Tired of Talk? Learn How to Build a Women's Leadership Program That Actually Works

Too many companies talk a big game about empowering women but when it comes to execution, the results are often underwhelming. In the pharma supply chain space, where women are still underrepresented in leadership roles, there’s a growing need for programmes that drive measurable change.

In this exclusive blog, we dive into the journey of Katherine Barredo-Ancheta, Former Director, Global Shared Services & BPO Governance at Medtronic, who has championed women’s leadership programmes with clear impact. From personal motivations to tested frameworks and business-aligned outcomes, here’s what it takes to create lasting change.

Why I Got Involved: A Personal Story

“I have met, worked, and connected with so many women who had great ideas, highly passionate and skilled, but were not often heard or given the opportunity to bring their ideas to light. In many situations, I’ve seen women needing to prove themselves before being offered a chance or being sponsored. That needs to change.”

THAT realisation became a turning point. Rather than just mentoring individual women, Katherine stepped up to design a full programme; one that created a community where women could be developed, connected to opportunities, and inspired to lead.

But that journey didn’t come without its share of barriers. From lack of diversity in senior positions to unconscious bias and weak inclusion practices, there were systemic challenges that made progress difficult.

“High attrition, low employee satisfaction, and a culture where inclusion felt optional; these were the red flags that pushed me to act.”

What Works (And What Doesn’t)

What Works:

• Executive sponsorship from both men and women
• A chairwoman nominated annually to ensure consistent momentum
• Tangible goals tied to promotion, recognition, and diversity
• Integration with overall business strategy, not just an HR initiative

What Doesn’t:

• Programs with no clear purpose or misalignment with culture
• Lack of measurable KPIs or success metrics
• Poor support from senior leadership
• Activities that aren’t relevant or meaningful to participants

Why Some Programs Fail: A Cautionary Tale

Before Katherine helped shape a successful initiative, she saw how even well-intended programs can fall short.

“I was asked to help and mentor women’s leadership programs in another function. They were pushing activities to keep women engaged, but without a clear vision or executive sponsorship, participation stayed low. Employees said the sessions weren’t relatable. Leaders didn’t promote the initiative, and no one really understood what the program was trying to achieve.”

Her takeaway?

“A women’s leadership program isn’t just a club or a series of events. It has to have a clear purpose and strong executive sponsorship that’s crucial for long-term success.”

The Metrics That Matter: Proving Your Programme Works

A robust program delivers trackable outcomes, not just anecdotes. At Medtronic, Katherine and her team measured success across four dimensions:

Spotlight: What Real Empowerment Looks Like

True empowerment means giving women authority to design, lead, and make decisions on initiatives that matter. Empowerment also means embedding daily practices of inclusion and intentionally addressing unconscious bias because culture is shaped by consistent behaviours, not just strategic plans. At Medtronic this translated into:

• Six-month mentorship pairings between senior leaders and high-potential women
• A monthly Women’s Spotlight to showcase impactful projects across regions

These weren’t side projects but woven into the fabric of how the organization operates.

Medtronic’s women’s leadership initiatives - from “Wonder Woman of the Month” spotlights to mentoring programs and resilience workshops designed to inspire, connect, and empower.

Katherine’s Three Non-Negotiables for Success

1. Start with data: know your baseline and set ambitious goals, and bring together women and men across the organisation in early-stage workshops to define the purpose, goals, and gaps your program should address.

2. Let women lead, with an executive sponsor: representation across planning and decision-making

3. Tailor programs to supply-chain realities: design initiatives that solve the function’s specific challenges

As Katherine’s experience shows, true innovation, resilience, and strong workplace culture only emerge when diversity is championed at every level and that means building programs that genuinely work.

Catch Katherine LIVE at LogiPharma Asia 2025

Katherine Barredo-Ancheta will take the stage at LogiPharma Asia 2025 in Singapore, joining fellow supply chain leaders for the ‘Women in Pharma’ Breakfast Panel.

She’ll share actionable strategies to help empower women in pharma supply chains — by fostering meaningful connections, offering tailored support, and opening doors to real career growth.