Be the victor, not the victim’ – Rebecca Mander on the importance of mindset

GuruYou founder Rebecca Mander (pictured) channelled her energy into business coaching following the traumatic loss of her son. Here, she talks about the importance of mindset in making impactful change as a woman in business.

What inspired your career or business journey?

In 2007, I was the MD of a large electronics company when we lost our son Charlie.

This personal trauma during a period of leadership helped me understand firsthand what it is to be a leader - trying to act the part, when internally you are falling apart.

Seven years later I decided to leave my role and channel my energy into business coaching, so I retrained at Warwick University.

What’s the biggest challenge you’ve faced as a woman in business and how did you overcome it?

My own mindset has been my biggest challenge. Of course, we are shaped by the voices of people and micro or macro aggressions - but I chose to be influenced by the fewer voices in the room than ones I should have trusted but dismissed for fear they were “just being nice”.

What’s one key piece of advice for women looking to succeed in your industry?

Choose to be the victor, not victim, of your career. If you are waiting for change to happen, you are being reactive, not proactive, and have little control or influence which leaves you in the victim space.

We need to have the mindset that we will forge ahead regardless of the challenges and if we need help to do that, we will seek it wherever we can.

There are enough good leaders and mentors out there working towards gender parity for us to get the advice we need to encourage us so ask for guidance!

How has gender equality in business changed and what still needs to improve?

In my sector of law, much has been done to improve parity at senior level and some firms such as Irwin Mitchell and Chamber award winners, Spencer Shaw Solicitors, buck the trend with more women partners than men.

There are companies with initiatives to encourage more female leaders, including my Bounce Mindset Programme. That was focused on encouraging parity at No5 Chambers last year.

Still though, seeing ethnic minority women in positions of power is far too rare with only 8 per cent of partners male and female from ethnic minority backgrounds.

The Maternity Gap - 32 per cent of women leave the UK workplace following the birth of a child. Workplaces need to encourage partners to take up the ability to share paternity leave with the mother.

Currently only 2 per cent are taking up the opportunity to do this.

The Gender Pay Gap often dismissed as impossible to pay someone differently to another gender. ONS figures in 2021 show a pay gap that increases from 1 per cent up to the age of 29 to 15 per cent for a woman around the age of 40.

Companies need to ensure every opportunity is made for a woman to be eligible and considered for promotion and investment throughout her maternity leave.

Opportunities for growth (and therefore higher pay) are not being presented and distributed equally.

Offers for promotion, presenting, training, meetings, sponsorship need to be shared amongst employees with a focus on achieving parity as the organisation works together.

How has being part of GBCC supported your business or career?

Much greater visibility and opportunities thanks to giving and receiving support.

This year’s IWD theme is Accelerate Action. Given that gender parity may take until 2158 what does IWD mean to you, and how can we drive faster change?

Speak out. Be the change you want to see.