The APSCo webinar brought together a panel of accomplished female leaders from various industries to share their experiences, insights, and strategies for overcoming workplace challenges.
The session focused on key themes such as imposter syndrome, psychological safety, leadership, workplace inclusion, and supporting the next generation.
Chair:
- Samantha Hurley – Operations Director, APSCo UK
Panelists:
- Kelly Morton – Fractional Executive, The Fractionals.ai
- Liza Collins – Strategic Business Development, Economics Wellbeing Forum, Royal Free London NHS Foundation Trust
- Laura Shrieves – VP of Engineering, Ultra Maritime
- Be Kaler Pilgrim – Founder & Director, Futureheads
Key Themes
1. Let’s ditch imposter syndrome
- Kelly needed a mentor to help her say the job title Managing Director – she was told there’s no job description for being a MD just be yourself
- Challenge the idea of ‘imposter syndrome’ altogether, arguing that ‘how can we be imposters when we’re just being ourselves?
- It was coined by the CIA to disempower women – it's not a real thing!
- It’s not a syndrome because it’s not medical and it’s just moments of fear, not constant
- Women feel imposter syndrome because they have high emotional intelligence but it affects men too
Key strategies shared to combat imposter syndrome:
- Recognise that stepping into new areas naturally comes with a learning curve.
- Reframe negative thought patterns - acknowledge that uncertainty is normal.
- Remove self-imposed ‘safety blankets’ and embrace discomfort as part of growth.
- Workplace well-being
- Workplace bullying and harassment were identified as major, but often overlooked, issues.
- Liza emphasised that while workplace well-being initiatives are increasing, bullying remains under-addressed.
- Statistics show that women are more likely to be bullied than men, and women-on-women bullying is particularly common.
- Workplace bullying should be recognised as a form of violence, given its long-term psychological impact.
- ‘Moral injury’ was discussed, which occurs when employees witness unethical behaviour but don’t intervene. Over time, this can lead to disengagement, burnout, and mental distress.
Key solutions discussed:
- Creating cultures where employees feel psychologically safe to report concerns
- Encouraging leaders to role-model healthy workplace behaviours
- Addressing toxic environments
- Leadership & resilience
Laura shared her leadership journey as a woman in marine engineering, often being the only female in the room, and the youngest making it challenging to find her voice. The environments were filled with loud men, shouting, interrupting and talking over each other. Because that’s all she’d ever seen, she believed that’s what leaders had to be like. She adapted by learning about leadership vulnerability and emotional intelligence.
Laura also shared her experience with maternity leave. Laura was the first woman in 15 years at her company to take maternity leave. The organisation had no clear policies, so she had to navigate the process herself. She later mentored other women through similar transitions.
Be shared her personal story of resilience, which began from growing up in a family of ten siblings in an immigrant household. Her journey taught her that identity is something you shape for yourself, not something others can dictate. Resilience isn’t about toughness - it’s about understanding your strengths and using them to navigate challenges. She went on to find her ‘home’ in the workplace, where diverse perspectives were valued and her background became an asset rather than a barrier. In leadership, she focuses on the idea that success and social responsibility are not mutually exclusive - her company embraces B corp values, ensuring that financial success aligns with ethical responsibility.
Key leadership lessons:
- The most effective leaders listen more than they speak
- Influence and stakeholder management are just as important as technical skills
- A little bit of fear is normal, but it shouldn’t hold you back
- Leaders show vulnerability, have open and honest conversations even if they’re uncomfortable
- Leaders should challenge their own limitations.
- Workplace inclusion
Kelly embedded ‘radical candour’ deep in her organisation – talking the truth and listening for differences and celebrating diversity – not because of HR policies but because it was the right thing to do. After a serious illness she reassessed her place in the corporate world and started her own business – helping other firms.
Common biases in the workplace were discussed, including how women are often expected to take on administrative tasks. For example, in a high-level meeting with 20 people (80% male), a woman was expected to take the minutes.
The impact of small changes can be huge: next time you are in a meeting like this suggest a male colleague take the notes. Calling out biases can shift workplace culture. It was also said that women often feel the need to adopt masculine traits to succeed in male-dominated fields, and the importance of mentorship in supporting women’s career growth.
- Supporting the next generation
It was noted that platforms like TikTok share career advice but also reinforce unrealistic expectations. Young people are exposed to conflicting workplace norms, making it harder for them to develop an authentic professional identity. The panel emphasised that resilience isn’t taught, it’s built through experience. Young professionals need workplaces that give them the tools to flourish, which includes constructive feedback and support. Mentorship and structured workplace learning is key.
Final Takeaways
At the end of the session, each panelist shared one key message for women in their careers:
- Kelly: Never stop asking why. (Constant curiosity leads to growth.)
- Liza: Ditch imposter syndrome. (You belong where you are.)
- Laura: It’s okay to be afraid, but do it anyway. (Fear is normal, don’t let it hold you back.)
- Be: Take other people up with you as you rise. (Support and uplift others.)
Sign up to our Women in Leadership programme, back by popular demand in April.
The programme is designed to equip ambitious women with the skills, confidence and network to thrive in leadership roles and overcome challenges.
