At Leaders in Heels, we are passionate about celebrating women’s stories, and when we heard Div Pillay’s story, we knew we had to share it with you. Grab yourself a cuppa and settle in to enjoy this  article, written by Div herself.

In light of everything going on in the world today, I #ChooseToChallenge you. I challenge you to think about how you are advocating for culturally and linguistically diverse (CALD) women.

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Rochelle Courtenay, founder of charity Share the Dignity and nicknamed Australia’s ‘Pad Lady’, is a big believer in using the power of storytelling to inspire men and women to make a difference to the lives of women often fleeing from domestic violence or homelessness. She talks to Leaders in Heels about how she started Share the Dignity and what keeps her working tirelessly for women who don’t have a voice.

How did you inspire others to join you even though you didn’t have any prior experience?

Never having done anything like this before, I made things up as I went along. When I first collected sanitary items with other women in my local community, I didn’t even know I had to be a registered charity, have a board of directors, or even pay for permits in every state!

I used to ask myself (and still do!) ‘What’s the worst thing that could happen?’ All I wanted to do was make a difference. I started surrounding myself with people who had the right knowledge and strengths in furthering the cause.

In the beginning, how did you get the word out about the work you were doing?

I started telling people true stories about women using socks and newspapers during their periods. I couldn’t imagine another woman not being empathetic when she heard this. As soon as someone heard about it, they would ask how they could help.

I would never have managed to reach as many people as I did if social media hadn’t existed. I shared raw, uncut and powerful stories that got shared and talked about. One of the most powerful stories I shared was of a woman who worked as a petrol station assistant in the Northern Territory. She recalled a woman walking in at 10.30pm one night, who looked like she couldn’t even afford basic necessities let alone pads. This woman bled all over the floor, took some pads off the counter, went to the bathroom, cleaned herself up, then came back to return the rest of the pads.

I remember the woman telling me that she had no idea what to do or how to react. That story touched something deep inside me and I shared it on social media. People needed to know what was happening and sharing the power of storytelling was the best way to connect with them, so they would care too.

What inspires you and what’s the best part of your job?

I get so much strength from our volunteers, who are all so incredibly busy, but still give their time selflessly and generously to Share the Dignity. I think we have such committed volunteers because they can see directly the results of the work they are doing. We’ve made it simple for people to volunteer with us, including setting expectations and outcomes. People love it when they can see they have made a difference.

The best part of my job is dropping the donations off to a charity, meeting the women and seeing the smiles on their faces, especially during our Christmas appeal called It’s in the bag.

What’s the toughest part of your job?

I’m always worried that the donations won’t meet the need. In a post Covid world, the need to help women is so much greater than it was before and that’s where we come in. The impact of Covid and the lockdowns on the work we do has given me many stressful and sleepless nights.

What’s your advice to other women wanting to make a difference?

Surround yourself with amazing and incredible people because it’s when we are together that we can make a real difference. I never thought for a second I could ever do so much on my own. Also learn to delegate, delegate, and delegate!

 

About Rochelle Courtenay
Rochelle Courtenay uses her power of storytelling as the Founder and Managing Director of Share the Dignity, which works to make a real, on the ground difference in the lives of those experiencing homelessness, fleeing domestic violence, or doing it tough. We distribute period products to those in need and work to end period poverty here in Australia. We assist those in need through collecting thousands of period products each year through our collection drives and campaigns and distribute them directly to charities across Australia.

 

About the author
Rashida Tayabali is a copywriter specialising in writing clear, conversational copy for women in business to help them attract their dream clients. She’s also a features writer with articles published in leading Australian publications. She also volunteers with Share the Dignity as a copywriter.


There are few steps during the hiring process that are more important than the proper training of employees. However, many businesses fail to recognise this fact, which can lead to high turnover rates and unprepared workers.

When you equip your new hires with the tools, resources, and training they need to succeed, however, you’ll lay down the groundwork for an effective first few months. This, in turn, results in higher job morale and increased productivity.

Here are some tips on how to develop an employee training program.

Identify Goals

The first step in creating an employee training program is to identify the goals that need to be met for success to be achieved. Every business is unique, and therefore the goals will be dictated by the requirements in the workplace.

For instance, when training hotel employees you may want to set goals that are related to customer service, while the goals of a firefighter training program may focus more on safety. Depending on the type of business your organisation runs, you will need to tailor the steps in the training process to fit the knowledge and skillset that will best serve your new hire and prepare them for success.

Utilise Training Resources

With the emergence of technology, training resources have been taken to a new level. Gone are the days of flipping through manuals and writing on chalkboards. Instead, there are an array of software platforms on the market that can be programmed to meet the demands of nearly any business.

By utilising these, employees will have a more interactive and dynamic training process. This also shaves numerous hours off HR personnel’s work days, allowing them to allocate dedicated time to more personalized, one-on-one training as needed.

