Potential, Not Perfection

Recently, I wrote a blog post for Women in Transport about the need to value potential over perfection.

After many years recruiting in Transport, I’ve seen more women entering the sector, greater flexibility, and more open conversations about inclusion. And yet senior leadership remains predominantly male, with women still underrepresented at the top.

One consistent pattern I notice is how carefully many women assess themselves against role criteria. There can be a strong desire to feel fully ready before stepping forward, and it’s something I’ve seen in candidates, mentees and in my own career journey. Organisational cultures don’t always apply the same expectations evenly, and that influences who feels confident to grow into opportunity and who waits until they feel certain.

I truly believe that allyship plays a crucial role here. Leaders who actively sponsor women change outcomes. Structured mentoring programmes also create the confidence and support needed to navigate systemic barriers. This is why I am always enthusiastic about supporting the Women in Transport LEAD programme and being involved in the mentoring scheme.

Women aren’t asking for special treatment, but fair treatment. If we want a more representative Transport sector, we must value potential as much as perfection and create cultures where talented women are encouraged to step forward, not hold back.

If you’d like to read the full article, you can find it on the Women in Transport website here.