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Breaking Boundaries: Achieving Success in Male-Dominated Industries · Work It Like A Mum

• 0:00
  Speaker 1: Hey, i'm Elizabeth Willits and I'm obsessed with helping as many women as possible achieve their boldest dreams after kids and helping you to navigate this messy and magical season of life.
• 0:13
  Speaker 1: I'm a working mum with over 17 years of recruitment experience and I'm the founder of the Investing in Women Job Board and Community.
• 0:22
  Speaker 1: In this show, i'm honored to be chatting with remarkable women redefining our working world across all areas of business.
• 0:29
  Speaker 1: They'll share their secrets on how they've achieved extraordinary success after children, set boundaries and balance, the challenges they've faced and how they've overcome them to define their own versions of success.
• 0:43
  Speaker 1: Shy away from the real talk?
• 0:44
  Speaker 1: no way.
• 0:45
  Speaker 1: Money struggles, growth, loss, boundaries and balance We cover it all.
• 0:49
  Speaker 1: Think of this as coffee with your mates the mixed with an inspiring TED talk sprinkled with the career advice you wish you'd really had at school.
• 0:57
  Speaker 1: So grab a cup of coffee or a glass of wine, make sure you cozy and get ready to get inspired and chase your boldest dreams, or just survive Mondays.
• 1:07
  Speaker 1: This is the Work It Like a Mum podcast.
• 1:10
  Speaker 1: This episode is brought to you by Investing in Women.
• 1:15
  Speaker 1: Investing in Women is a job board and recruitment agency helping you find your dream part-time or flexible job with the UK's most family-friendly and forward thinking employers.
• 1:27
  Speaker 1: Their site can help you find a professional and rewarding job that works for you.
• 1:32
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• 1:41
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• 1:49
  Speaker 1: Now back to the show.
• 1:53
  Speaker 1: Hello and welcome to this week's Work It Like a Mum podcast episode.
• 1:56
  Speaker 1: Today I'm delighted to be chatting with Catherine Bell, who is head of National Accounts with RTX.
• 2:02
  Speaker 1: Catherine has been with her company for over 20 years.
• 2:05
  Speaker 1: I'm going to be talking about how the company and her industry have changed over that time, why the building construction industry is becoming less male dominated and putting DNI at the heart of their growth plans, and how Catherine employs a team of people who all work flexibly and makes it work for her team and the wider business.
• 2:24
  Speaker 1: Thank you so much, catherine, for joining me today.
• 2:27
  Speaker 1: It's an absolute pleasure to chat with you and obviously learn more about you and your experience.
• 2:31
  Speaker 1: Is it Catherine or Cat?
• 2:32
  Speaker 1: Sorry, cat's fine, yeah, brilliant, okay.
• 2:36
  Speaker 1: So before we start, people might be thinking who are our techs?
• 2:40
  Speaker 1: I've never heard of our techs, so could you give us a bit of an overview as to who our techs are Yeah, absolutely So.
• 2:46
  Speaker 2: Our techs are part of the Sangabang Group, predominantly distribution into kind of retail, so kind of B&Q, wix, toolstation, and then into the merchant arena as well, so the likes of Selco, independence, so typically some of the smaller locations where the manufacturing Sangabang businesses can't get into.
• 3:04
  Speaker 2: So we provide that kind of service.
• 3:06
  Speaker 2: Flexible services is kind of what we offer at our techs.
• 3:09
  Speaker 1: Okay, brilliant, and it's all building supplies.
• 3:11
  Speaker 1: Yes, yeah, yeah, brilliant, okay, and you've obviously been with the company for a long time now.
• 3:17
  Speaker 1: Was it was?
• 3:18
  Speaker 1: you know, when you first joined the organisation, were you wanting to work in the building industry?
• 3:23
  Speaker 2: It was a really bizarre one.
• 3:25
  Speaker 2: So I'm originally from a little town called Pemrith up in Cumbria and British Gypsum was a big employer in that area.