Implement a Schedule

In order to create the most efficient training process possible, employers need to consider implementing a training schedule. There are jobs where the training programs can take weeks to complete, and accommodating the individual schedules of the employees can cause delays.

For this reason, it is wise to have a set schedule in place which can be accessed by all those going through training. Not only will this ensure that every employee is properly trained, but it will also expedite the process. 

Hire a Trainer

Hiring an experienced trainer can help the process move along more smoothly and it can be an incredibly effective way of onboarding employees. While there are costs to consider when using a professional trainer, it is certainly one of the most efficient ways of teaching.

You may also want to seek out the assistance of a seasoned employee, as this can also go a long way in showing the new hires the details of the position.

Monitor Progress

Keeping track of the progress of the trainees can be crucial. After all, it can cost a significant amount of money to put employees through the hiring process, and the results can be disastrous if they are not properly trained.

Whether your business is using software for training purposes or the learning is more hands-on, you will need to develop a set of criteria to gauge the progress of those being trained.

Gaining Feedback

It is important for a company to gain feedback during and after the training process. This can help to show areas that need to be improved upon, along with pointing out the strengths of the program.

To do this, arrange one-on-one meetings with employees so that their opinion will not be skewed by that of other workers. Have them list a few of the obstacles they encountered during the process and the places where they feel they benefited the most.

 

Training employees in every facet of their job will significantly increase the chances that a business will succeed, and it helps to maintain employee morale. If your company is implementing a training program, be sure to identify the goals that need to be met and take advantage of the array of training resources available.

Furthermore, it is necessary to put in place a schedule so that the training of employees can be streamlined, thus reducing training-related expenses. Take note of these points and you are sure to develop an effective employee training program.


Change is the six-letter word that makes most of us cringe.

Ask anyone how they feel about change, and most people will tell you it’s not their favourite thing to experience in life. That’s because change can be incredibly difficult and more than a little stressful—especially when change occurs in the workplace.

Below are four strategies you can implement before, during and after the next change episode in your workplace to ensure your team stays positive, optimistic, and both mentally and emotionally resilient.

 

Inclusion

It’s amazing how many companies and organisations roll out new changes without ever informing their employees beforehand.

This can lead to confusion, anger, and distrust among employees. People don’t like unexpected losses, and they certainly don’t like to feel as if they’ve lost control.

Wherever it’s possible, it’s absolutely vital for leaders to let their employees ‘in’ on the change that’s soon to take place.

An easy way to accomplish this is to invite them into planning meetings so that they feel they have ownership of the change from the start.

 

Security

Sometimes, change can be an extensive process. It can last for weeks, months, or even years.

This is a very fragile time for employees because they’re still learning ‘the ropes’ of the change, as well as what to expect at each and every turn. This can often lead to anxiety in some team members, who may feel as if they’re experiencing a loss of certainty and security.

To combat this, it’s important to provide them with a new sense of safety.

How?

Set easy-to-understand timetables that serve as roadmaps for the change and go over new processes in-depth, answering any and all questions employees may have. This will reinstate their feeling of security and allow them to trust the change on a higher level.

 

Community

As social creatures, we depend on others for support constantly. We want to feel as if we belong.

In too many cases, employee morale has reached an all-time low during change because people no longer feel connected to each other.

As a leader, you can ensure this doesn’t happen by regularly investing in team building activities for your staff.

When you build a solid foundation through such activities, you ensure that your employees can thrive and build healthy workplace relationships with one another—a great tool to lean on during change.

 

Development

In the wake of a change, some employees may feel left behind because of new tasks that are mismatched with their current skillset.

When people don’t feel they have the skills to perform a job well, it can lead to stress, anxiety, and frustration, which eventually results in low morale and poor performance.

Fortunately, this is easily remedied.

Keep your employees sharp and on top of their game by continuously providing training, education, mentorship and support during and after times of transition.

When you invest in your employees’ skillset and talents, you not only make your team stronger but you also equip an individual with the confidence to perform a job well and the dedication to contribute their best work to the team moving forward.

 

When you employ the four strategies above, you’ll create a work environment that feels not just positive but cohesive as well.

The more people feel as if they’ve been heard, guided, supported, and developed, the more they’ll feel capable of facing the changes that your company faces, making for a stronger, more adaptive, and happier team.


Leaders are known by the influence they leave on the communities they serve and the staff they lead. When faced with adversity, the skills as a leader will be challenged beyond what can be imagined. In the last few months, leaders have been pushed to the limits as the COVID-19 virus became the forefront of all human life.

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At Leaders in Heels, we’ve operated our team remotely since our inception almost a decade ago. Our staff, partnerships and suppliers work in different cities, countries and timezones. Needless to say, we’ve found our groove and how to best operate for productivity AND, more importantly, in a way that fosters provocative work too!

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