‘Why organisations need flexible work policies to tackle gender gap’

In commemoration of International Women’s Day (IWD), the Executive Director/Chief Operating Officer of Black Pelican Group, Adetola Owolabi, in this interview with GLORIA NWAFOR, talks about how organisations should take intentional steps to elevate women into leadership positions, emphasising that by leveraging their voices, expertise and networks, women can break barriers, challenge biases and create pathways for a more inclusive and equitable society.

With this year’s International Women’s Day theme ‘Accelerate Action’, which emphasises the urgency of advancing gender equality, what do women need to accelerate action for gender equality and inclusivity?
Women can accelerate action for gender equality and inclusivity by advocating boldly for equal opportunities, mentoring and uplifting other women, and actively driving change within their industries and communities. By leveraging their voices, expertise and networks, women can break barriers, challenge biases and create pathways for a more inclusive and equitable society. True progress stems from collective effort; when women support and empower one another, the impact is transformative and far-reaching.

What leadership lesson have you learned that is unique to being a female leader?
One of the most valuable lessons I’ve learnt is the significance of leading with both strength and empathy. As a female leader, I’ve had to balance assertiveness with emotional intelligence, ensuring that my decisions are both firm and considerate. Women often adopt a collaborative and inclusive leadership style, which fosters stronger teams and enhances innovation. Additionally, navigating bias has cultivated my resilience; I’ve learned that confidence and competence must go hand in hand to gain the recognition and influence we deserve.

How can organisations tackle gender gap in the workplace?
Organisations must move beyond discussions and implement concrete actions to drive change. This includes conducting equal pay audits to ensure fair compensation, establishing leadership development programmes tailored for women, prioritising sponsorship over mentorship to advocate for high-potential female leaders, and adopting flexible work policies that accommodate various life stages without hindering career progression. At Black Pelican Group, we are committed to creating an ecosystem where women feel empowered to lead, not just participate.

What can organisations do to empower female leaders?
Empowerment begins with visibility and opportunity. Organisations should provide women with access to key projects and leadership roles that allow them to showcase their expertise. A robust support system through mentorship and coaching is essential, as is fostering a culture that values diverse leadership styles. Ultimately, we need to create an environment where female leadership is the norm, not the exception.

How can organisations support and encourage more women to take on leadership roles?
Organisations must be intentional about elevating women into leadership positions. This includes identifying and nurturing talent early through leadership pipelines, encouraging women to take risks and pursue executive roles without waiting for perfection, and creating a supportive environment where they can express their ambitions without fear of judgment. Recognising and celebrating female role models is also crucial. We are dedicated to fostering a culture where women are inspired to aspire, apply, and advance.

Any impact of automation on women’s leadership role?
As automation and artificial intelligence (AI) transform job roles, they also create new opportunities for women in leadership. It is essential to upskill and position women for high-value roles in this tech-driven world. Organisations should invest in digital literacy and leadership training to prepare women for the future of work. Additionally, adopting flexible work models can enhance work-life balance, while addressing bias in AI-driven hiring and promotions is vital to ensure fairness. Women, who embrace technology and innovation will not only adapt to these changes but thrive as future leaders.

How can we strengthen connections among women?
Creating structured mentorship programmes within organisations can be a powerful way to connect women across various career stages. At Black Pelican Group, we emphasise peer mentoring, leadership coaching, and networking platforms that encourage women to share experiences and support one another. Organisations should also host industry events, workshops, and forums where women can exchange ideas, collaborate on projects, and build relationships that advance their careers.

Adetola Owolabi holds a Bachelor of Science in Business Administration from the University of Lagos (1997) and an MBA from the University of Liverpool (2009).

With 17 years of experience in Relationship Management at Guaranty Trust Bank PLC, she specialised in structuring complex commercial credit transactions and international trade finance.

During her tenure, she excelled in various roles, managing portfolios across multiple business districts and driving significant profitability growth.

In her capacity as Group Head of the Commercial Banking Group, Adetola was responsible for managing major commercial banking clients in the Lagos area. Her final position at the bank was as Assistant General Manager and Group Head of the Maritime Group, where she focused on developing this sector as a core business area for the bank.

Adetola has pursued extensive professional development, attending numerous management courses both in Nigeria and abroad. Notable institutions include Harvard Business School (2005), Columbia University Graduate School of Business (2008), IMD in Switzerland (2011), NYU Stern (2016), and the Kellogg School of Management at Northwestern University (2022).

In June 2012, she transitioned from her role as Non-Executive Director at Black Pelican Limited (IL Bagno) to join the company in an executive capacity as Executive Director.

Her outstanding contributions have been recognised through numerous accolades, and she is well-regarded for her teamwork, mentoring abilities, and exceptional performance.

Currently serving as Chief Operating Officer, Adetola oversees various departments, including Finance, Operations, Business Services Management (BSM), Human Resources, Administration, Internal Control, Procurement, Warehouse, and Inventory. She is dedicated to optimising organisational resources to create value for stakeholders.

In recognition of her achievements, Adetola was inducted as an Honorary Senior Member of the Chartered Institute of Bankers in 2010 and became a Fellow of the Institute of Credit Administration in 2015. She is also a member of the Chartered Institute of Directors, Nigeria (MCIoD).

Adetola is happily married to Michael Owolabi, and together they are blessed with three children.