• 3:32
  Speaker 2: So at the time kind of didn't really want to, didn't know what I wanted to do was kind of leave in school at 16 and a family friend worked at British Gypsum.
• 3:40
  Speaker 2: So that's how I kind of got in into an administration overall and kind of just kind of took it from there.
• 3:46
  Speaker 2: Really A couple of family members as well also worked at British Gypsum, so I'd heard of them but that I didn't really know what they did as such.
• 3:54
  Speaker 2: It was just you heard of British Gypsum, so it's a job.
• 3:57
  Speaker 2: So yeah, really fortunate to get in there kind of early doors.
• 4:00
  Speaker 2: So yeah, i was literally 16.
• 4:02
  Speaker 2: I think I finished my exams on the Friday and started at Gypsum on the Monday.
• 4:06
  Speaker 1: So You've been there the whole time, haven't you, you know, because I was originally in a part of St Gavane as well.
• 4:11
  Speaker 1: Yeah, so a long, a long time, wow, and you worked, obviously, and I mean, i've looked at your LinkedIn profile and you've been, you know, worked all around the business.
• 4:20
  Speaker 2: Yeah, and it's been great.
• 4:21
  Speaker 2: you know, the opportunities have been kind of given across different businesses so British Gypsum and now our techs, but also different functions or customer services supply chains, being really lucky to work on some like big projects over the years.
• 4:33
  Speaker 2: and then I kind of stepped into the sales world We're about eight years ago now, started as an area sales manager and then just kind of worked my way up.
• 4:42
  Speaker 2: so, yeah, it's great because I've seen such a lot of change in that time as well in terms of, you know, the businesses itself, but just in terms of how we recruit, the diversity and everything like that.
• 4:52
  Speaker 2: So, yeah, it's been a 23 years next year, so it's not next year, next month, sorry.
• 4:58
  Speaker 1: Wow.
• 4:58
  Speaker 1: So yeah, i mean, obviously a lot of people view the building and construction industry as male dominated.
• 5:03
  Speaker 1: Was it like that when you joined 23 years ago?
• 5:06
  Speaker 1: Or is that, you know, a perception that we're all wrong about?
• 5:09
  Speaker 2: Yeah, i think I would say yes back then because I think if you heard construction back then you'd be typically thinking of the guys that were picking the products up and using the product, not particularly, let's say, the you know the manufacturers and the resellers.
• 5:23
  Speaker 2: You know, at that time in customer services it was literally 98% women.
• 5:28
  Speaker 2: So there was women within the industry, but within customer service type roles, perhaps HR roles.
• 5:33
  Speaker 2: But as the years have progressed you've seen more and more women move into different roles.
• 5:38
  Speaker 2: So within the sales teams that are going out to, you know, the merchants, potentially speaking to contractors.
• 5:43
  Speaker 2: So I just spoke to a contractor this morning up in Scotland And you know that's speaking to the guys that are actually physically using the product on site.
• 5:51
  Speaker 2: So, yeah, huge, huge change.
• 5:53
  Speaker 2: I remember when I was I think I was 19, i was really interested in kind of a sales role And I spoke to her I think it was a regional sales director back then and kind of expressed my interest And I was kind of batted away to sort of, oh, it's not, it's not really a job for a woman And at that point I kind of went okay, because you're 19, you're perhaps a little bit naive, and I kind of stepped away from that.
• 6:15
  Speaker 2: So I was what?
• 6:16
  Speaker 2: 30, 31 before I stepped into the sales world And it was, listen, it was fine because in that period I went into kind of working on projects and into supply chain And I learned so much in supply chain because you touch so many different aspects of of a business.
• 6:30
  Speaker 2: But yeah, i've certainly seen in the last probably maybe 10 or 15 years there's just been such a change And there isn't that kind of stigma associated to things.
• 6:40
  Speaker 2: Now It's like it doesn't matter, you can go for the job whatever.
