In a world striving for equality, empowerment and inclusivity, the stories of Attica Broderick and Natalie Castaldini are testament to the power of determination and genuine support. The lives of these two remarkable women were transformed simply by helping them build confidence and discover their untapped potential. The RGF Connect program in Australia is designed to do the same for many more women.
The groundwork for the RGF Connect initiative in Australia was laid a few years ago, when RGF Staffing APEJ company Chandler Macleod launched a program aimed at supporting women over 45 break down barriers in the labor market. The program proved so successful that through RGF Connect it has been expanded to include more groups of women facing barriers: whether it’s age, language, or gaps in their resume.
Wasted potential
Attica Broderick was one of the early participants in the No Glass Ceiling program. “For 25 years I had worked in the hospitality industry. I’d had some painful experiences at work, I was juggling my work with caring for my grandfather. I yearned for a change but simply didn’t have the confidence to think I could do anything else than being a good waitress.”
Cynthia Andrews is Director of Employment Equity at Chandler Macleod, and says Attica’s story is far from unique. “In too many cases, employers look at someone’s resume and if they don’t have recent, relevant experience, they’re automatically skipped. Whereas this group has so much to give.” The current RGF Connect initiative, like its precursor, was designed to bring out all those hidden talents overlooked in traditional recruitment processes. Cynthia: “We don’t rely on resumes, in fact we remove them from the equation altogether. We want to meet people, talk to them, and get to know their behavioral traits, soft skills and personal experience. We have a proven method for screening and training people, and for building up their confidence.”
Building confidence and developing skills
The support Chandler Macleod provides includes a ten-day training program, on topics ranging from budgeting to time management, industry-specific skills (including site tours) and the importance of a healthy lifestyle. “Then once they’ve started work, we offer post-placement support, buddy meetings – all that in addition to the regular support our operational consultants provide”, says Cynthia.
And that effort pays off: in the No Glass Ceiling program, for example, no fewer than 89% of the participants transitioned to paid employment. Attica was one of them. “Taking part in this program is one of the best decisions I have ever made in my life. My mentor showed me that in fact I have lots of skills, and helped me build the confidence to start work for one of Chandler Macleod’s clients. Since then, I’ve actually started working for Chandler Macleod itself. I’m part of the industrial team, taking care of physical assessments and all kinds of other tasks.”
Women in Warehousing
Equally inspirational is the story of Natalie Castaldini’s journey, who benefited from another project under the RGF Connect umbrella. “I’m a single mum with three kids and I had been out of work for several years”, she looks back. “Then I saw an ad for a ‘Women in Warehousing’ program. And the moment I noticed the ‘women’ part, I knew this was made for me.” The Women in Warehousing Project is not only about reactivating women with untapped potential; it’s also about providing a safe space. Participants are trained and supported to take on jobs in the male-dominated logistics sector, and crucially, they go to work in groups.
Being back in work has had a huge impact on Natalie. Like Attica, she has since moved on to a job at Chandler Macleod itself. “At first mainly administrative tasks, then I started helping out resourcing colleagues with screenings. I now carry out physical assessments as well as drug and alcohol screening. In fact, every month I’m learning something new. I feel really empowered to grow.”
Supportive and inclusive work environment
Both Attica and Natalie emphasize how crucial the general atmosphere and culture of inclusivity has been for them. “I sometimes call my mentor my fairy godmother”, says Attica. “Her support has been unwavering.” Natalie highlights the genuine interest that Chandler Macleod's team showed in their growth. “Their approach wasn't just about teaching, but about making participants feel like an integral part of the team. Each day was a step toward breaking out of our shells and finding our true potential.”
In fact, both Attica and Natalie have built up the confidence to envisage new career paths that they wouldn’t have thought possible only a few years ago. Positions as recruiter or manager are not out of reach, and why should they? Attica: “All I see is opportunity!” Cynthia: “Attica’s and Natalie’s stories are wonderful, and in fact their background enriches us as a company. Their experiences allow us to connect with candidates through a different lens, creating an even more inclusive and supportive work environment.”
Real impact
The impact of women like Attica and Natalie reaches even further: it touches the people around them. Attica: “My husband was so proud of me: he’d always seen my potential even if I didn’t. My grandfather, when he was still alive, was also so happy to see me finding these new opportunities. It really gave him peace of mind.“ Natalie: “My kids are so proud of me, they keep telling others about my work. And when I’m dropping them off at school – wearing my Chandler Macleod polo – other people keep coming up to me and ask if I can help them. In my neighborhood, there are many women in my position and families on low income, who need this same kind of support. And of course, I’d love to help others have the same opportunities I have enjoyed!”
“Do what’s right and be more inclusive”
How do (potential) employers respond when Chandler Macleod introduces candidates that may not seem to fit the traditional mold? “I’ve yet to meet a client who is not willing to sit down and talk, and then I find it opens their eyes to a whole new range of skillsets in candidates.”, says Cynthia. “I’m convinced that most companies nowadays want to do what’s right and be more inclusive. In fact, it gives companies a real competitive edge. However, not all of them have the resources to put a dedicated Equity team in place. But that’s where we come in: we can take care of a lot of the work, allowing clients to enjoy the benefits of these very committed, wonderful employees.”