In celebration of International Women’s Day, we recently sat down with Zoe Voss, Head of People & Culture at Trilogy Funds. With over two decades of experience at the company, Zoe has been instrumental in shaping its culture and driving initiatives that promote diversity, inclusion and gender equality.

In this edition of ‘In conversation’, Zoe reflects on her most significant achievements, outlines challenges she has faced and shares her aspirations for the future.

Could you share some background on your career journey and how you reached your current position at Trilogy Funds?

I have had the privilege of growing with Trilogy Funds over the last two decades.

My journey began with a role in Administration, where I was able to identify the need for a dedicated internal Human Resources (HR) function. I was able to champion and support the development of a company culture that aligns with our values.

Over the years, I have been fortunate to be involved in strategic decision making, talent management, and employee development, which led me to my current role as Head of People & Culture. It’s been an incredibly rewarding experience to contribute to the growth of both the company and its people.

What challenges have you faced as a woman throughout your career, and how have you overcome them?

Like many women, I have faced the challenge of balancing career and personal life demands, particularly as I took on more senior responsibilities. Over time, I learned the importance of resilience, self-advocacy, and embracing the support of mentors and colleagues. The Directors at Trilogy Funds have been incredibly supportive, providing a strong network that has been essential in overcoming challenges.

The theme for International Women’s Day this year is to ‘Accelerate Action’ for gender equality. How has gender equality evolved over the course of your career, and what still needs to change?

Gender equality has made significant strides during my career, especially in terms of awareness, open discussions, and creating policies that support women’s advancement. However, society still has work to do in addressing unconscious bias, equal pay, and improving support for women in leadership roles.

Real change will come when gender equality is embedded in every aspect of workplace culture, from hiring practices to everyday interactions.

What initiatives has Trilogy Funds implemented to promote diversity and inclusion?

At Trilogy Funds, we have launched a range of initiatives focusing on gender equality, conducting equal pay audits, setting gender diversity targets in recruitment and promotion, and offering flexible work arrangements. These efforts help us create a more inclusive and equitable workplace.

We are also proud to support Peggy’s Place, a refuge for women and children who have experienced domestic violence. By supporting this cause, we contribute to a more equal society where women have access to essential resources, protection, and the opportunity to rebuild their lives free from violence and discrimination.

In my role, I am committed to ensuring that our culture supports diversity and inclusion at every level. I am proud of the work we have done to promote a workplace where employees, regardless of gender, feel supported and valued.

What has been your most significant professional achievement?

My most significant achievement is building a People & Culture team that embodies the values of the company, while also driving change. We have been able to build a community where employees feel that their development and wellbeing matter. That’s been incredibly rewarding and has allowed me to make a tangible impact on the company’s success.

Can you share an example of an instance where your leadership has made a significant impact on Trilogy Funds?

My leadership had a significant impact when I spearheaded the development of new policies and procedures to streamline our recruitment process and enhance employee wellness. I worked closely with our People & Culture team to introduce a more efficient recruitment strategy, ensuring that we were attracting high quality candidates while also promoting diversity and inclusion.

At the same time, I introduced wellness programs aimed at improving both mental and physical health, such as flexible working hours, creating a wellness room for employees, mental health awareness programs, team sports and subsidised gym memberships. These initiatives helped to strengthen our team, improve retention, and create a more positive, balanced workplace culture.

How do you think companies can better support women in leadership roles?

Companies need to create opportunities for women to step into leadership roles through skill development and career progression. It’s important to provide a platform where women can amplify their voices and contribute to decision making processes. We need to ensure that policies around flexible working, parental leave, and equal pay are designed to support women at all stages of their careers.

How do you see the role of women in business evolving over the next decade?

The next decade holds great promise for women in business. I believe we will see more women in senior leadership positions, not just in HR or people-centric roles but across all departments, from finance to tech. I also see a shift in how businesses measure success, with a greater focus on diversity, wellbeing, and sustainability. It will be crucial for companies to have a leadership team that reflects the diversity of their employees, clients, and communities.

What advice would you give to women aspiring to reach leadership positions?

My advice is to be confident, embrace your strengths, and never shy away from opportunities. Be proactive in seeking feedback, building a network of mentors, and taking on projects that stretch your skills. Also, don’t be afraid to ask for what you want in terms of career advancement.  Whether it’s a new challenge or the chance to lead a team. Success doesn’t happen in isolation. Surround yourself with people who support and challenge you.

What are your goals for the future, both personally and for Trilogy?

Personally, I want to continue developing as a leader and mentor, supporting others to reach their full potential. For the company, I aim to further our commitment to creating an empowering workplace that allows all employees to thrive, no matter their background or gender. I also hope to continue to evolve our culture to remain responsive to the needs of the business and its people.

What legacy do you hope to leave behind in your career?

I hope to leave behind a legacy of positive, lasting change, remembered for my dedication to wellbeing and growth, and striving to make a beneficial impact on others.  Ultimately, I hope my work has helped create a supportive environment where kindness, integrity, and inclusion thrive – one where individuals believe in each other’s potential and work to ensure everyone has the opportunity to succeed.

What are your hobbies or interests outside of work?

Outside of work, I enjoy spending time with my family and friends, exercising, spending time outdoors camping and exploring new places. I am also passionate about personal development, so I often read books on this topic. The most recent book I read is The Let Them Theory by Mel Robbins. I am an advocate for maintaining a balanced life, and I try to find time for activities that recharge me.