What made 2026 the right time for Hillier Hopkins to step into the role of headline sponsor for the Women Leaders Awards?

2026 represents a meaningful milestone for Hillier Hopkins, particularly following our transition to becoming a certified B Corporation™. The certification formalised something we had been building towards for years, embedding purpose, accountability and social impact into how we operate as a firm.

Stepping into the headline sponsor role at this point feels like a natural extension of that journey. It allows us to actively support an initiative that reflects our values while also demonstrating, in a very visible way, how we intend to use our platform responsibly.

The timing is also significant in a broader sense. There is increasing momentum across the business community to move beyond conversation and into action when it comes to diversity and inclusion. We felt it was important to step forward as active participants who can help shape the narrative and contribute to tangible outcomes. By taking on a headline role, we can invest more meaningfully in the success of the Awards and the people behind them.

What stood out to you about Women Leaders that made you want to be involved at this level?

What immediately resonated with us was the depth and authenticity of Women Leaders as a platform. It’s not simply about recognising achievement; it’s about creating an environment where women are supported to grow, connect and lead with confidence.

That holistic approach mirrors the principles we embrace as a B Corp™ by looking beyond short-term recognition and focusing instead on long-term impact and community benefit.

We were also struck by the strong regional focus. Women Leaders is deeply embedded in the local business ecosystem, bringing together individuals and organisations in a way that feels both personal and impactful.

That aligns closely with how we operate as a firm. We value relationships, community engagement and making a difference where we live and work. The opportunity to support something that is both purpose-driven and locally rooted made the decision to get involved at this level a very clear one.

How does this partnership align with your wider business values and priorities?

At the heart of Hillier Hopkins is a commitment to doing business in a way that balances commercial success with social responsibility.

Our B Corporation status reinforces our focus on governance, people, community and the environment. Partnering with Women Leaders directly supports those priorities, particularly in relation to inclusion, equality of opportunity and community engagement.

We see this partnership as an extension of our people-first philosophy. Supporting women in leadership is not a standalone initiative for us; it’s part of a broader strategy to create a workplace and business environment where everyone has the opportunity to succeed.

By aligning ourselves with Women Leaders, we are reinforcing our commitment to building a more inclusive business landscape, both within our firm and across the wider community.

What does being a headline sponsor mean to you beyond visibility or brand association?

For us, being a headline sponsor carries a significant level of responsibility.

It’s not about brand exposure but about actively contributing to the success and impact of the initiative. As a firm, we are particularly mindful of how we use our influence, and this role provides an opportunity to ensure that our involvement is meaningful and purposeful.

It means engaging with participants, supporting the development of future leaders and helping to shape initiatives that have a lasting effect.

We see it as a partnership rather than a sponsorship — one where we are accountable for helping to drive positive outcomes. That includes sharing our expertise, offering mentorship and contributing to conversations that challenge the status quo.

What role do you think businesses should play in supporting initiatives like Women Leaders?

Businesses have a fundamental role to play in driving initiatives like Women Leaders forward.

Financial support is important, but it’s only one part of the equation. Organisations should be actively involved not only by contributing knowledge, but also by creating opportunities and embedding the principles of inclusion within their own operations.

There is also a broader responsibility to consider the impact of business decisions on society as a whole. Supporting initiatives like Women Leaders is one way of delivering on that responsibility.

It demonstrates a commitment to building a more equitable and inclusive economy, where success is shared and opportunities are accessible to all.

Supporting women in business has been a long-standing focus for Hillier Hopkins. How has that evolved over time?

Our approach has evolved significantly over the years.

What began as a general commitment to equality has developed into a more structured and intentional strategy. We have introduced targeted initiatives, mentorship programmes and leadership development opportunities designed specifically to support women at different stages of their careers.

Becoming a B Corporation has accelerated this evolution. It has encouraged us to measure our impact more rigorously and hold ourselves accountable for progress.

As a result, our efforts are now more focused, more transparent and more aligned with our long-term goals.

What impact have you seen internally from creating more inclusive opportunities for women?

The impact internally has been measurable, but also cultural.

We’ve seen improved retention, stronger engagement and a more diverse leadership pipeline, particularly with four female staff members being promoted to Principal in the last year and more women moving into senior roles across the firm.

Creating inclusive opportunities has fostered a culture where individuals feel valued and empowered to bring their full selves to work. It has made us a stronger, more resilient organisation.

What do you think organisations still get wrong when it comes to supporting women into leadership roles?

