Introducing Ronnie Karag, BIC’s Strategic Bid Lead.
We asked Ronnie to spare 5 minutes of her time to answer 5 questions about being a female role model at BIC.
How long have you worked at BIC Services? What does your role entail?
I have been working for BIC Services for just over 2 months and I sit within the Business Development team as the Bid Lead. I was brought on as part of BIC’s strategic goal in growing our Victorian portfolio. Whilst it has been a short amount of time, I already feel like we’re a family; I feel exceedingly valued and a crucial part of the team and future of the business.
In essence, my role as the Bid Lead is to drive the bidding process within the sales/business development function; being creative and collaborative, I engage with Estimators and key internal stakeholders to produce a well-angled, unparalleled quality of complex tenders, proposals and presentations to secure new and existing contracts for the business.
With a hunger for the win, I always strive towards creating content that is compelling, representative of the BIC brand and that conveys our unique selling points aligned with our clients’ goals.
What do you enjoy most about your role at BIC Services?
I am exceedingly passionate about what I do; and when I have mentors who give me the freedom to express myself in my work, that in itself is the most rewarding part.
I am a creative person with a hunger for the win; this role captures this and more and encapsulates everything I could ever want in a role; from being strategic, to building relationships, to using creative software and designing marketing material, to bringing together volumes of information into an evocative and persuasive narrative that ultimately gets us to the table
The best part is when we win a contract; I live for that and that’s my overall purpose as a Bid Manager. But this wouldn’t happen, as in, me being so engaged and throwing everything I’ve got in the ring, if I didn’t have the right support around me. I have been given freedom in how I produce my work but also the flexibility to maintain a work/life balance. This support and mentorship that I get from my Managers only exasperates my commitment and loyalty to this company.
What advice would you give to other women who are just starting out in their career?
Self-belief. Have faith in yourself. If you do this, it radiates and is reflected in your work. The law of attraction comes into play and suddenly you find yourself achieving big things; even the unimaginable.
Which women most inspires you and why?
Serena Williams. Her ridiculously good skills aside, it’s her mind that gets me the most. She is strong in mind and body, fiercely passionate, resilient, tenacious and ferocious on court.
The turning point that cemented her as my ultimate role model, was when she suffered a personal tragedy with her sister Yetunda’s murder. Such tragedy takes its toll mentally, which can completely obliterate the best of us. As a result, Serena dropped from number 1 in the world to 116; understandably due to her absence on the tennis circuit with no games, no training, just basically grieving the loss of her sister.
She then made a comeback within a year; and as such, entered the Australian Open, unseeded at #116 in the world. Remarkably, Serena stunned the world and went on to win the Grand Slam that year; with sheer grit, determination and an indomitable will, using the tragedy of her sister as her fuel, her hunger and her overall purpose. What a time to be alive. This was simply amazing to witness and proof that the mind is a powerful, powerful vessel; and if used the right way, you can achieve the unimaginable.
How can businesses work to ensure #balanceforbetter when it comes to gender equality in the workplace?
So far in my career, I have never felt unequal and it hasn’t been a big thing for me. I believe that sometimes, in fact, not making a big thing about it is the best way forward.
‘Cut the Cancer’.
We need to evolve from the dinosaur era with misogynistic and barbaric views and in order to be an ‘employer of choice’, having people with this type of mindset is cancerous and not only would this be overtly obvious, it would significantly impact on the culture of the business. Just don’t hire these people and if they’re already the ‘dead wood’ in your business, weed them out. Doing this illustrates to your employees that you ‘walk the talk’ and are taking actions to cement your values and your place as an employer of choice, not just ticking boxes by publishing your policy.
Having said this, although it would be favourable to have a 50/50 workforce, it’s important that people needed to be promoted based on merit, not just for to tick the ‘equal opportunity’ box. Equal opportunity is about a fair playground for all, not just to tick those boxes in your company’s strategic goals.