The Journey to Achieving Gender Equity Excellence: 3 Reflections from Rebecca Jones

When we want to be an example of empowerment for others, we look to those who paved the way first. During our recent CCWomen webinar, we had the honor of conversing with Rebecca Jones, winner of our 2025 Gender Equity Excellence Award. An accomplished thought leader, supportive mentor, and passionate change-maker, she continues to shape the future of the workplace by staying true to her values. 

“Our business is only as strong as the people who build it,” introduced Jones, “and I’m excited to talk about the lessons I’ve learned, the hopes I have for the next generation of women leaders, and how we can continue to shape innovation.” 

Here, we showcase her top three takeaways.    

1. Representation doesn’t stop with one person in the room. 

Earlier in her career, Jones recalls walking into an important room and realizing that she was the sole woman present. In that moment, her mission crystallized: don’t just be the one for the sake of better representation, but bring others along and transform the workplace together. 

Jones knew that the first step to bringing her vision to life was confiding in a mentor, so she found another woman executive to guide, encourage, and sponsor her. “She really helped me build the courage to drive my career forward,” she shared. “And through her, I was able to become the leader and coach for others like she was for me.”

Jones’ network of mentors didn’t stop there. In the same vein, she credited other extraordinary leaders who furthered her blueprint for inclusive leadership, namely one who was, at the time, the President of the company she joined. She reflected:

“[The executive] is a wonderful steward of the people that she serves, with an incredibly diverse background and career across technology. She didn’t just open doors, but gave many women, including me, the opportunity to succeed once we were inside that room. She truly created seats at the table, and I think it’s important for us to remember. That kind of intentional sponsorship is powerful; it shapes how I lead and lean in today. I’ve tried to carry that example forward and create pathways myself.” 

2. Effective equity-focused leaders always pay it forward.

Many leaders measure their success by revenue or reputation. And while these factors are important in determining someone’s ability to be on the frontlines, Jones stated that her greatest reward was witnessing her mentees embrace their potential. 

“Whenever I see someone I’ve coached take their next step, be brave, and push forward, it pours into my cup. Those are my proudest moments,” she said. “The ripple effect of empowerment is what leadership is all about.”

What is leadership if not a commitment to changing lives for the better? Jones reassured our audience that people didn’t necessarily need a high-level title to transform others. Sometimes, it’s as simple as “seeing a light in someone else and helping them shine a little brighter.” Because of societal barriers like gender bias and imposter syndrome, empowerment can be difficult work. However, it’s just as fulfilling as it is an uphill battle. 

If everyone is connected by a thread—in this case, joined together by mutual organizational goals—and we all strive to uplift even just one individual, we’re bound to rise together. Jones added, “Winning CCWomen’s Gender Equity Award validates that what we’re doing works, and that we can build high-performing teams while nurturing a culture where women thrive and support each other.”

3. Open dialogue can turn gender equity into a positive business outcome.

Words like "gender equity" and "inclusion," though beneficial in nature, can be misinterpreted and met with resistance. But instead of fueling further conflict, Jones chooses to approach disagreements with curiosity: where’s the misunderstanding? Are people afraid that including women can potentially exclude others? 

“Women-focused initiatives aren’t about exclusion; they’re meant to level the playing field so everyone has a fair opportunity to succeed,” She corrected. “And when we connect these points with business goals and outcomes—like attracting the best talent, driving innovation, or improving retention—we reframe the issue.”

Sharing personal experiences makes the need for gender equity more tangible. When people on all sides can physically see and hear the impact of a cause, change suddenly becomes less frightening, especially when it benefits the overall business. 

“Personal stories shift hearts while data shifts minds,” Jones mused, “In my career, I’ve found that you often need both.” 

Don’t want to miss our next CCWomen webinar? Join our conversations on gender equity, empowerment, and career fulfillment by becoming a member.