On March 24, 2025, members of the Filipina CEO Circle (FCC) gathered for an intimate and inspiring conversation with Rebecca Fuller, Managing Director & Global Fixed Asset Advisory Services Leader at Kroll and Global Chair of the Kroll Network of Women (NOW). Held at the Kroll Office in One Ayala Tower 2, Makati, the lunchtime event provided a platform for women leaders to share experiences, insights, and challenges. Rebecca, who was visiting from the UK before continuing to Singapore, engaged in thoughtful dialogue with the group. The gathering was made possible through the collaborative efforts of the FCC and John Clements Consultants.
Fostering Connections and Championing Women’s Growth
The conversation opened with an introduction to the Filipina CEO Circle, which features inspiring leaders and their personal and professional journeys. Rose To emphasized the importance of building connections and learning from fellow women leaders. She also spoke about the challenges she encountered in creating a global network, positioning the event as an opportunity to foster relationships and partnerships. The gathering was described as semi-formal and organic, with attendees encouraged to actively share their experiences and engage in open discussion.
Rose also highlighted Kroll’s commitment to growth and its dedication to supporting women—especially during International Women’s Month. The event served as both a learning and networking platform. As Kroll continues to expand across the Asia-Pacific (APAC) region, it seeks to better understand the Philippine business landscape, including gender representation and regional nuances affecting women in the workforce. One speaker noted the ongoing gender disparity in leadership roles: while entry-level positions are often gender-balanced, the number of women in senior leadership drops significantly.
Building a Women’s Network and Initial Resistance
The conversation shifted to the early efforts to establish a women’s network within Kroll. Rebecca shared how the network began in London, inspired by the strong presence of women in their office. However, they initially faced resistance from American colleagues who questioned their authority to spearhead such an initiative. Despite the pushback, the network has since grown significantly. Rebecca credited Rose as a phenomenal regional leader who helped drive the initiative forward.
The discussion also touched on the varied experiences of women globally—particularly in how openly gender-related issues can be discussed in different regions.
Menopause in the Workplace: Global Perspectives
One key topic that emerged was menopause and how it is addressed around the world. In Europe, companies are proactively developing policies and even receiving awards for how they support employees during menopause. Rebecca noted that they had seen capable female leaders leave their roles due to severe menopause symptoms, prompting a global advocacy initiative.
In contrast, American colleagues were less receptive, cautioning against discussing menopause openly in the workplace. This hesitancy underscored a stark cultural contrast between growing awareness in some parts of the world and resistance in others.
The Importance of Awareness and Personal Experiences
The group discussed how menopause is becoming part of the global workplace conversation. For example, Sun Life in Canada has begun addressing the topic more publicly. A recent study conducted by Ateneo in the Philippines explored the impact of menopause, though findings have yet to be shared.
Some women shared that emotional symptoms were particularly difficult to manage. Many relied on supplements—primarily sourced from the U.S.—and even needed help from their husbands to maintain their supply. The discussion emphasized that, like pregnancy, menopause can be a significant workplace barrier.
Despite this, cultural influences may explain why many women—regardless of age—remain hesitant to talk about it. Rebecca recounted how a former U.S.-based colleague found the discussion of menopause in the workplace offensive, insisting that it should be a private matter. However, Rebecca countered that for some women, menopause is so debilitating it forces them to leave their jobs. The goal, she emphasized, is not to force anyone to speak up but to recognize and validate different experiences.
A Personal Journey Through Career and Loss
Gail Del Rosario shared a deeply personal story of losing her husband to cancer in 2017. That life-altering event drove her to focus on her career, eventually becoming a CEO. She spoke about the difficulty of balancing motherhood with her professional goals, revealing that she had slowed her career progression for 17 years to prioritize her children. In hindsight, she believed it was possible to have advanced further without neglecting her family responsibilities.
The Impact of COVID-19 on Leadership
Zondy Garcia discussed the challenges of leading a company during the COVID-19 pandemic. She noted that no CEO was fully prepared for such a crisis, and resilience became essential. Despite the uncertainty, ING met its budget targets for three consecutive years—an achievement that earned recognition. Zondy also highlighted the ongoing challenge of balancing work and family, especially for women in leadership roles.
The Burden of Motherhood and Career Progression
The group delved deeper into the ways motherhood affects career advancement. Gail shared that, despite being active in her children’s school activities, they still saw her as an “absentee mom” due to work commitments. She compared this with the experience of fathers, who often don’t face the same scrutiny. Rose posed the question of how companies can better support women who feel parenthood holds back their careers.
