Celebrated annually on 8 March, International Women’s Day (IWD) recognises the social, economic, cultural and political achievements of women, while calling for accelerated action towards gender equality. The 2026 theme, ‘Give To Gain’ (#GiveToGain), highlights the power of intentional support, opportunity and advocacy in creating a more inclusive and equitable world.
The campaign encourages individuals and organisations alike to celebrate women’s achievements, raise awareness about discrimination, and take meaningful steps to drive gender parity. At RS South Africa, these principles are embedded in everyday practice. As the company reflects on this year’s theme, People Director Joanne Perry shares insights into leadership, transformation and the responsibility to create space for others to thrive.
A people-first approach to leadership
“I am the People Director at RS South Africa and I lead the full HR function for the organisation,” explains Joanne. “My role includes both strategic and operational HR leadership, from talent acquisition and development to engagement, wellbeing, transformation, employee relations, performance, and compliance.”
Working within a lean team keeps her closely connected to the lived experiences of employees. “Because we are a relatively lean team, I am very close to both the strategic direction and the operational detail of the HR function, which I actually love. It keeps me connected to the real experiences of our people.”
Joanne’s role centres on creating the right conditions for success. “My team plays a key role in enabling the business, ensuring we attract, develop, and retain the right talent, while building a culture that is inclusive, high-performing, and values-driven. Ultimately, my role is about creating an environment where people can perform at their best, feel supported and develop and grow.”
Passion driven by people and potential
For Joanne, the driving force behind a career in HR has always been a fascination with people. “What keeps me passionate is simple: it is people. I have always been interested in human behaviour and what drives individuals to grow and succeed, and also how environments can shape people’s behaviour and potential.”
She reflects on an early aspiration to become a child psychologist. “I had a desire to help people navigate challenges and realise their potential and that has never really left me.” Today, that passion is realised in a corporate setting.
“What excites me most is seeing the actual transformation happen, whether it’s an individual stepping into a leadership role for the first time, a team rebuilding trust, or an organisation becoming more inclusive and future-ready. When you work in HR, you are in a position you can genuinely impact people’s lives, not just processes and that is a privilege I do not take lightly.”
Milestones that matter
Among Joanne’s career highlights is being entrusted with her first HR Manager role. “At the time, I was consulting just one day a week for a company, and they recognised leadership potential in me early on. Being asked to step into that role and join their broader leadership team was a defining moment for me.”
Another significant milestone was her promotion to the Executive Management Team at RS after six years with the business. “That step gave me the opportunity to operate more strategically, strengthen my business acumen, and gain deeper cross-functional insight. It has allowed me to contribute at a broader level and connect people strategy to overall business performance.”
Yet, Joanne notes, many of the most meaningful achievements are quieter. “Leading and strengthening our transformation agenda and seeing the real impact of bursaries, learnerships, and youth employment programmes, as well as driving holistic wellbeing initiatives that support our employees emotionally, physically, and financially. Hearing that these initiatives have made a genuine difference in people’s lives is incredibly rewarding.”
A personal transformation journey
Joanne’s own leadership journey has been one of growth and authenticity. “Early in my career, I focused heavily on getting the technical aspects of HR right such as policies, processes and compliance. Over time, I realised leadership isn’t just about technical competence, it’s about influence, courage and authenticity.”
She adds: “I have learned to trust my instincts more, to speak up even when the conversation is uncomfortable, to lead with empathy in a way that aligns with my values while still making tough decisions.”
Navigating leadership as a woman has brought its own lessons. “Being a woman in leadership has also meant navigating spaces that are not always balanced, but I have come to see that as an opportunity to bring a different perspective to the table. Transformation, for me, has meant stepping fully into my own leadership identity and not trying to lead like someone else, but leading in a way that is driven by my personal values, authentic and people-focused.”
Embedding diversity and inclusion in everyday practice
At RS South Africa, diversity and inclusion are not confined to awareness days. “Diversity and inclusion is part of how we operate, not just something we talk about on specific occasions,” she says. “We are intentional about integrating diversity and inclusion across all our HR practices, well beyond our employment equity compliance and B-BBEE initiatives.”
This includes regular employee engagement surveys, consistent salary benchmarking to maintain fairness and equity, and transparent recruitment and promotion processes to ensure equal access to opportunity. “We try to foster a culture where differences are respected and where people feel safe to bring their true selves to work which is when inclusion becomes real,” says Joanne.
The company’s holistic wellbeing programme supports employees emotionally, physically, and financially, while employee resource groups across RS Group provide spaces for connection, representation, and advocacy. “Our approach is not just about representation or compliance, it’s about building a culture where people feel they belong, can perform at their best and see clear opportunities for growth and development,” says Joanne.
What #GiveToGain means in action
Reflecting on the 2026 theme, Joanne connects it directly to her own experience. “When I reflect on #GiveToGain, I think about the leaders who saw potential in me as a young female professional before I fully recognised it in myself.”
She recalls being given responsibility and trust before feeling entirely ready. “In environments that were not always evenly represented, that belief in me mattered. It built my confidence and helped me find my voice.”
Now in a senior leadership role, she sees it as a responsibility. “Today, as a female leader, I feel a deep responsibility to pay that forward, to create space, advocate for women stepping into stretch roles and ensure others are given the same belief and opportunity that helped shape my journey. That, to me, is what #GiveToGain truly represents.”
Turning intention into impact
Looking ahead, Joanne believes that real progress requires sustained action. “I believe meaningful progress happens when intention becomes consistent action.” She would like to see more organisations demonstrate intentionality in sponsorship, mentorship, pay equity and leadership development for women.
“When opportunity is created and not left to chance, that is when #GiveToGain becomes more than just a theme.” Her advice to young women entering the workplace is both practical and empowering: “Trust that your voice belongs in the room even before you feel completely ready. Confidence often follows action, not the other way around.”
Joanne encourages them to build both competence and credibility, remain curious, and seek out mentors. “In traditionally male-dominated spaces, there may be moments where you feel like you are in the minority, but your perspective is exactly what adds value and brings diversity to the table.” And finally: “When you are given opportunities, no matter how small, take them. And when you are in a position to do so, give those same opportunities to others,” Joanne concludes.
RS South Africa is a trading brand of RS Group plc (LSE: RS1) and a leading provider of industrial product and service solutions.
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About RS
RS is a global product and service solutions provider for industrial customers, enabling them to operate efficiently and sustainably.
We operate in 36 markets, stock over 800,000 industrial and specialist products and list an additional five million relevant for our industrial customers, sourced from over 2,500 suppliers. This extensive range supports our customers across the industrial lifecycle of designing, building, and maintaining equipment and operations.
We enhance their experience through a tailored service model, leveraging our efficient physical, digital and process infrastructure sustainably. We combine a technically led and digitally enabled approach with an exceptional team of experts; ultimately, it’s our people that make the difference.
Our purpose, making amazing happen for a better world, reflects our focus on delivering results for people planet and profit.
RS Group plc is listed on the London Stock Exchange with stock ticker RS1 and in the year ended 31 March 2024 reported revenue of £2,942 million.
PR Contact Person – RS South Africa:
Princess Tlou
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RS South Africa
+27 11 691 9366
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Thobile Ndlovu
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+27 11 867 7763
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Joanne Perry People Director at RS South Africa - RS South Africa marks International Womens Day 2026 by championing #GiveToGain_approved
RS South Africa marks International Womens Day 2026 by championing #GiveToGain_approved