• 6:44
  Speaker 2: If you've sang a banner very, very good at kind of looking at attitude rather than kind of skills, because we can all improve our skills or diversify But if you've got the right attitude behind it and the you know the behaviors, then that's, i guess, for me that's how it's won.
• 6:59
  Speaker 2: I've gone into sales and I didn't have the experience.
• 7:02
  Speaker 2: But somebody said but you speak to people, you know the product, you're kind of dealing volumes and numbers.
• 7:08
  Speaker 2: It's just changing it.
• 7:09
  Speaker 2: It's transferable, isn't it?
• 7:10
  Speaker 2: So yeah, been a huge change in, say, the last maybe 10 or 15 years.
• 7:15
  Speaker 2: And what's really, really nice is just seeing more and more women coming into sales roles, but senior sales roles, and you're actually now seeing, you know, my team is 75% women, you know.
• 7:27
  Speaker 2: So it's really nice.
• 7:28
  Speaker 2: But then even on the operational side of the business we're seeing more and more women coming into, you know, senior positions in kind of logistics.
• 7:36
  Speaker 2: A colleague here that I've worked with for a number of years has just recently been promoted to Operations Director on site, which is great And, to be fair, our techs have been very good at that over the years that I've been here but also hearing from other Sangerbank colleagues, so we've got women coming into kind of process engineering in the factory as such.
• 7:55
  Speaker 2: So yeah, seeing a huge, huge change in that in the last I would say that bit in terms of women into factory operations the last five or 10 years.
• 8:02
  Speaker 2: There's more and more of it, which is really great to hear and see.
• 8:05
  Speaker 1: And do you think it's employees driving that change or do you think that's coming from the business?
• 8:11
  Speaker 2: I think, potentially the business.
• 8:13
  Speaker 2: So we talk a lot about DNI and that kind of strategy And, listen, if we keep recruiting the same people, we're going to get the same results.
• 8:19
  Speaker 2: things have really really changed over the last, the last few years.
• 8:22
  Speaker 2: We need a diverse workforce because we can have a different view on things, and I think that's a bit.
• 8:28
  Speaker 2: You know, one of the big things for Sangerbank is that kind of tech culture and collaboration.
• 8:33
  Speaker 2: So you know, we want people to collaborate.
• 8:36
  Speaker 2: There's not always one way to do something.
• 8:38
  Speaker 2: So if we can bring a diverse pool of colleagues into the business, we're going to get some better results out there.
• 8:43
  Speaker 2: And you know what?
• 8:44
  Speaker 2: we're not afraid to try new things either.
• 8:46
  Speaker 2: So we try new things.
• 8:47
  Speaker 2: And you know what?
• 8:48
  Speaker 2: sometimes it doesn't always go right first time, but then we find a way, we find a solution And for us that's how tech is very much what we are.
• 8:55
  Speaker 2: We're kind of a solutions-based business.
• 8:58
  Speaker 2: So if you want a box of something, a palette of something, a full load of something, we'll find a way to do that.
• 9:04
  Speaker 2: So, yeah, for me it's just, it's really nice And it gives you a, i guess, when you're recruiting as well, if you can be more flexible and you're looking at kind of diversity.
• 9:13
  Speaker 2: It just gives you a much wider pool of candidates.
• 9:16
  Speaker 2: to review.
• 9:17
  Speaker 2: What was really interesting the last recruitment that I did So the lady joined me only like three or four weeks ago.
• 9:22
  Speaker 2: I was doing the, the JD, and we basically did some gender bias work on it, and the previous time I had a had in and they got loads more women applying for the role and just changing a few words within that JAD.
• 9:37
  Speaker 2: So it just shows how powerful it is, isn't it just absolutely so?
• 9:43
  Speaker 2: yeah, so, even I'll say even in the last 18 months at Artec certainly that's something that you know, we kind of consider when we're recruiting within this kind of commercial side of the business, but also on operations we're trying to do like how do we encourage more diverse kind of workforce in that kind of factory arena?