One of the most common challenges is the gap between intention and action.

Many organisations have the right policies in place, but they fail to translate those policies into meaningful change. There is often a lack of focus on culture, which is where real progress happens.

Another issue is the tendency to treat diversity as a standalone initiative rather than integrating it into the core business strategy.

As a B Corp, we believe inclusion should be embedded into every aspect of how a business operates — from recruitment and development through to leadership and decision-making.

Your She Means Business initiative has become an important platform. Can you tell us how it started and what it aims to achieve?

She Means Business was created in response to a clear need for a supportive and empowering network for women in business.

It started as a relatively small initiative back in 2017, offering free bi-monthly lunch-and-learn events supporting entrepreneurs in Hertfordshire. We wanted to create a relaxed and friendly space where guests could connect with like-minded people, be inspired and learn from one another.

Over time, it has grown into a key part of our broader commitment to inclusion and community engagement.

Its aim is to create opportunities for connection, development and visibility, helping women to build confidence and progress in their careers. It reflects our commitment to creating positive social impact beyond our immediate business activities.

How has She Means Business evolved, and what impact have you seen from it?

The initiative has evolved into a well-established platform with a strong and engaged community.

We’ve always invited guest speakers to lead short talks on specific topics, but those themes have evolved based on the needs of the community we’ve built. Sessions range from business ownership, marketing and inclusive leadership through to mental health awareness, stress management and wellbeing.

We’ve also introduced regular open forums where attendees can share their own experiences and insights. That supportive environment has encouraged conversations that may not otherwise have happened.

The impact has been significant and we couldn’t be prouder. Events are consistently fully booked, feedback is extremely positive, and the initiative has strengthened relationships across the wider business community while reinforcing our position as a purpose-driven organisation.

In what ways does your involvement with Women Leaders complement the goals of She Means Business?

Women Leaders and She Means Business are highly complementary.

While She Means Business focuses on ongoing support and development, Women Leaders provides a platform for visibility, recognition and celebration.

By being involved in both, we are able to support women at different stages of their journey — from building confidence and skills to gaining recognition for their achievements.

Many women still experience self-doubt at senior levels. How important is confidence in enabling leadership progression?

Confidence plays a critical role in leadership progression.

It influences how individuals present themselves, how they make decisions and how they pursue opportunities. Even highly capable individuals can sometimes be held back by self-doubt.

From our perspective, building confidence is just as important as developing technical skills. Initiatives like Women Leaders and She Means Business help create environments where people feel supported and encouraged, which is essential in overcoming those challenges.

The Awards are introducing initiatives to support confidence beyond recognition. Why does that matter?

Recognition is valuable, but it is only one part of the journey.

Without ongoing support, its impact can sometimes be limited. Initiatives that focus on confidence, development and mentorship help ensure recognition leads to sustained growth.

This year’s introduction of the Confidence Star for finalists reflects that wider intention — supporting self-belief and confidence beyond the Awards night itself.

As a firm, our focus has always been on long-term impact over short-term outcomes. By supporting initiatives that go beyond recognition, we can help create lasting change and support individuals in achieving their full potential.

How important is visibility in helping more women see themselves in leadership roles?

Visibility is incredibly important.

Seeing role models who are relatable and successful helps challenge perceptions and inspire others to aim higher. It makes leadership feel more accessible and achievable.

From a business perspective, visibility also reinforces the importance of diversity and inclusion. It demonstrates that success comes in many forms and encourages organisations to broaden their definition of leadership.

With the Awards now spanning Milton Keynes, Northamptonshire and Buckinghamshire, what impact can initiatives like Women Leaders have on the regional business community?

Expanding the Awards across multiple regions significantly increases both reach and impact.

It allows more individuals and organisations to get involved, creating a stronger and more connected business community.

For Hillier Hopkins, that regional focus is particularly important. As a B Corp, we are committed to supporting the communities in which we operate. Initiatives like Women Leaders help drive positive change locally by fostering collaboration, sharing best practice and creating opportunities for growth.

As the countdown continues towards the Women Leaders Awards on Thursday 16 July, this year’s record number of entries reflects the growing appetite for initiatives that support visibility, confidence and progression across the regional business community.

For Women Leaders, partnerships with organisations like Hillier Hopkins are not simply about sponsorship. They are about creating meaningful collaboration between businesses, communities and future leaders — and helping to shape a stronger, more inclusive leadership landscape across the region.