In our second edition of Women in Procurement, we’re shining the spotlight on Claire Phillips, Head of Indirect Procurement UK at Flamingo Horticulture Investments Limited.
Claire’s career path into procurement wasn’t exactly planned – but it’s one that’s led to a rewarding and impactful journey. In this interview, she shares her personal experiences, reflections, and advice for women in the profession.
Can you tell us about your journey into procurement and how you got started in the industry?
I was actually quite disappointed to be in procurement at first. I had applied to be a ‘goods for resale’ buyer at Tesco on their graduate scheme. I speak Mandarin and had worked in retail, so it felt like a natural next step for me. I was drawn to the idea of buying products and having ‘my’ products on shelves, but I was quite disappointed when I was assigned to buying waste contracts!
Pretty soon though I realised that procurement allowed me to be curious about a vast number of industries, and that the procurement buyers had much more freedom in their strategies. I stayed!
Have you faced any specific challenges as a woman in procurement?
Not specifically, but I am very pleased to see the recent law changes that mean companies can’t treat discrimination settlements as ‘hush money’. Non-disclosure agreements as part of settlements are going to be outlawed.
I’m very fortunate at my current employer: I was promoted to Head of Procurement just 2 weeks before going on maternity leave, and I’m part-time too. The role was still there for me when I returned from maternity leave. It seems like it should be a basic standard, but not every woman is in a company that acts with such integrity. Many women will face demotion or dismissal.
As shared parental leave evolves, I hope that this will become a ‘family status’ issue rather than a ‘female issue’.
Do you feel the industry has changed in terms of gender diversity over the years?
Yes, I do. I’m seeing more women in leadership positions in procurement than I used to.
I used to know a mathematics professor who was asking the same question about diversity in mathematics academia. He realised that each ‘level’ (undergraduate, masters, PhD etc) had to reach nearly 50% women before meaningful change happened at the level above. I think I’ve lived through this same theory in procurement: when I started my career middle-management and above were still largely male, and it took until middle-management was at parity before the senior leadership became more equal.
I still think the speaker circuit for procurement lacks women. I’ve been on a panel before where the organiser asked me to join “Because we don’t have any women speakers lined up” and they had three panels of 4 people.
Are there any specific initiatives or networks that have supported you as a woman in procurement?
I’ve always been fortunate to have great mentors through my career. They haven’t always been my formal ‘mentor’ but have often been really helpful. Seek out caring, compassionate people, and they’ll generally help support you. Some of my mentors have been the most surprising people: people who you wouldn’t expect would be such advocates for women’s careers. I don’t want them to be named here because I don’t want them to be inundated with requests, but I hope you know who you are!
Claire’s story is a reminder that career paths aren’t always linear – and that support, mentorship, and a strong organisational culture can make all the difference in retention and progression for women in procurement. Her perspective also highlights the importance of ongoing conversations around gender representation, not just in leadership but also in industry events and public platforms.
At Talent Drive, we’re proud to share stories like Claire’s to inspire, connect, and celebrate the women driving change in procurement.
Be sure to connect with Claire on LinkedIn: https://www.linkedin.com/in/claire-s-phillips-53362028/
The views expressed are Claire’s own and do not represent those of Flamingo Horticulture Investments Limited.
