Leading with courage: why inclusive cultures help talent thrive

For Clara Santos, Country Managing Director of Ayvens Spain, one of the most defining moments wasn’t a job title or a promotion. It was a decision she made at 17: choosing engineering at a time when few women did, and deciding she would build a future that didn’t yet feel “normal.”

She later stepped into an industry she didn’t fully know at the start, and dove in head first. That willingness to take bold steps, she says, is often what separates a “possible” career from a transformative one.

Clara’s early path took her into technology and IT: a world that required confidence, curiosity, and resilience. From there, she moved into operational leadership, and eventually into country leadership.

“It wasn’t a classic route,” she says, “but it taught me how to manage complexity and deliver outcomes — and that has been invaluable.”

In mobility, the ability to connect technology, customer expectations, and operational reality isn’t just useful; it’s essential. And Clara believes the most valuable careers are often built by taking on roles that stretch you beyond what you already know.

While gender bias still exists in society, Clara’s view is clear: what matters most inside organisations is whether leaders create an environment where talent is seen, trusted, and supported.

“I’ve never felt my gender was an issue at Ayvens,” she notes. “What I’ve felt is an expectation to deliver, and the trust to take on responsibility.”

That combination, high standards and real trust, is what makes people grow. In her experience, inclusive culture isn’t defined by posters. It’s defined by everyday decisions:

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  Who gets opportunities with visibility
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  Who is invited into the conversations that matter
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  Who gets feedback that accelerates growth
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  Who has leaders willing to advocate for them

Clara distinguishes between two types of support that shape careers:

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  Mentorship: advice, perspective, guidance
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  Sponsorship: advocacy, visibility, and leaders actively opening doors

“Sponsorship is when someone puts your name forward, not just when they tell you what you could do,” she says.

This is where organisations can create real momentum, especially for people who may not be in the most visible networks. Sponsorship turns potential into progress.

In many meetings, Clara is still often the only woman at the table. But she believes the direction of travel is positive: the industry is increasingly ready, and leadership is gradually becoming more diverse.

Her approach is simple: focus on the work, set the standard, and don’t let gender become the defining conversation. “It should be normal,” she says.

And she adds a message for anyone hesitating to enter mobility: it’s a dynamic space — combining service, technology, finance, partnerships, and customer impact. “It’s genuinely interesting,” Clara says. “There’s a lot of variety, and a lot of opportunity.”

Clara believes that real progress is created when leaders make inclusion tangible. The most effective actions are not overly complicated, but they are consistent:

1- Open doors to meaningful opportunities Give people stretch projects, not only safe assignments.

2- Make visibility intentional Invite talent into the rooms where decisions are made.

3- Advocate when it counts Support your people publicly and stand behind them when they take on bigger challenges.

4- Build cultures of accountability Make inclusive leadership part of the standard of performance and keep measuring progress.

Clara’s story is ultimately about possibility: not waiting until a path feels easy, but stepping forward and building the confidence through experience. Her message to candidates and future leaders is direct: if you want a career that moves, mobility is the place. It’s complex, fast, and full of growth opportunities, especially for people willing to learn, adapt, and take responsibility.

And her message to leaders is equally clear: when you open doors for others, you don’t lose impact, you multiply it. Inclusive cultures don’t just help individuals thrive, they also help organisations perform.