March 8th is International Women’s Day, a day in which we celebrate women’s achievements, raise awareness against bias, and act for equality. This year, the theme is #AccelerateAction. Focusing on the need to Accelerate Action emphasises the importance of taking swift and decisive steps to achieve gender equality. It calls for increased momentum and urgency in addressing the systemic barriers and biases that women face, both within personal and professional spaces.
This year we had the great opportunity to speak with DHL Express’ Vice President of CIS Leadership Development, Change Management & Facilitation, Kate McCourt.
Kate has a proven track record in organisational development and change leadership within the transportation and logistics industries. She is skilled in management, business process improvement, organisational development, executive education, instructional design, digital learning experience design, talent pool and capability management, as well as talent management and performance coaching.
We asked Kate four questions about International Women’s Day and what the day means to her.
NKD: Welcome Kate, and we hope you are well. The 8th of March marks International Women’s Day. What are your thoughts and feelings around this day?
Kate McCourt: It’s an interesting question, and my first reaction is that I wish we didn’t need this day. It feels like a sign that we still have a long way to go and a lot more to do. However, I also see it as a fantastic opportunity. Over the past 20 years, I’ve seen the day become more popular and recognised, which I think is great. It’s a chance to highlight the achievements of women in science, technology, the arts, and design, as well as to elevate those who are leading the way.
It’s about giving a voice to those who may not always be heard and shining a light on the amazing things women are accomplishing. People celebrate the day in different ways or not at all—but I’ve shifted my mindset over the years. I used to wonder why we even needed this day, but now I see it as a valuable opportunity to connect with people and serve as a role model. It’s also a chance for young women and girls to see that there are clear paths forward for them.
So, while I have mixed feelings about the day itself, I really appreciate how it’s evolved and the progress we’ve made. My hope is that, someday, we won’t need this day, or that it will become simply a celebration of women—without needing any special reason other than to honour and appreciate them.
NKD: Are there any ways you actively champion gender equality?
Kate: I hadn’t considered that until just now. Perhaps I do this in several ways. One way is in my role as a manager, and another is through what I do in my organisation. I help with cultural transformation, which means I keep watch to see if we’re representing not just the organisation as it is today, but also the organisation we aim to be in the future. I help share with people that there is a future where things will look different and better. I think this is part of striving for equality.
While we may not always achieve parity, equality and more importantly, equity—ensures that everyone has the opportunity to get the support they need. We also look towards the future, knowing there’s a space in organisations for everyone. This ties into how I show up as a woman, to be a role model, and how I create opportunities in my team for people to engage, no matter who they are.
In addition to that, I also look at the interventions I lead and bring attention to ensuring we are representing a variety of people, showing diversity. I put focus on this, and when we get feedback, I make sure to listen and ask, “Who else can we bring to the table?”.
NKD: So what do you think are the most important actions that organisations can take right now to accelerate gender equality in the workplace, and how can these changes be sustained?
Kate: There are probably a few things that organisations can do right now, though for some it may not be a quick fix. One thing is to look at your numbers—what gets measured gets done. If you want to assess whether you have gender equality and if you’re moving in the right direction, start by reviewing your workforce data. What’s the distribution of your workforce? What does your hiring process look like, and are you attracting candidates who will help you achieve greater equality in your selection process? Measure it and see where you stand.
Another thing organisations can do is equip and enable their managers to have the right conversations. We often make assumptions about what someone may want or need based on our own experiences—perhaps from 15 years ago—but you really don’t know what someone wants until you ask them. For example, a woman or a man, regardless of gender, might not be ready to take on something right now, but that doesn’t mean they won’t want to in the future. The answer is often “not yet.” The key is for managers to follow up and ask, “What do your next steps look like? How can we create a development plan for you? Would you like to follow up with me in six months, twelve months, two years, or three years?” It doesn’t matter—just open that door and let them know the opportunity is there, even if it’s not right now.
When asked for nominations or during a hiring process you feel someone is not quite ready for a particular role, as a manager, you need to identify why and put a plan in place to help them develop. The goal is that, when the opportunity arises again, they’re ready for it. So, there’s a lot that can be done. But the first step is to measure it—get your numbers right. Equip your managers to have the right conversations, and if someone’s not quite ready for a position, approach it with a “not yet” mindset. Then, put a development plan in place so that when the time comes, both you and the individual are ready.
NKD: If you could give one piece of advice to women joining the workforce, what would it be?
Kate: One piece of advice: Think big, start small.
What does that mean? It means you can have big ambitions and dreams, and approach things with that mindset. Then, begin from where you are—put in the hard work. Also, focus on building your relationships, thinking about what you want for the future. When you adopt this mindset and share it with others, you’ll find that anything is possible.
NKD: Thanks Kate!
For more content on this year’s International Women’s Day campaign, click here.