• 10:03
  Speaker 2: and it's by doing a lot of a lot of that.
• 10:05
  Speaker 2: So so, yeah, it's exciting.
• 10:07
  Speaker 1: It's exciting that all of the new and different types of colleagues that we're bringing into the business So what person have you know what's been the inclusive policy that has most benefited you as an individual?
• 10:18
  Speaker 2: I think for me it's kind of it's the attitude bit, so the attitudes are correct and the attitudes, behaviors are correct and you've got that kind of will, want and desire.
• 10:27
  Speaker 2: It doesn't matter about your background or anything like that, it's just I can do the job.
• 10:33
  Speaker 2: Sometimes, probably in the early years, you probably have to feel like you were proving yourself a little bit more, you had to work that a little bit harder.
• 10:39
  Speaker 1: You feel like that in a lot of industry.
• 10:41
  Speaker 2: You know that could be any yeah, but for me now I'm kind of like you know what I've done 20 odd years.
• 10:47
  Speaker 2: It's about getting that work-life balance and I think that's taken me quite a long time to realize that that I don't have to work that extra bit harder because I've kind of proved myself.
• 10:58
  Speaker 2: You know, i've got into a senior position within the business and the next step for me is helping kind of younger, kind of women coming into the business, and not even just younger women.
• 11:08
  Speaker 2: So the flexibility is a big part.
• 11:10
  Speaker 2: So one of the ladies that works for me has got young children.
• 11:12
  Speaker 2: How can we look at flexibility around, let's say, school time?
• 11:16
  Speaker 2: okay, we have to travel sometimes in work, so that's not always feasible but we'll always try.
• 11:21
  Speaker 2: I think some businesses say they have a flexible working policy but I'm not sure they maybe stick to it and it's flexible and it works both ways.
• 11:29
  Speaker 2: It's got to be a given tip.
• 11:30
  Speaker 2: But yeah, we're always looking at different stuff to say, right, what's going to improve things for colleagues in the in the business, because ultimately people aren't happy and they can't fit, let's say, work around family life, they're kind of leave and we're going to lose really like valuable people to the business.
• 11:45
  Speaker 2: So if we have to move something by half an hour, or we look at, you know, i've got one lady with skilled holidays and the annual entitlements.
• 11:54
  Speaker 2: She's like I could just do with an extra few days.
• 11:57
  Speaker 2: What about unpaid leave?
• 11:58
  Speaker 2: it's like, yeah, we can look at that, so nothing's off the table.
• 12:01
  Speaker 2: And I think that's really, really good, because previously it was almost like people were afraid to ask because it was it seen as a weakness because somebody's asked if they could do half an hour less or work through lunch or change something that wasn't in the office hour, sort of thing, whereas now it's kind of like, yeah, as long as you get your work done, i'm not vexed.
• 12:21
  Speaker 2: Whether you want to work eight or four, nine to five, whatever you need to do to make the, the job will work for you in the business then that's what we really kind of encourage here.
• 12:31
  Speaker 1: Yeah, brilliant, i mean talking about you know how work's changing.
• 12:34
  Speaker 1: What do you think the impact of AI is going to have potentially on your team and then ultimately, working patterns?
• 12:41
  Speaker 2: I think for me within a let's say I would say traditional sales role, there's always going to be that kind of flexibility because of travel and stuff.
• 12:49
  Speaker 2: There could be overnight stays, sometimes you can be away for a couple of days at a time.
• 12:53
  Speaker 2: But what we've seen since certainly since the pandemic there sometimes isn't that need to do all of the travel because you can do something over teams.
• 13:00
  Speaker 2: You know.
• 13:01
  Speaker 2: So my largest customer pre let's say, pandemic when I'd looked after them in the past in a different role, i used to sometimes go down once or twice a month and it was a seven hour round trip, whereas now it's kind of maybe once a quarter so you can spend more time doing the work as such.
