From working across multiple countries and navigating roles in large corporates, small businesses, and non-profit organisations, Kathryn Hall brings a wealth of experience and insight to the table. She's nothing short of inspirational when it comes to paving the way for female leadership in the tech and digital space.

In Episode 3, we take a closer look at Kathryn’s journey — the steps, pivots, and passions that shaped her career. We also dive into her approach to building diverse, inclusive teams, and how she’s consistently embedded representation at the heart of her hiring practices.

❓Can you tell us briefly about your upbringing, and what led you to where you are today?

I had a fairly nomadic upbringing. My parents enjoyed travelling and working in Spain when they were younger and eventually moved back there from the UK to run a language school. Growing up there I was fully immersed in Spanish culture, attending local schools – it was unusual at the time to see English people in the city we lived in, even on holiday. This has shaped my adaptability and openness to different perspectives.

Later we moved back the UK, and eventually I ended up working in London. A while after this my husband and I took a chance and moved to Australia, initially planning to see what happened and perhaps stay a year. Nearly a decade later, having travelled a fair bit throughout, we returned to London.

I believe travel and exposure to different cultures have always been a big part of my life, and I think that the curiosity and adaptability that come from this have played a crucial role in my career trajectory.

❓You’ve had an impressive career, fantastic for female representation! What drew you to the digital space?

My first job in Sydney was a temporary position at a large bank, where I was assigned to a project that was developing online applications for products such as credit cards and mortgages – actually pretty groundbreaking at the time! I quickly realised I had a passion for digital, and thoroughly enjoyed my work learning about many areas including digital related technology, UX, and accessibility.

This led to a permanent role, and I then continued working in the digital space. At the time, digital was expanding rapidly; digital marketing and areas like search were advancing at pace and it feels now that development of products and services went from website, to mobile, to apps and beyond pretty quickly. It was an exciting time to be involved, and I’ve never looked back.

You are right in that female representation in the digital and technology sector continues to be quite low despite this being a mature sector now, and I still feel very strongly about advocating for more women in this space.

❓You’ve worked across large corporate environments, smaller companies, and non-profits—What have been the key differences between them?

There are the obvious differences in budgets and resources. However, one of the most striking differences in my experience is the impact you can have. In smaller companies and non-profits, you can see how your work directly make a difference and the impact it has on employees, customers and the overall mission. This gives a real sense of purpose.

Larger organisations often can afford specialist roles dedicated to very specific areas, whereas in smaller settings, you wear multiple hats. One day you’re working on strategy, the next, you may be ordering new desks.

I initially thrived in larger corporate environments and learnt so much from my time in larger banks, but my priorities have shifted and eventually I sought more purpose-driven roles where I could make a difference by bringing in some of these learnings and experience.

❓When it comes to attracting diverse talent when building teams, what tips or advice would you give?

I believe strongly that diversity isn’t just about ticking boxes, it’s about adopting the right mindset. I approach recruitment with an open mind from the very beginning.

During the interview process, I try to challenge my own assumptions. For example, if someone has been in a role for a long time, I don’t automatically assume they’re overqualified. Instead, I look at why they applied and what they could bring to the role.

A truly inclusive hiring process starts from the very first shortlisting decision and continues throughout every stage of recruitment.

❓Once diverse talent is in the door, retaining is just as important. What strategies or approaches have you found most effective in supporting retention?

First impressions count, and as a manager I always take the onboarding process seriously. Team members will always need support as they learn about any organisation. On an ongoing basis I believe as a manager it is important to have an open door policy (so to speak nowadays!), and to always prioritise your team. Also, ensure they always have someone they can go to when you are not available.

If you are recruiting diverse talent, diversity shouldn’t then just be performative in an organisation – it has to be embedded in company culture. Internal networks can be helpful, but they need to be meaningful and not just for show.

❓Why do you believe a diverse workplace is so important?

The real question is – why wouldn’t you want diversity? Perhaps due to my upbringing and values I have inherited, diversity feels natural to me. But beyond personal experience, diversity truly makes a difference. As an example, if your organisation offers products and services to a diverse customer base, your team needs to reflect that.

Different perspectives will lead to better decision-making and innovation. Plus, going back to the previous question, a diverse and inclusive culture improves retention - when people feel they belong, they want to stay.

❓Have you faced any notable challenges as a woman in senior positions? If so, what advice would you give to others navigating similar experiences? 

I’m not sure if my experiences are particularly notable or just the reality for many women in leadership. I’ve been overlooked for promotions, spoken to condescendingly on multiple occasions, and plenty of other experiences I know many share. Unfortunately, these things still do happen – but that doesn’t mean we have to accept them.

Remember if you’re at the table, you deserve to be there. If someone has an issue with that, it’s their problem, not yours. Don’t let imposter syndrome take hold.

It is important to find advocates, people who will support and uplift you. They don’t have to be women, allies exist in all forms, and I have been fortunate to meet many throughout my career who have both supported and inspired me.

There can still be a stereotype that female leaders have to be aggressive to be taken seriously. That’s not true. You can be assertive without losing your kindness or your values, you can be a strong leader while staying true to yourself.

Finally remember – you’re not alone. It may not seem like a consolation but there are others experiencing similar challenges, so try and find and build your support network.

❓If a young female were to look at your LinkedIn profile today and think, "I want to follow in her footsteps", what advice would you give her?

My career path has been anything but linear. Some professions have clear-cut paths, but many don’t, and that is fine. Be open and curious. Some of my best roles started as temporary and contract jobs that turned into a permanent role or a promotion.

Don’t be afraid to take a more junior role if it leads to valuable experience, it won’t "ruin" your CV. Sometimes, it’s about gaining the right skills, learning, finding what you enjoy, what you are good at - not just climbing the ladder as quickly as possible. Stay curious and explore opportunities.

❓ If you could go back and give your younger self one piece of career advice, what would it be?

It won’t be easy, but enjoy the ride.

Work is a huge part of life, and it will come with challenges. There will be sleepless nights and difficult moments. But some of the best times will also come from work – meeting great people, building friendships, learning, and hopefully having some fun along the way.

Looking back, I wouldn’t change much. Maybe I’d try to worry less knowing what I know now, but ultimately, every experience has shaped where I am and who I am today.