With International Women’s Day on its way — and recognizing that a single day is never enough to celebrate the contributions of women — we are dedicating the entire month of March to spotlighting voices from across the industry as part of our IWD Voices series. Leaders will share their journeys, experiences, insights, and the lessons that have shaped them.
Next up, we speak with Australia-based Kate O’Ryan-Roeder, Chief Executive Officer at Havas Media ANZ.
In our conversation, Kate reflects on what this year’s IWD theme means to her, both professionally and as a mum, with a particular focus on the word “all” and what it demands of us. She shares what drew her to the industry, the role that curiosity played in finding her footing, and the two women who shaped her early sense of confidence and self-worth.
She also discusses where progress on women and work still needs to move from awareness into consistent action, the mentoring work Kate considers deeply meaningful, and the future she hopes the next generation of women will simply take for granted.
The theme for International Women’s Day 2026 is “Rights. Justice. Action. For ALL Women and Girls.” What does this mean to you professionally and personally?
For me, the word that hits hardest is “all”. It’s a powerful reminder that while we’ve made meaningful progress, true gender equality still isn’t the lived reality for every woman and girl, especially for those whose circumstances, backgrounds, or environments place them at a disadvantage.
As a mum to a 9‑year‑old daughter, it isn’t just a professional priority, it’s personal.
As a mum to a 9‑year‑old daughter, it isn’t just a professional priority, it’s personal. Gender equality doesn’t magically begin when a woman enters the workforce, it starts at birth. It starts in the stories we tell our children, the opportunities they’re given, and the freedom they have to grow without bias, stereotypes or limitations. That’s what this theme means to me; a call to ensure all women and girls, everywhere, get the fairness they deserve.
What first drew you to your industry, and was there a defining moment that set your career in motion? Was there a role model who influenced you early on?
I’ve always been fascinated by people, what sparks our choices, what inspires us, and how we move through the world. I’m naturally curious, so when I discovered an entire industry devoted to understanding human behaviour and the communication ecosystem that surrounds us, it felt like I’d found my home. I was instantly hooked.
I’ve been very lucky to have two remarkable role models shape my journey, my Mum and, a mentor I had early in my career.
I’ve been very lucky to have two remarkable role models shape my journey, my Mum and, a mentor I had early in my career. Both are strong, grounded, independent women who believed in me well before I fully believed in myself. They championed me, challenged me and helped me grow into my own voice.
Their influence is a big reason I believe so strongly that gender equality doesn’t just begin and live in the workplace, it begins in the home, at school as well as in the workplace, and in those formative moments where confidence and self-worth are built.
How has your understanding of fairness changed as you’ve gained experience and seniority?
I would like to think most of us instinctively know what’s fair and what’s not, whether we’re kids in a school playground stepping in when a friend is being left out or leaders building a culture of inclusion and equity.
Fairness is about never becoming complacent and committing to building a culture where equity is the default, not the afterthought.
That human instinct stays with us, but as leaders we have a responsibility to keep that instinct sharp and always on. As you gain seniority, the impact of our decisions gets bigger, which means the need to constantly check ourselves and ask “is this right, is this fair” becomes even more important. Fairness is about never becoming complacent and committing to building a culture where equity is the default, not the afterthought.
As conversations around women and work have evolved, what do you think has genuinely improved – and where do you think more attention and action are still needed?
There’s no doubt that awareness has grown; we’re talking more openly, more honestly, and more frequently about the experiences women face at work. That spotlight has driven more transparency and, as a result, real progress.
There’s still work to do to convert understanding into action, consistent action that removes barriers, not just acknowledges them.
But awareness alone isn’t enough. There’s still work to do to convert understanding into action, consistent action that removes barriers, not just acknowledges them. The momentum is there; we just need to keep pushing it forward.
Is there a project or initiative you’ve worked on related to women’s empowerment that you’re particularly proud of? What made it meaningful to you?
Mentoring is something I care deeply about. I’ve benefitted enormously from the mentors who have guided me throughout my career and that experience has inspired me to pay it forward by mentoring many other women in return.
I’m also proud of the role I play in helping connect women across our industry so they can mentor, support, champion and lift one another. Seeing those connections form and watching the confidence, growth, and relationships that emerge from them, is incredibly meaningful. There’s something very special about seeing someone flourish when they’re given encouragement, belief and a safe space to stretch themselves. That kind of empowerment creates ripple effects that reach far beyond the workplace.
What responsibility do senior leaders have in shaping more equitable workplaces, beyond statements or policies?
Senior leaders must walk the talk. Policies and statements matter, but only when they are reflected in everyday behaviour and decision‑making. We also have a responsibility to shape the next generation of leaders, modelling fairness, integrity, and accountability, and ensuring these values become the bedrock of the company’s culture.
Senior leaders must walk the talk.
If we want workplaces where people feel empowered to speak up for what’s right, leaders need to show what “right” looks like. Equity isn’t a line in a policy; it’s a way of leading.
What is one change you would like to see in workplaces for the next generation of women?
I would love to see a future where gender inequality is a thing of the past, where girls and women are free from bias, discrimination and outdated stereotypes. A workplace where opportunities are shaped by talent, ambition, and potential rather than gender. That shouldn’t be aspirational. It should be the norm for the next generation. If I could choose one change, it would be exactly that.
Quick Hits:
A trend you are excited about, or not excited about:
My kids six-seven obsession!
A creative campaign or representation of women that inspired you or made you feel seen:
“‘Til it’s done” campaign from Football Australia.
A piece of advice that stayed with you longer than expected:
Always treat others as you would like to be treated yourself
