From Planning to Execution: Women Advancing Logistics and Projects at the Mibelle Group

How did you get into your current role, and what does your day-to-day work involve?

I started as a forklift operator at Marq Labs in 2021 and quickly moved into an Operations Administrative role. After a year and a half, I became an Amazon Supervisor, and in February, I was promoted to Senior Amazon Supervisor. I now supervise a team of nine employees, create and manage Amazon Kit orders, and collaborate with the Global Amazon Manager to ensure accurate and timely shipments.

What key experiences have shaped your career?

I spent 23 years in a brake factory, starting on a production line before working my way up to Warehouse Material Handler and Cycle Counter/Shipping & Receiving. When COVID-19 caused layoffs, I was put back on the production floor doing the same job I started with. I knew I wanted more, so I took a leap of faith and moved to a new company. That decision led me to Marq Labs, where I’ve advanced quickly and found a workplace that truly values my contributions.

How Can We Challenge Bias and Empower Women in the Workplace?

Women in warehouse leadership often face unique challenges, as many roles have traditionally been considered "man jobs." When I first became a material handler, I was one of the few women in the warehouse, and leadership opportunities for women were rare. Many assumed these roles required physical strength or technical skills that only men could excel in. But I was determined to prove that women are just as capable, and that leadership is about knowledge, experience, and determination—not gender.

One of my proudest achievements was not only advancing in my own career but also encouraging other women to step into leadership roles. By the time I left my previous job, there were more women than men in warehouse leadership positions—a sign of progress and changing perceptions.

Representation matters. When women see others in leadership, it reinforces that career growth is possible. Diversity in leadership doesn’t just benefit individuals—it strengthens entire organizations. Studies show that greater gender diversity at leadership levels leads to better financial performance, improved decision-making, and stronger workplace cultures.

Empowering women in logistics means creating opportunities, challenging biases, and fostering a culture where skills and ambition define success—not gender. By breaking these barriers, we not only open doors for future generations of women but also help businesses thrive.

What advice would you give to women looking to grow their careers?

Be confident in speaking up, take risks, and follow your heart. And most importantly, celebrate who you are and the achievements you make along the way.

Jo Ridgway, Head of Project Management 

How did you get into your current role, and what does your day-to-day work involve?

I joined the Mibelle Group seven years ago to help build the Project Management team. We oversee projects from concept to launch, ensuring timelines, resources, and stakeholders align. My role also includes engineering projects, site development, and leadership as a member of the Local Management Team in Bradford.

What has your career path looked like so far?

I didn’t start in Project Management—my background is in Biological Sciences and Industrial Pharmacy. My first job was as a dinner lady because it was tough finding work after university. I later transitioned into Analytical Chemistry, working in pharmaceuticals for 17 years before discovering my passion for Project Management.

When I moved into R&D Project Management, I realized I loved organizing, problem-solving, and working as a team. From there, I took on more responsibility, which led me to my current leadership role at the Mibelle Group.

How Can We Challenge Bias and Empower Women in the Workplace?

Throughout my career, I’ve encountered bias—but I’ve never let it define me. In science, I was often judged more for my education level than my gender, facing scepticism about my qualifications. In other instances, people made comments about my clothing choices, as if that had any bearing on my ability to perform my job. And yes, I’ve worked with men who believed women’s place in the workplace was to make the tea.

Rather than engaging with these biases, I focused on what truly mattered—doing my job well. Over time, perceptions shifted, and my colleagues saw me for what I was: a professional, not just a woman in the workplace.

That’s why it’s crucial to support and empower women at work. Women should feel like equals—not defined by gender, but by their skills, expertise, and contributions. They need to know they can speak openly about challenges and pursue opportunities without limitations. An inclusive workplace isn’t just about fairness—it helps companies thrive when everyone is given the chance to grow.

What advice would you give to other women looking to grow their careers?

Be yourself. Don’t let gender define your path—go for the roles you want. Women bring unique strengths to leadership, and workplaces are better when we embrace diversity.

Women Driving Change in Logistics and Project Management

Heather and Jo’s stories show how women can succeed and lead in male-dominated industries. Their journeys highlight the importance of confidence, and persistence in breaking barriers and advancing careers.

This March we celebrate the women driving progress in logistics, project management, and beyond, proving that skill, determination, and leadership have no gender.