about displacing men, but about embracing a balance of perspectives. When we nudge our culture to become more inclusive, we unlock the potential for new ideas, challenge the status quo, and elevate the quality of our work. This kind of mindset shift has been core to Amey’s success, and it’s something I’m deeply committed to fostering within my team.
However, creating this change isn’t just about policies and programmes—it’s about everyday actions. It’s about ensuring that the talented women around us have the confidence to step up and take on roles they may not traditionally see themselves in. My leadership style is rooted in empowering others, giving them the confidence to believe in their capabilities, and helping them overcome the self-doubt that can often hold them back. In my current role, I have the privilege of working with a diverse team of highly knowledgeable professionals, and our varied perspectives make us stronger and more innovative as a unit.