Get to know Sharon Peake – Founder & CEO, Shape Talent

What’s your view on the current state of gender equity?  

It is an interesting and unnerving time for EDI. In light of recent geopolitical and societal shifts, such as the US’s Executive Orders and the UK supreme court’s controversial transgender rights ruling, EDI is​ in the spotlight and organisations with some organisations under pressure to step back from their EDI commitments. At the same time, the regulatory environment in Europe is very different with – generally speaking – a much more pro-EDI stance, for example governments in France and Germany  reiterating their commitment to EDI. For multinationals operating across continents, there is now a complex array of regulations to comply with. In Europe there have been a small number of large corporates downscaling or stopping their EDI efforts, whereas the majority remain committed to their EDI programmes. This is a pivotal moment for EDI practitioners and the wider industry​. T​ime will tell how much impact these US influences will have, more broadly. 

What’s been a defining moment for you as a woman in your career?  

In 2009 the Chief HR Officer of my (then) employer asked me to run a project looking at Gender Diversity across the organisation. I was resistant to this initially, as – truth be told – I didn’t believe there was a problem. I was in my 30s, on the up in my career, and wasn’t aware of any gendered barriers in the workplace. I was surprised, therefore, when I found the data revealed consistent patterns: women getting lower performance ratings, lower bonuses, fewer promotions, being less represented ​in succession​​ and so forth. And this pattern played out across ​countries​​ and ​functions​​. Once I saw the data, I couldn’t unsee it. I finally realised that just because I hadn’t personally experienced these barriers (spoiler alert – I did later in my career), it didn’t mean they didn’t exist. This experience was a key moment that ultimately led me to setting up Shape Talent – to identify and address the barriers that prevent women being equally represented in leadership.  

What’s your own experience of the Three Barriers and what tips would you give women navigating their own barriers?  

In my 30s I was told by my boss in a major corporate that I needed “a few more grey hairs” to be considered for promotion. He (who by that stage of life had receding grey hairs) argued that I wouldn’t have the credibility with the Executive Team – themselves all at least 20 years my senior – until I was a bit older. I internalised this and believed it for a long time. Years later it dawned on me how that advice was simply gendered ageism. There were young, high potential men appointed to senior roles, but few young high potential women. My advice to others? Always critically evaluate the feedback you’re given – think about who is giving it, what is the context and what is their agenda. Seek ​multiple​​ people for career advice and triangulate your data. 

What do you like to do in your spare time?  

I have a young daughter and so most of my spare time is spent with her and my husband, but when I can I love to travel to new places (59 countries and counting, to date) and scuba dive (though it’s been a long time since my last dive). I’m also a big animal lover; I have a rescue cat called Coco, and am a Trustee of an international wildlife conservation charity – Born Free Foundation.