This week, we’re joined by Tracy Charles, a National Senior Tax Manager in London. Tracy tells us about how she incorporates her values into her work and how to action some tangible strategies for success. Tracy contributes to our discussion around inclusion and gives us her opinion on how organisations can create a more inclusive culture.
Tell us about your career – what do you do?
I’m one of the Birmingham Hub Leaders for the personal tax compliance services for clients and also have a part time role in National Tax dealing with the National Technical Training programme.
Why did you choose your career?
I had no intention of having a career in tax when I left college – I got an offer from HM Revenue & Customs as a Junior and started learning different aspects of tax, and became more and more interested in tax. It took off from there.
What’s contributed most to your success?
Being myself and bringing the values that I was taught by my parents when I was growing up into my role at Mazars. Respect people, treat people the way you would like to be treated, and work hard. Keep on smiling
I enjoy the work I do which in turn brings passion and commitment to my role. I think I’ve demonstrated this by being at Mazars for just under 29 years. I would like to thank Liz Ritchie, Paul Barham and Rosey Blundell for recognising my ability and strength to be able to take on new challenges and roles within the business.
What’s one leadership lesson you’ve learned in your career?
Having a sense of purpose – everyone in the Hub knows what they are doing and how to do it, but as a Hub leader I have to make a big difference by sharing a strong sense of why they are doing it and where it is heading. I have to assist my team and colleagues with how to develop an understanding of our purpose and how each of their individual roles contribute to the success of the Hub in line with the firm’s vision for compliance going forward.
What’s one of the biggest advances you’ve seen at Mazars over the past 5 years?
Trying to take action against barriers of diversity by setting up groups, having open discussions and listening to all people respective of their gender, faith or sexual orientation to make a difference. Tackling the progression of women in Mazars has also been one major advancement.
What are some of the tangible strategies for success?
Enthusiasm – you have to be enthusiastic about the business and role or you will not feel motivated and you will not encourage your colleagues to be motivated.
Desire to learn – you can never know everything about your role, Mazars and the industry in general. But if you are willing to always read, watch videos, learn from your peers and take up opportunities for training, this can lead to continuing success.
What advice would you give to the next generation of leaders?
Always communicate but be prepared to listen and work as a team. Always challenge yourself and be confident in what you do, never be afraid to ask questions and enjoy what you do. Find a good mentor and learn from them!
What can organisations do more generally do to create a culture of inclusion?
Challenge your biases and take new approaches to add value to the business, for example to encourage staff to share their cultural heritage with others and make room for different cultural and religious celebrations. Organisations can embrace the differences of their staff – an organisation is only as valuable as the talent it retains and attracts! Finally, organisations should commit with a purpose – leaders of organisations need to show that they are committed to inclusion and ensure this is communicated externally – not just within the organisation.
Thank you to Tracy for taking the time to speak to us. We will be publishing more #WeAreMazars interviews over the coming months so stay tuned!