Throughout March, to celebrate International Women’s Day 2026, Pacific International is amplifying the voices of female leaders who embody this year’s theme, “Give To Gain“. These leaders champion inclusive leadership not only through their own success but through the intentional support they provide to others.
We continue the series with a conversation between Margaret Jaouadi and Mayuri Kealy, Head of Global Procurement at Diebold Nixdorf. In this discussion, Margaret explores Mayuri’s career journey, the role mentoring, coaching, and sponsorship have played in shaping it, and how Mayuri now gives back by developing talent, advocating for women, and using her influence to create opportunities for the next generation of leaders.
Huge thanks to Eleanor Fountain, Client Partner at Pacific International Executive Search, for introducing Mayuri to Margaret Jaouadi.
Margaret Jaouadi
Looking back on your career, what role did mentoring, coaching or sponsorship play in your progression? Can you provide examples of its impact?
Mayuri Kealy
Throughout my career, I have been very fortunate to have mentors, both male and female, as well as sponsors who encouraged me, believed in me, and helped me recognise strengths I often did not see in myself. That was a pivotal moment for me. When someone else sees something in you that you do not yet see in yourself, it can completely shift how you think about your potential.
It also made me reflect on how often this happens to other women. Many do not immediately see their own strengths or the full scope of what they are capable of. Having people around me who pointed that out opened my eyes to some of those challenges and experiences. It made me more aware, and quite honestly, it is a big part of what motivates me to give back today.
The support I received made a profound difference in my career, and it continues to shape how I approach mentoring and coaching, particularly in supporting other women.
I will go a little beyond that, Margaret, and also talk about giving back. There is nothing more rewarding to me personally than watching talented, passionate people grow to their next level of impact. I say ‘people,’ with women intentionally included. Seeing that growth motivates me to keep investing my energy in developing others, because I gain so much from it, too.
Margaret Jaouadi
Building on that, in your current role, what initiatives have you implemented that have proven to be most effective in developing female talent and creating opportunities for them?
Mayuri Kealy
In my current role, I approach this by really looking at the talent and unique characteristics people bring to the table. When we look specifically at women, we often see a distinct way of thinking and approaching ideas. There is a process behind how someone develops an idea, analyses it, and decides whether to put it forward.
One of the things I pay close attention to is who is not being heard. I am constantly asking myself whose ideas are still on the table and have not moved forward. Often, those voices belong to women. Many times, we do not push our ideas forward as strongly. There can be a sense of hesitation or shyness about speaking up, even when the idea is strong and well-thought-through.
In my role, I look for those moments very intentionally. This approach applies to both men and women, but I do see it more often with women. When I notice it, my role is to coach, guide, and encourage. Encouragement is one of the most powerful things I can offer. I want people to keep pushing their ideas forward, to share their perspectives, and to feel confident turning those ideas into something real that helps them succeed.
Margaret Jaouadi
I would also say how important it is to attribute ideas to their source and to reinforce that attribution throughout the process. If a given idea takes off, it is important to continue giving credit where it is due.
Mayuri Kealy
Exactly. The way I would summarise it, Margaret, is that every woman walks her own path. At the same time, we are starting to recognize many common threads across those journeys. There are struggles, a lot of hard work that often goes unnoticed, and a natural hesitancy many women have when it comes to advocating for themselves.
That is why supporting other women, even in the smallest ways, matters so much. It can be as simple as offering encouragement or recognizing someone’s unique strengths, especially when they may not yet see them in themselves. It goes back to my own experience where others recognized things in me that I did not see at the time. Because of that, I am very aware of how important it is to notice and acknowledge those qualities in others.
It is also about creating an environment where individuals and teams can truly grow. These are meaningful actions we can take as leaders, as peers, and as friends. You do not need to hold a specific title or position to do this. Anyone can offer support, encouragement, and recognition when they see the opportunity.
Personally, when I give that kind of support, I gain so much in return. I get to witness someone succeed and learn from their journey. As I said, everyone walks their own path, and there is always something to learn from those different experiences. It allows me to see the world from new perspectives.
Above all, it is incredibly humbling to see those stories unfold. When you see someone facing challenges, and you can contribute, even in the smallest way, to helping them move forward in their career, there is nothing more satisfying.
Margaret Jaouadi
This year’s International Women’s Day theme is “Give to Gain.” From your perspective, how has investing time, influence, and advocacy in other women shaped your leadership and the impact you have been able to make? Tell me about your involvement.
Mayuri Kealy
For me, the idea behind “Give to Gain” is very real. There truly is something to gain by giving. One of the greatest rewards is the satisfaction of seeing someone succeed.