• 13:20
  Speaker 2: So you go to a meeting, then there's always action, so you've got more time to jump on stuff.
• 13:24
  Speaker 2: So I think it's a huge benefit and I think, listen, if businesses don't like jump onto it, you know it's a differentiated between another business that doesn't offer that flexible working.
• 13:33
  Speaker 2: It's a real big thing.
• 13:35
  Speaker 2: I was with some friends at the weekend and a girl that is basically doing a similar job to me down in London And she's left her company because they've gone, like everyone's, back to the office five days a week.
• 13:45
  Speaker 2: It's not flexible.
• 13:46
  Speaker 2: You have to do this And like they're a really big business and they've lost like 15 people just because of the non flexible working.
• 13:54
  Speaker 2: They've gone and got other jobs and actually taken a pay cut because actually the flexible working means more to them.
• 13:59
  Speaker 2: And it does, you know, because, like subtle cliche, time is money.
• 14:02
  Speaker 2: But it is, isn't it.
• 14:04
  Speaker 1: And you know this sounds awful, but I heard this thing someone said the other day you know you can always earn more money and you spend money and earn money, but you only can spend time, you can't, obviously earn it?
• 14:14
  Speaker 2: Yeah, you can.
• 14:14
  Speaker 2: There's only 24 hours in a day, isn't there?
• 14:16
  Speaker 2: You can't extend the hours in a day, so Yeah.
• 14:20
  Speaker 1: So what would you?
• 14:20
  Speaker 1: I mean because I've spoken to employers that said flexible working won't work for them because of the nature of their business.
• 14:25
  Speaker 1: What would you say to some employer that was maybe a bit reluctant to try flexible working and have you made it work?
• 14:33
  Speaker 1: you know, in your stores, for example, where people do have to be at.
• 14:38
  Speaker 2: Listen, i think, in our customers.
• 14:40
  Speaker 2: Let's say so.
• 14:41
  Speaker 2: Okay, if a shop's open from 8am to 8pm, of course you've got to have the stores manned between that time, but listen, if you've got a balance of people in terms of colleagues that are working, some that need flexible, some that don't, but also offer it out to those that don't, i think that's the thing now.
• 15:00
  Speaker 2: So, historically, flexible working would have probably been for parents, childcare reasons, whereas now it's fine If I wanted to, my boss, i'd like to do flexible working because my you know, my parents are getting older.
• 15:14
  Speaker 2: For example, if I could have one Friday off a month and just work a crew that hours, that would be absolutely fine.
• 15:20
  Speaker 2: So it isn't, it's not niche to parents, basically.
• 15:24
  Speaker 2: So it's for whatever reason you might have.
• 15:26
  Speaker 2: You might be a carer, you might just need it for headspace, you might just need that extra day off a month, or it might be a hobby that you do, or you might want to do volunteering.
• 15:37
  Speaker 2: There's no like, there's no rule book that says you have to do this, this and this to qualify.
• 15:42
  Speaker 2: So, yeah, my recommendation to employees that think it won't work is trial it and see, because nothing lost, nothing gained is that, i think, at that point, other than the thing that you will lose is your good people, because perhaps they will end up leaving because they need that element of flexibility, and if people are asking for it, then they're obviously requiring it, aren't they?
• 16:04
  Speaker 1: Yeah, so obviously flex Sangamang is brilliant at flexible working, as I know because I've been working with them for a while.
• 16:10
  Speaker 1: But you know you've moved around the business a lot as well, managed to try different roles within the organisation, so how supportive are they?
• 16:18
  Speaker 1: You know it sounds like they've been brilliant with you, but you know, if people go in and you know they want to eventually move into a slightly different role, how easy is it, you know, to do that within an organisation like Sangamang?
• 16:29
  Speaker 2: Yeah, i think, listen, it depends on who you've got around you, i think.