Leadership, Hiring Practices, and Women in the Workforce
Louie Camara Scott of Vogue Concepts, a retail and store-based business, spoke about the importance of values-based hiring. As a female leader, she is directly involved in selecting employees and noted that many applicants are young, single mothers facing economic challenges. The discussion also highlighted that in the Philippines, many women enter the workforce early due to financial pressures.
Empowering Employees and Creating Livelihood Opportunities
Louie also shared that their mission is to create sustainable livelihoods through profitable business operations. She emphasized instilling a sense of self-worth in employees, particularly women from disadvantaged backgrounds. For her, work is more than a job—it’s a chance to uplift others, build dignity, and create long-term opportunities.
Filipino Women and Career Reinvention
Cara Wilson reflected on the sacrifices of Filipino women working overseas and expressed a desire to help them build careers locally. This led to the founding of the FTW Foundation, which empowers women through tech and data science training. Reinventing herself at 55, Cara has helped over 500 women transition into better-paying, more fulfilling roles. She emphasized the use of data to measure success, rather than personal accolades or salary.
Breaking Barriers for Women in Tech
FTW Foundation primarily works with college graduates, many of whom discover that their degrees do not translate into stable or well-paying jobs in the Philippines. Even licensed engineers often start with low salaries. FTW provides them with training, confidence-building, and soft skills to help transition into tech. Given the program’s competitiveness, participants are reminded that being selected from thousands is a validation of their potential.
Balancing Career and Family
Abigail Casanova, who began her banking career during the Asian financial crisis, shared her struggle with work-life balance. After marrying young and becoming a mother, she considered leaving her job multiple times but found it hard to shift to other roles. She became a CEO in 2020, right at the start of the pandemic. Recognizing the difficulty of managing both work and home, her company adopted a hybrid setup that continues today, supporting employees—especially mothers—in balancing career and family.
Hybrid Work and Workplace Culture
Riena Pama highlighted the pros and cons of hybrid work. While many female employees, including single mothers, appreciate the flexibility, working from home also comes with challenges, especially with children around. To address this, schedules are adjusted around school hours. The group acknowledged that while remote work improves productivity and balance, it may also create skill gaps or erode company culture. Some argued that office presence is key for collaboration and growth, while others maintained that flexibility is equally important.
Encouraging Office Attendance
To encourage employees to return to the office, some organizations are using incentives like free meals, wellness programs (e.g., yoga), and engagement activities. However, long commutes and high transport costs remain barriers. The group agreed that companies must strike a balance between maintaining culture and offering flexibility.
Actionable Insights from the Conversation
- Gender Disparity Persists in Leadership – While women are well-represented in entry-level roles, senior leadership remains male-dominated, especially in APAC. Mentorship, sponsorship, and inclusive policies are needed to close this gap.
- Menopause is an Emerging Workplace Issue – Menopause significantly affects women’s careers, but discussions remain taboo in some cultures. Companies must normalize these conversations and develop supportive policies.
- Balancing Career & Motherhood is a Key Challenge – Many women slow career progression to prioritize family, often facing guilt and societal expectations. Hybrid work and flexible schedules can bridge this gap.
- Women’s Networks Drive Change—Despite Resistance – Kroll’s women’s network faced early pushback but grew by persisting. These networks are crucial for mentorship, advocacy, and promoting leadership.
- Upskilling & Reinvention Empower Women in Tech – The FTW Foundation shows that targeted training in tech and data science enables women to reinvent their careers—regardless of age or background.
Closing Reflections: Toward Equity and Empowerment
The Kroll Women Event highlighted the power of connection, resilience, and advocacy in advancing women’s leadership across the globe. From tackling systemic issues like gender disparity and menopause stigma to promoting career reinvention and flexible work, the conversations revealed both the challenges and the transformative opportunities women face today.
As women continue to drive change—through networks, policy reforms, or personal reinvention—the message is clear: progress requires collective effort, open dialogue, and a strong commitment to equity. This event serves as a powerful reminder that every story shared, every policy questioned, and every act of mentorship brings us closer to a world where women thrive at all levels of leadership.
Keep the Conversation Going
At John Clements Consultants, we believe in fostering inclusive leadership, supporting women in the workforce, and building meaningful networks that spark change. Talk to us to learn how your organization can benefit from empowering women leaders, promoting workplace equity, and supporting career reinvention across all levels.
Photo credit: Images courtesy of Rose To’s LinkedIn post.
