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FacebookThis International Women’s Day 2025, the theme of Accelerate Action reminds us that while progress toward women’s equality continues, there is still work to be done.
In this special #IWD2025 interview, Annie Moon, Deputy CEO & Partnerships Lead at The Diversity Trust, sits down with Celeste Whatley, CEO of TRANSEARCH International, to discuss what accelerating action truly means in today’s world. Together, they explore the current state of gender equality, the critical steps needed to drive meaningful change, and the role of corporate leadership in championing progress.
As a women-led executive search firm with a global footprint, TRANSEARCH is committed to championing diversity and inclusion at the highest levels of leadership. This conversation also highlights how their partnership with The Diversity Trust is helping to drive tangible action in the corporate world.
Join us as we discuss how leaders can step up, businesses can take responsibility, and individuals can contribute to a more equitable future.
Annie: Where do you think women’s equality stands today, and what are the top priorities to address?
Celeste: Women have made undeniable progress in leadership, yet significant barriers remain. Despite their capabilities, many still face challenges in reaching the highest levels of business due to ingrained biases in leadership expectations and decision-making processes. While strides have been made, true equality is still a work in progress.
A top priority is ensuring that women have equal access to leadership roles — not just a seat at the table, but a voice that is heard and valued. Leadership models also need to evolve, moving away from outdated perceptions that favour traditional leadership traits and instead recognising the power of empathy, collaboration, and adaptability.
Another crucial step is sponsorship. Mentorship provides guidance, but sponsorship actively opens doors. Senior leaders must champion talented women, advocating for their inclusion in key roles and decision-making spaces. Moving from passive support to active advocacy is the real accelerator for progress.
Annie: This year’s theme is ‘Accelerating Action for Women’s Equality.’ What does this look like in reality, and what practical steps can people take?
Celeste: Accelerating action for women’s equality means turning good intentions into measurable progress. Organisations must ensure that talented women have clear, structured pathways to leadership by identifying, mentoring, and actively promoting them.
Leaders must challenge ingrained assumptions about what strong leadership looks like and ensure hiring and promotion decisions are based on ability — not outdated stereotypes.
At an individual level, building strong professional networks is key. Whether as mentors, sponsors, or advocates, leaders must take deliberate steps to create real opportunities for women to advance. The most forward-thinking businesses understand that diverse perspectives lead to better decisions, stronger teams, and more innovative solutions.
This is not a “women’s issue” — it’s a business advantage. True leadership is about recognising talent in all its forms and ensuring the best people rise to the top.
Annie: TRANSEARCH is a woman-led business. How do you leverage your role to accelerate action towards women’s equality, and how does the TRANSEARCH x The Diversity Trust partnership contribute?
Celeste: Executive search is a powerful tool for change. If we want more women in leadership, we need to ensure that companies are searching in the right places and evaluating candidates without bias.
At TRANSEARCH, we don’t just identify top talent — we challenge traditional hiring norms. We use structured assessment methodologies to ensure candidates are evaluated on merit, not assumptions. Our approach includes bias training for hiring teams and data-driven candidate evaluations, helping organisations build truly diverse leadership teams.
Our partnership with The Diversity Trust strengthens this by bringing real insights into bias and decision-making — ensuring our clients make leadership choices based on capability, not outdated perceptions.
For me, leadership is about creating ripples — every opportunity to elevate, connect, or advocate for women leaders is a step toward lasting change.
Annie: We’re in uncertain times, with the rollback of diversity and inclusion in some areas. How can senior leaders continue to accelerate action for women’s equality through allyship?
Celeste: Now, more than ever, allyship must be a deliberate and integral part of leadership. The most successful organisations understand that diverse teams drive innovation, resilience, and profitability. Research from McKinsey, BCG, and Deloitte consistently shows that companies with diverse leadership outperform their peers in revenue growth, risk management, and market adaptability. Unilever and Goldman Sachs provide strong case studies of how inclusive hiring practices create stronger, more future-proof businesses.
But allyship requires action. Senior leaders must embed inclusivity into decision-making, ensuring their teams truly reflect the diverse markets and communities they serve. It’s not enough to passively support equality — leaders must actively challenge biases, push for fair hiring and promotion processes, and advocate for women in leadership discussions where they may not be present.
Sponsorship is critical. Leaders must go beyond mentorship and take direct action — opening doors, offering stretch assignments, and ensuring women are part of key business decisions. Those who do this aren’t just supporting diversity; they’re strengthening their organisations for long-term success.
Inclusive leadership isn’t just the right thing to do — it’s a strategic advantage. Companies that embrace diverse perspectives are more innovative, adaptable, and competitive. The strongest organisations don’t rely on outdated leadership models; they focus on talent, capability, and performance.
Closing Message
On International Women’s Day, we celebrate progress — but more importantly, we reaffirm our commitment to action. Advancing women’s leadership isn’t about replacing one model with another — it’s about expanding what’s possible when we unlock the full potential of talent and capability.
Annie Moon
Deputy Chief Executive, The Diversity Trust
Annie Moon is the Deputy CEO of The Diversity Trust, where she leads corporate partnerships, co-chairs the Equalities Podcast, and spearheads projects that elevate the Trust’s impact. One of these is the diversity in menopause strand with Annie leading on a series of three white papers aimed at employers which focus on different equalities strands.
A qualified youth and community development worker with three decades of experience, Annie has worked at both grassroots and strategic levels to drive social impact. She is passionate about partnership working and participatory approaches, believing in the power of collaboration to create meaningful change. More recently, she’s become a qualified trainer and facilitator.
A committed advocate for the LGBT+ community, Annie champions the voices of lived experience and works to empower marginalised communities.
Celeste Whatley
Chief Executive Officer, TRANSEARCH International
Having joined the firm 22 years ago, Celeste has been instrumental in driving the company’s growth and strategic direction. She oversees all business and strategic initiatives, ensuring the firm’s long-term success and market leadership.
Celeste’s experience is rooted in creating and executing strategies that meet the evolving needs of global markets. She is adept at navigating complex challenges, particularly in multicultural environments, and excels at building consensus among stakeholders, driving innovation, and establishing strong business partnerships across various industries.
With a strong focus on leadership development, Celeste draws on her background in competency-based training and development. This approach ensures she maintains a people-centric leadership style, balancing empathy with effectiveness.
Celeste holds degrees and qualifications in Political Science, Labour Relations, Anthropology, and Coaching. She is also completing an MSc in Entrepreneurship and Innovation. She has completed several qualifications in Business Mentoring and currently mentors small businesses, and women-owned businesses. These qualifications underscore her commitment to continuous learning and enhancing business strategies at TRANSEARCH.
Her leadership is practical and hands-on, ensuring that business operations and strategic planning are executed effectively. Celeste’s ability to build consensus and forge strong partnerships has been crucial to her success in leading a global organisation.
Celeste is also known for her approachable nature and is always open to engaging in discussions about leadership and business. Whether it’s about the latest strategic initiatives or sharing insights over an Oat Milk coffee in London, she remains grounded in real-world experience.