• 16:32
  Speaker 2: So in terms of your peers, your manager, you know, really fortunate, i've had some great HR partners over the years I just absolutely encourage people.
• 16:40
  Speaker 2: It's conversation.
• 16:41
  Speaker 2: So if you're looking to explore a step up or a step sideways or into a completely different function, then just have that conversation.
• 16:50
  Speaker 2: You know, we encourage it a lot here.
• 16:52
  Speaker 2: In terms of careers, obviously we do a lot around kind of careers days And listen, it sounds very easy for me to say because I've kind of gone through the motions and gone through a little, a lot of kind of functions, a lot of roles.
• 17:02
  Speaker 2: But yeah, it's all just about conversation.
• 17:04
  Speaker 2: Reach out to your manager.
• 17:06
  Speaker 2: We've got mobility forums, as you know.
• 17:08
  Speaker 2: When you're doing your appraisals, absolutely put that on there.
• 17:11
  Speaker 2: If you, you know they do get reviewed, you know, by the business, or if you're just uncertain, just reach out and just speak to kind of managers.
• 17:18
  Speaker 2: And I get we're a smaller business here at Artex So it's probably more, let's say, like a approachable but even people in other Sangamang businesses I've always kind of said, you know if being at conferences or maybe just working with them in the past, my phone's always on my doors like open door policy kind of thing, and I think there's a lot of other people like myself in the business are also very supportive of that, because you know we've had that support for our creator.
• 17:43
  Speaker 2: So we absolutely want to return that favor and kind of do that to the guys kind of coming up the ranks, so to speak.
• 17:50
  Speaker 1: Yeah, brilliant.
• 17:50
  Speaker 1: I know that you're obviously in sales.
• 17:52
  Speaker 1: You start off in admin.
• 17:53
  Speaker 1: What other kind of roles do Sangaban and Artex recruit for?
• 18:00
  Speaker 2: Oh God, it's kind of, i said, never ending.
• 18:01
  Speaker 2: Obviously, we've obviously got the finance part of obviously the business, as any other business as well.
• 18:06
  Speaker 2: You've kind of got that manufacturing side, so in engineering, operational, so kind of warehouse and logistics in there.
• 18:14
  Speaker 2: We've also, you know, we've got R&D across Sangaban as well, so kind of the research and development.
• 18:20
  Speaker 2: I think the list is going on and it's growing and it's diversifying.
• 18:23
  Speaker 2: You know we've got specific functions now that are looking at kind of sustainability.
• 18:27
  Speaker 2: There's a big thing going forward as well.
• 18:29
  Speaker 2: So it's kind of it's endless.
• 18:32
  Speaker 2: You know, i think if you thought, could I get a career within Sangaban, i would say like, yes, you're a testament, aren't you?
• 18:39
  Speaker 2: Yeah, across there And listen, you know I was really fortunate.
• 18:43
  Speaker 2: I started, let's be honest, with not very good GTSCs and stuff, and you know, i think that as well now people leaving school and I know things have changed in terms of staying in education longer, but not everybody is particularly academic, not everybody wants to go to university And you know I certainly didn't at that time, and you know I have been really fortunate with my career.
• 19:03
  Speaker 2: But yeah, I think, you know, for me the opportunity is really really endless within UK, outside of UK, across Europe, global.
• 19:13
  Speaker 2: You know we're a huge employer within the world basically.
• 19:16
  Speaker 2: So even that, you know, if I really wanted to tomorrow, i would.
• 19:19
  Speaker 2: You know I want to work in sales but I'd really be interested to look at, you know, sangerban, let's say, sales structures within within Europe or something like that.
• 19:27
  Speaker 2: I'm pretty sure I could find someone to have a conversation with to say I'd be really interested to come and learn about.
• 19:33
  Speaker 2: I look after predominantly kind of retail.
• 19:36
  Speaker 2: I'd be really interested to come and, you know, spend some time in France, for example, and look at Castorama, a kind of European retailer, and things like that.
