Empowering Women in Workplaces: SeamlessHR’s Adetoun Akinsunmi on Leadership & Equality

In honor of International Women’s Day 2025, we’re shining a spotlight on women leaders who are actively driving change and championing inclusion in their organizations. As Chief of Staff at SeamlessHR, Adetoun plays a pivotal role in influencing culture, shaping strategy, and driving operational excellence — all while championing SeamlessHR’s commitment to gender equity and leadership excellence.

The theme for this year’s IWD is “Accelerate Action”. How do you personally embody this call to action in your leadership role at SeamlessHR?

Accelerate Action means moving beyond conversations to driving real, tangible impact, not just advocating for change but actively driving it—especially when it comes to gender equity and inclusion. At SeamlessHR, we push for real, measurable progress by ensuring that initiatives supporting women and underrepresented groups don’t just stay in discussions but translate into action.
This means fostering an environment where women have the mentorship, sponsorship, and opportunities they need to excel. It means ensuring that policies aren’t just present but practical—that flexible work arrangements, leadership development programs, and pay equity initiatives are not just goals but realities.
As leaders, we must ask ourselves: What barriers still exist for women in our workplaces? What can we do today—not next year—to remove them?
Change doesn’t happen by waiting. It happens when we take deliberate, bold steps forward. This IWD, let’s not just talk about accelerating action—let’s be the action.

How has being part of an inclusive workplace influenced your leadership journey? Can you share specific moments where inclusion helped you thrive?

Being part of an inclusive workplace has given me the space to lead authentically. I’ve worked in environments where my voice was valued, and that has encouraged me to extend the same to others. One moment that stands out was when I transitioned into my role as Chief of Staff. Instead of being boxed into a traditional framework, I was given the flexibility to shape the role in a way that aligned with both my strengths and the organization’s needs. That level of trust and openness fostered my growth and reaffirmed that when people feel seen and supported, they do their best work.

Many women still face barriers when trying to step into leadership roles, especially in male-dominated industries. What practical advice would you give to women who want to lead but feel held back?

First, own your expertise. Many times, women hesitate because they feel they need to tick every box before stepping up. You don’t need to be perfect—you need to be prepared and willing to grow. Second, build strategic relationships. Having the right sponsors and mentors can make a huge difference. Don’t wait for opportunities; create them by making your contributions visible.
Finally, speak up and take up space. Don’t shrink yourself to fit into a room—expand the room to fit your impact. Leadership is as much about influence as it is about position. Start leading from where you are.

One of SeamlessHR’s core values is Excellence. How has this value shaped the way you lead your team and the standard of work you uphold?

Excellence, to us at SeamlessHR is more than just a core value but also, is about consistency and raising the bar. It’s not just about delivering high-quality work—it’s about continuously improving and holding ourselves accountable for the results we drive. I encourage my team to think critically, challenge assumptions, and refine their work until it meets the highest standard. Excellence is not a one-time achievement; it’s a culture. We don’t just celebrate the wins—we assess the process, we learn, and we improve. Excellence isn’t a destination; it’s a mindset that keeps you evolving, learning, and setting new benchmarks.

Finally, if you could recommend one bold action that organizations should take to accelerate gender equity in the workplace, what would it be — and why?

One bold action organizations should take to accelerate gender equity is to tie leadership accountability to measurable gender diversity outcomes.
It’s not enough to have DEI initiatives; progress must be tracked, and leaders should be evaluated based on how well they foster inclusive teams. This means setting clear targets for women in leadership, ensuring equitable promotion pipelines, and making pay transparency a standard practice.
When gender equity is woven into leadership KPIs—just like revenue or customer success—it moves from being a “nice to have” to a business priority. Organizations that are serious about change must be willing to back their commitments with action, data, and accountability.