I value that very highly. When I see someone carving out a path for themselves and building their own journey, it is incredibly meaningful. If I can contribute in even the smallest way, that matters to me. It does not always have to be something big. Sometimes it is simply the right words at the right moment, or offering support when someone really needs it.
What I gain in return is the opportunity to witness that journey unfold. Seeing someone move through challenges and eventually reach the successful outcome they were working toward is very powerful. That is what motivates me to keep investing my time and energy. It is why I continue to support and advocate for others.
At the end of the day, what I gain most is that sense of fulfilment that comes from seeing someone succeed.
Margaret Jaouadi
Just as with 360-degree feedback, we also learn from our colleagues, peers, and even the people we coach. It is never a one-way street. What would you say about that?
Mayuri Kealy
Absolutely. When we are coaching someone or simply having a peer-level conversation about their journey, I always take away small insights from those discussions. Those moments help make me a better leader.
They give me perspective and often create humbling moments when I recognize how my actions can have a positive or negative impact on someone else. That awareness is important. It encourages me to focus on actions that create a positive impact for others.
What stays with us most are those positive moments. They do not always have to be big gestures. Even small actions can make a meaningful difference.
For me, those experiences are part of how I continue to grow. They help me become a better leader and show up for others in a more thoughtful and supportive way every day.
Margaret Jaouadi
I experience exactly that, particularly today as we work in multi-generational teams. The knowledge we share does not just flow from older generations to younger colleagues joining the company. It also moves the other way. We have a lot to learn from the newest members of our teams as well.
What do you believe women leaders need most today from mentors, sponsors, and allies? And how can leaders give that support in meaningful, practical ways?
Mayuri Kealy
What I am about to say is true for all talent, but I do believe women leaders often need a few things in particular. They need encouragement to advocate for themselves, the confidence to be bold, and, most importantly, an environment where their ideas and hard work are genuinely valued.
Mentors, sponsors, and allies play a critical role in creating that kind of environment. We can help amplify a woman’s voice, whether she is in the room or not. We can reinforce her strengths, especially in moments when she may doubt herself, and make sure there is space for her contributions to be seen and recognized.
Meaningful support does not have to be complicated. Sometimes it is as simple as saying that someone’s perspective matters, and then backing it up with your actions. When people consistently feel support, it can make a real difference in their confidence and the opportunities they pursue.
Margaret Jaouadi
For women who may feel they are not senior enough or are too busy to mentor others, what would you say about the power of offering support even early in their careers?
Mayuri Kealy
Encouraging and coaching others does not require a title, extra time, or a particular level of seniority. Very often, it is much simpler than people think.
Sometimes it is just about being curious, taking the time to listen, and offering support in the moment when someone needs it most. Even small actions like that can make a meaningful difference in someone else’s journey.
Margaret Jaouadi
Yes, and you mentioned in your previous answer the importance of giving women confidence. I often hear the word confidence come up in conversations about women. Do you know why that happens? Even after years of awareness that our voices matter, why do women still sometimes lack the confidence to advocate for themselves?
Mayuri Kealy
Absolutely, Margaret. I think it comes down to two things. The first is upbringing. No matter the culture or environment, there are ingrained messages from early on that can shape how women see themselves. That influence never fully goes away. The second is confidence in the environment itself.
If you look at fields like mine, such as supply chain, procurement, engineering, or other areas that involve technical or math skills, historically, the number of women has been far lower than the number of men. Many environments are not structured to recognize or nurture the unique contributions that women can offer.
For me, it comes back to those two factors, but the solution is not complicated. Confidence grows when someone realizes they have a skill or perspective that is uniquely theirs. That is what truly builds confidence. For example, when preparing someone to speak on stage at an event, there was initial nervousness. We chose a topic that only that person could speak to. Because they were the expert, there was no nervousness. They knew the topic inside out, and nobody else had that same insight.
Confidence comes from sharing knowledge in that way. It is not about worrying what others might think. It is about recognizing your unique skills and owning them. When you help someone see that, you can watch their confidence transform. That is one of the most satisfying parts of mentoring or coaching. There is nothing more rewarding than seeing someone step into their own expertise and own it fully.
Margaret Jaouadi
And before we wrap up, is there anything you would like to say before we close the interview?
Mayuri Kealy
I always challenge my peers and everyone around me. This year’s theme is Give to Gain, and I want to challenge all of us, no matter our status or title, to look out for those who need encouragement, support, or an environment where they can succeed.
When you give in those moments, the reward you receive is personal and profound. I challenge everyone to see that potential in others and to learn from their journeys. There is so much to gain from paying attention to the growth and success of those around us.
For a confidential chat about how Pacific International can assist you with your Strategic and C-suite hiring or Diversity challenges, please contact Adam Nuzie or one of our Heads of sector.