Inne Mertens has been head of Sibelga for two years. Having grown up and studied in a largely male-dominated world, she has learned to focus on her skills and determination in order to assert herself. ‘Stay true to yourself and be daring! That's her message to women who want to become entrepreneurs or are called to managerial positions.
| Inne Mertens studied electrical engineering and began her career at Electrabel. She then joined the management committee of ORES, the largest distribution network operator in Wallonia, as Director of Market Management and Customers. Inne Mertens joined Sibelga in February 2022 as General Manager of the Brussels electricity and natural gas distribution network operator. |
What does corporate leadership involve?
‘For me, leadership means embodying the company's vision, inspiring employees, motivating teams and setting an example by setting the right course. It also means surrounding yourself with people who are competent, or even more competent than you, in order to encourage a dynamic of learning and collective growth. What's more, a good leader must be able to understand the feelings of his or her team and act accordingly to maintain a climate of trust and motivation’.
Is it different for women?
‘In my opinion, women can take a more intuitive approach to decision-making, taking into account not only rational data but also their intuition. This can bring an extra dimension to decision-making. Daring to make decisions based on intuition, while balancing this approach with rational analysis, can lead to more comprehensive choices that are adapted to the complex situations encountered in the business world.’
How does it feel to be a female manager in a predominantly male sector like that of energy?
‘Having grown up with three brothers, I was used to living in a largely male environment from an early age. This dynamic has certainly shaped my perception of the professional world and influenced my educational choices, particularly in opting to study engineering. I've always been aware of the male dominance in this sector, but I've never let my gender get in the way of my ambitions or limit my opportunities.
I focused on my strengths, skills and vision, rather than on the potential barriers of my gender. At the end of the day, it's my actions, results and determination that define my success, not my gender.’
Have you had to deal with stereotypes about female leadership?
‘Sometimes there is this perception that a woman reacting emotionally, such as getting angry in a meeting, is interpreted differently than if it were a man in the same situation.
For example, when a woman expresses frustration or anger, she may be labelled as ‘hysterical’ or ‘overly emotional’, whereas a man in the same situation would be perceived as ‘passionate’ or ‘determined’. This double standard is a damaging stereotype that can hinder women's progression into leadership positions.
It is important to recognise and deconstruct these stereotypes in order to create a more equitable and inclusive working environment, where women are judged on their skills, performance and leadership, not on preconceived gender stereotypes.’
What advice would you give to a woman who is about to take on a management role in a company?
‘First of all, it would be to remain authentic. It's essential to stay true to yourself and not try to copy the behaviour or leadership styles of others, whether male or female. Authenticity inspires trust and strengthens relationships with employees.
I would also say to them: ‘Dare!’ Women sometimes tend to be too modest or hesitate to take the initiative. It's important not to be afraid to show yourself, to take calculated risks and to seize opportunities as they arise. Don't underestimate your value and dare to express your ideas and opinions. Be assertive and show your leadership.'
Are you involved in the recruitment process, either directly or indirectly, in such a way as to ensure a certain balance (particularly in terms of gender)?
‘In our recruitment process, we give priority to skills. At the same time, we value diversity, including gender balance. We actively encourage applications from women, although we recognise the challenges in some of the more traditionally male professions. Our aim remains to create an inclusive environment where every individual has the opportunity to thrive, regardless of gender.’
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