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ACCIONA.

Early Career Women are an overlooked

We all want more women in middle- and senior-leadership positions. But in male-dominated industries, there simply aren't enough women to promote.


That's not because bright, talented women don't exist in those spaces. It's because more than half of them exit the pipeline within the first five years of their career.

Video Poster Image
Video Poster Image

Early Career Women are an overlooked

We all want more women in middle- and senior-leadership positions. But in male-dominated industries, there simply aren't enough women to promote.


That's not because bright, talented women don't exist in those spaces. It's because more than half of them exit the pipeline within the first five years of their career.

Early Career Women are an overlooked

We all want more women in middle- and senior-leadership positions. But in male-dominated industries, there simply aren't enough women to promote.


That's not because bright, talented women don't exist in those spaces. It's because more than half of them exit the pipeline within the first five years of their career.

Video Poster Image
Video Poster Image

Early Career Women are an overlooked

We all want more women in middle- and senior-leadership positions. But in male-dominated industries, there simply aren't enough women to promote.


That's not because bright, talented women don't exist in those spaces. It's because more than half of them exit the pipeline within the first five years of their career.

We believe —

Early Career Women are an overlooked piece of the gender equality puzzle.

We all want more women in middle- and senior-leadership positions. But in male-dominated industries, there simply aren't enough women to promote.


That's not because bright, talented women don't exist in those spaces. It's because more than half of them exit the pipeline within the first five years of their career.


We can do something about that.

We affirm –

Equitable hiring practices alone aren't enough to achieve gender equality.

If you lead an organisation or team, you know know this already. Your dry pipeline and revolving front door tell you so.

If you're a woman in the early years of your career in a male-dominated industry, you know this, too. You were so sure this is what you wanted to pursue, but now you may be wondering if you're actually cut out for it. You are.

We understand –

Early Career Women in male-dominated industries face a litany of obstacles.

Early Career Women in male-majority environments too often attribute their workplace challenges to a lack of confidence. They judge themselves harshly—and incorrectly.

The truth is, women in the first five years of their career are generally outnumbered by men, of a different generation than their managers, inexperienced in their role, new to the world of work, and navigating a post-COVID landscape. Their "lack of confidence" isn't a character flaw; it's a natural result of the environment they're navigating.

We have evidence —

With the right training and support, Early Career Women stay. And advance.

When Early Career Women understand the factors affecting their perception of their work and value—and when they're given the chance to develop skills to navigate communication, conflict, and connection—they own their role, seek opportunities for progression, and remain in the industry they’ve selected. 

To address the gender equality imbalance at senior, C-suite, and Board levels, attention must be turned to one of the most vulnerable stages in women's careers: their first five years.

Here's how we help you do that. 

For Organisations

Empower your early career women, and develop a leadership culture that unlocks their full potential.

PROFESSIONAL DEVELOPMENT PROGRAM
For Managers

Develop a leadership culture that unlocks the full potential of your early career women.

SECURE & SUPPORT TO SUCCEED TRAINING
For Early Career Women

Access the self-concept, skills, and peer support you need to fully own your role and advance your career.

THE FIRST FIVE GROUP COACHING PROGRAM

Why we don't offer "leadership training."

Because forward-thinking organisations are so determined to put women in the C-suite, they tend to prioritise leadership training so they can promote women fast. 

That sounds like progress, but it's actually setting back the cause.

Promoting women prematurely, before they have sufficient skills and experience, sets them up to fail. And when they do—through no fault of their own—the narrative is, "See? Women can't do it." 

Of course women can do it... when they're given timely opportunities to up their skills and intentional support that's specific to their lived experience. That's what we equip them to do.

Trellis Collective acknowledges and pays respect to the past, present and future Traditional Custodians and Elders of this nation and the continuation of cultural, spiritual and educational practices of Aboriginal and Torres Strait Islander peoples.