She has built a career in hospitality, playing a key role in the strategic repositioning of Park Hall at Charnock Richard following its pandemic closure and reopening under new ownership.
Through strategic marketing, community engagement and an inclusive event programme, Rafiya helped reposition the hotel as a recognised multicultural destination in the county, particularly for South Asian and African communities.
She says: “Women continue to be underrepresented in senior leadership roles across Lancashire due to structural barriers such as limited flexible leadership opportunities, unconscious bias in progression and a lack of visible female role models at leadership level.
“These challenges are often heightened for women from minority and immigrant backgrounds and for those managing long-term health conditions, where resilience and capability are frequently overlooked rather than recognised.
“To improve representation, organisations must embed flexibility at senior level, actively sponsor women with leadership potential and value impact and outcomes over traditional presenteeism.
“Recognising resilience, lived experience and inclusive leadership styles alongside commercial performance will allow more women to progress, lead authentically and contribute to sustainable, high-performing organisations across Lancashire.”
“Many sectors, including our own in software development, are traditionally dominated by men. So, it is vital that those businesses offer the same opportunities for employment, promotion and leadership to women.
“This includes eliminating any subconscious bias when it comes to advertising job roles. Creating an office environment women want to stay in is important, with clear policies in place that are enforced for issues like harassment and discrimination.”
SOPHIE GRAY
Managing director, ICT Reverse
Sophie’s career at the Morecambe based data disposal company spans 16
years of dedication, growth and leadership.
She joined the business in July 2009 as a finance assistant and progressed through key roles across finance, operations and HR. This breadth of experience has given her a deep, practical understanding of the organisation.
Appointed MD in June 2024 she has delivered a 22 per cent rise in turnover and a 46 per cent hike in profitability this financial year. She balances senior leadership with family life as the mother of two young daughters.
Sophie says: “When studying for my CIPD Level 7, I read many articles on women in leadership.
“One of the most relative statistics was that women who felt they did not fulfil 100 per cent of a job description would decide not to apply, versus men, who would apply when they met just 60 per cent of the criteria, creating a male heavy candidate pool.
“I completely connected with this. It perfectly described the debate I have with myself about my skills and qualifications. How I question whether or not I am ‘up to the job’, or if I am performing to a satisfactory level. I have been that person who would not apply because there was an element of the criteria I didn’t feel I fulfilled.
“I’m sure I am not alone in these thoughts and this is a significant factor affecting the number of women leading business in Lancashire.
LAURIE TAYLOR Claims manager, VARS Technology
The first employee hired by Blackpool headquartered VARS Technology, Laurie now oversees a 20-strong claims department that drives the target revenue stream for the business.
The claims team recovers more than £3m a year in stolen fuel costs on behalf of the company’s forecourt customers. As well as playing a pivotal role in the day-to-day operations of VARS she has contributed significantly to the development of its industry- leading software platform, which is used by more than one-in-eight petrol stations.
Laurie says: “There is plenty of talent and leadership from women in the county, when they are given the opportunity.
“Internal support is a major factor here. Businesses must promote succession planning, identify talented women, and highlight the pathway of progression to them, encouraging confidence in their ability and identifying that they can not only achieve those leadership roles, but also thrive in them.”
HAMERA BANO
Chief executive, HKS Consultancy Group (trading as 24HR Healthcare)
Hamera is a
Lancashire entrepreneur who founded Nelson based 24HR Healthcare in 2009. It has grown into a national healthcare workforce provider with offices in Yorkshire and Wales.
She is also committed to social impact and has worked closely with charities and community organisations, supporting the homeless, young and vulnerable people, and helping individuals back into employment.
Hamera says: “Leadership and equality start at home. As a mother of a teenage son and daughter I teach them the importance of fairness, resilience and ambition. I want my daughter to grow up believing she can achieve anything.
“I have built businesses from the ground up and I have seen firsthand how structural barriers, cultural expectations and unconscious bias limit women’s progression, while many balance career ambition with family responsibilities.
“Change requires action: mentorship, flexible working, celebrating female role models and women supporting women.
“By empowering women to lead, Lancashire organisations gain innovation, resilience and lasting positive impact for teams, communities and the wider economy.”
EMILY MACAULAY
Shared services director, ProFM Group
Emily’s journey with the Chorley
headquartered facilities management provider began straight out of school as a business administration apprentice.
She quickly discovered a passion for business and growth and after five years was promoted to head of business development, working closely with the senior leadership team to drive new sales and expansion.
In 2023 she progressed to group director of sales, contributing at board level to shape growth, strategy and revenue focus. Her latest promotion came in August last year. In her new role she leads compliance, HR, marketing and legal to support cross-functional strategy, while mitigating risks to the business.
Emily says: “Working in a male-dominated industry, the lack of women in senior leadership quickly became apparent.
“Client meetings with female decision makers were rare, reflecting a wider challenge across Lancashire, where many leading businesses operate in traditionally male-dominated sectors.
“This can limit visibility, confidence and progression for women aspiring to leadership roles.”
She adds: “Today I am both the youngest board member and the only woman. While initially daunting and accompanied by moments of imposter syndrome, I now know I belong at the table, contributing ideas that shape growth and strategy.
“To improve representation, we must normalise women in leadership by sharing real stories, championing role models and actively supporting progression in male-dominated industries.
“Visibility, mentorship and inclusive cultures will be key to shaping a more balanced future for women in business leadership.”
Continued on Page 34 LANCASHIREBUSINES SV
IEW.CO.UK
▸ Feature in the next issue of Lancashire
Business View Opportunities to raise your profile with 50,000 readers include:
▸ Business Essentials: Wills and Probate Relevant for legal advisors, tax specialists, wealth managers and advisors.
▸ Business Growth: Franchising and Licensing
Relevant for franchise experts, legal advisors and funding and financial specialists.
For advertising opportunities please contact Joanne Hindley on 07442 949697 or email
joanne@lancashirebusinessview.co.uk
exposure
Online
8,000 Email
subscribers
30,000
Page views per month on
the website
37,500 Social media followers
33
WOMEN IN BUSINESS
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70