• 19:45
  Speaker 2: So, yeah, you know, fortunate get to travel from time to time And, yeah, mostly in the UK, but you know being fortunate to travel outside of the UK as well.
• 19:54
  Speaker 2: So it's, yeah, i'd recommend it.
• 19:56
  Speaker 2: You know it's different for everyone, but I think certainly now in terms of the, let's say, since pandemic, there's just so much more flexibility around stuff And we're trying to, you know, bring in a much more diverse kind of workforce.
• 20:09
  Speaker 1: Yeah, i mean you're definitely.
• 20:10
  Speaker 1: I think it's really nice to be to a lot of the recruitment team and the HR team and they're so committed to be inclusive employers and offering flexible working and appealing to diverse demographics.
• 20:21
  Speaker 1: You really are, you know.
• 20:23
  Speaker 1: I can really tell how committed you are, which is fantastic.
• 20:26
  Speaker 1: Do people need to have building construction experience to apply?
• 20:31
  Speaker 2: Not at all, because I think at the point we, you know, we could bring someone in to, let's say, customer service role.
• 20:36
  Speaker 2: So you know, that would be kind of, you know, dealing with customers, placing orders, that kind of thing, and you can kind of work your way up.
• 20:43
  Speaker 2: Obviously, if you were coming into a specific, let's say like engineering, of course you would need kind of engineering qualifications and things like that.
• 20:52
  Speaker 2: But the other good thing that Sangaban offer is the learning and development is almost endless.
• 20:57
  Speaker 2: So we do a lot around apprenticeships.
• 21:00
  Speaker 2: But then outside of that, you know, there's colleagues that have been put through like masters, mbas, there's kind of the onsite training, i think there's the, even the, let's say, the hands on training.
• 21:09
  Speaker 2: I think, because people are so passionate, everybody wants to support one another.
• 21:14
  Speaker 2: So, yeah, the training opportunity is, you know, endless as well.
• 21:18
  Speaker 2: Brilliant.
• 21:19
  Speaker 1: Oh, brilliant.
• 21:19
  Speaker 1: Well, thank you so much, kat, for joining me today.
• 21:22
  Speaker 1: It's been a pleasure to learn more about you and your experiences, and obviously, more about Artex and Sangaban.
• 21:28
  Speaker 1: Where can people find you, connect with you and learn more about Sangaban and Artex?
• 21:34
  Speaker 2: Yeah, so LinkedIn.
• 21:35
  Speaker 2: So we've got an Artex page for LinkedIn.
• 21:38
  Speaker 2: Obviously, I've got my own personal LinkedIn.
• 21:40
  Speaker 2: So Catherine, Bill, my full Sunday name, And then, yeah, even from a Sangaban email perspective, my emails are on LinkedIn.
• 21:48
  Speaker 2: And so if anybody wants to just kind of reach out, then, yeah, more than happy to kind of have conversations with people, that's fine.
• 21:55
  Speaker 1: Brilliant.
• 21:56
  Speaker 1: Oh well, thank you so much.
• 21:57
  Speaker 1: We'll put all the links in the show note.
• 21:59
  Speaker 1: Thank you so much for your time today, kat.
• 22:02
  Speaker 2: No problem at all.
• 22:03
  Speaker 2: Thanks, liz.
• 22:04
  Speaker 2: Thank you All right, thanks, bye.
• 22:08
  Speaker 1: Thank you for listening to another episode of the Work It Like A Mon podcast.
• 22:12
  Speaker 1: If you enjoyed this episode, please rate, review and subscribe, and don't forget to share the link with a friend.
• 22:19
  Speaker 1: If you're on LinkedIn, please send me a connection request at Elizabeth Willett And let me know your thoughts on this week's episode.
• 22:26
  Speaker 1: You can also follow my recruitment site Investing in Women on LinkedIn, facebook and Instagram.
• 22:31
  Speaker 1: Until next time, keep on chasing your biggest dream.