In a hall humming with ambition and the steel resolve of Africa’s transport visionaries, a simple truth sliced through the corporate speak and technical jargon. “Everyone in this room is here because your mother gave birth to you.”
Nthabiseng Kubheka, CEO of Bombela Operating Company (Pty) Ltd, delivered these words not as a sentimental aside but as a quiet, profound call to consciousness. It was the kind of line that hangs in the air long after it’s spoken — a reminder that in the grand project of building Africa’s future railways, human connection remains the foundation.
The occasion was the Africa Rail “Future of Women in Rail” panel, held at the Sandton Convention Centre. Under the vaulted ceilings of the exhibition hall, the conversation was not about locomotives or logistics. It was about people. Specifically, women. And why their leadership is not merely an inclusion metric but a strategic imperative for the continent’s transport sector.
Ubuntu on the rails
While Africa’s rail networks are often discussed in terms of steel tracks, digital dashboards, and billions in infrastructure investments, the subtext of today’s panel was far more human: How do we ensure Africa’s railways are built for all, by all?
Moderated by Nomathamsanqa G. Msomi, the panel explored a question that resonates beyond the transport sector: How can the world be made to see the importance of women — not as participants, but as pivotal architects of progress?
The message was clear: Empowering women in rail is not a “nice-to-have.” It’s a business necessity.
Michelle Phillips, Group CEO,Transnet, recounted her journey into leadership — a journey that began 25 years ago when she walked into a boardroom filled with men, specifically white men. Today, over 100 women serve as leaders and divisional managers at Transnet, from train drivers to engineers.
“I’m not saying it should take you 25 years,” she quipped, underscoring the urgency for structural change. Her story was less a victory lap and more a blueprint for acceleration.
Storytelling as strategy
One of the panel’s standout moments came from Maphefo Anno-Frempong, whose analogy of the “Train of Thoughts” captured the audience like a magnetic current. Her storytelling wove together the threads of inclusion, innovation, and intentionality — reminding attendees that the narratives we tell about women in rail can shape the industry’s future reality.
Makgolo Makolo, managing director, Alstom Rolling Stock, illustrated how this intentionality plays out in corporate policy. At Alstom, women returning from maternity leave are not penalized with demands to “earn back” lost time. Promotions, she emphasized, are based on merit, not outdated metrics of physical presence.
Jameela Pathan, commercial project manager, Siemens Mobility, spotlighted another critical lever: Leadership through coaching and mentorship. For women to ascend to leadership positions in transport, it’s not enough to open doors — they need guidance and sponsorship to navigate the corridors of power once inside.
“We must think and act with a mindset of pulling others up,” Pathan urged.
Kubheka closed the session by highlighting the operational side of empowerment. At Bombela Operating Company, which supports the Gautrain’s success, leadership development is tangible. Her team of 500 receives 360-degree feedback, with clear goals for improving women’s representation in executive pipelines.
Beyond tokenism:
Four actions for inclusive rail leadership
The panel was more than an industry discussion — it was a blueprint for what Africa’s mobility ecosystems must become. Here are four actionable lessons distilled from the day’s conversations:
- Normalise women in leadership beyond representation metrics
It’s not enough to count how many women are in the room. Organisations must build environments where women lead with authority and influence. This requires deliberate recruitment, promotion strategies, and policies that address systemic barriers — like Alstom’s progressive maternity leave policy.
Action: Conduct an annual gender audit to identify gaps in leadership roles, followed by setting time-bound targets for women’s advancement.
- Embed mentorship and sponsorship into organisational culture
Leadership development cannot be left to chance. Structured mentorship and sponsorship programmes, especially peer-to-peer and cross-level initiatives, ensure women are not only entering the workforce but rising through it.
Action: Launch internal mentorship cohorts pairing emerging female talent with senior leaders, with KPIs linked to leadership readiness and succession planning.
- Use storytelling as a strategic leadership tool
Storytelling humanizes data and bridges generational, cultural, and gender divides. Leaders like Maphefo Anno-Frempong demonstrate that narratives can mobilize action where statistics fall short.
Action: Incorporate “Leadership Storytelling” sessions into company events, where women at all levels share experiences, challenges, and victories to foster collective learning.
- Create feedback-driven leadership pipelines
As Kubheka’s example at Bombela illustrates, leadership pipelines flourish in feedback-rich environments. 360-degree reviews not only improve individual performance but also identify high-potential women for advancement.
Action: Institutionalize feedback loops with a focus on leadership competencies, ensuring women receive actionable insights to prepare for executive roles.
The tracks ahead
As the Africa Rail conference concluded, it was evident that the continent’s mobility ambitions hinge not just on engineering marvels but on inclusive leadership. Women are not passengers on this journey; they are conductors, engineers, and strategists charting Africa’s route to prosperity.
The future of rail is not just about speed, efficiency, or technology. It’s about people — and ensuring that those people reflect the rich diversity of the continent they serve. After all, as Kubheka reminded us, every visionary in that room began their journey because of a woman.
It’s time to ensure they are at the helm of Africa’s transport revolution.
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