ALISON GREEN


DIRECTOR, WOMBA (WORK, ME AND THE BABY)


CAPITALISING ON WORKPLACE SHIFTS TO BOOST WOMEN'S


CAREERS For Alison Green, corporate coach and director of WOMBA (Work, Me and the Baby), growing up in South East Asia during her teenage years was a transformative experience, both personally and professionally.


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he says, “It widened my horizons and has strongly influenced my career choices and direction. During the early part of my career I spent a work placement in Hong Kong at 19,


specialised in global advertising accounts and moved to Singapore to set up an advertising agency network across Indochina at 27.” She found that experiencing different cultures


prompted her to become more aware of and question her assumptions and understand the importance of different perspectives and value differences. She built on this early experience during her career, at the centre of which has been communication and an understanding of people and relationships. Alison


is a champion of diverse and inclusive


workplaces in which everyone can thrive. She has served on diversity and inclusion (D&I) committees, led culture- change programmes and is currently chair of an ESG (environmental, social and governance) committee. Alison is also an associate coach at Hult Ashridge and a European Mentoring and Coaching Council senior practitioner.


COMMUNICATION IS KEY “At the heart of my skillset is an understanding of people – consumer behaviour, customer relationships, employee engagement, cultural change and leadership development,” she says. “I’ve updated these skills and applied them in different ways throughout my career. “My early experiences led me to truly appreciate how


valuable diverse thinking is, and inclusive cultures are, to our world. This has become increasingly central to my career and purpose. “Increasingly organisations are recognising and


realising the benefits of a more diverse workplace and leadership,” she says. There is now a wealth


of data and evidence


demonstrating how diverse leadership makes commercial sense. In fact, McKinsey research has shown that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above- average profitability than companies in the bottom. Alison believes that the shift to more flexible and


hybrid working practices will also make it possible for more female leaders to take advantage of the opportunities to step up and not to have to make tough choices between career and family. However, one area for improvement is a greater


understanding of the differences between male and female career paths. Offering targeted support to female leaders at


providing access to mentors, coaches and role models, will encourage them to put themselves stretch roles and opportunities.


all stages of their career, for example by forward for


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