Coles Head of Engineering on seizing opportunities, overcoming doubt, and true inclusion

Sakshee Kohli shares how stepping outside her comfort zone, embracing risk, and challenging assumptions have shaped her career—and why inclusion must go beyond hiring metrics.

Early in her career, Sakshee didn’t plan on a future in technology. With a background in chemistry and multimedia, she took an unconventional path into engineering and infrastructure leadership, navigating industries, roles, and continents to become Head of Engineering and Store Infrastructure at Coles.

Her career has been shaped by mentors who pushed her beyond her comfort zone, sponsors who advocated for her, and a mindset of saying yes—even when the opportunity felt too big.

As part of ADAPT’s International Women’s Day 2025 celebration, we spoke with Sakshee about self-advocacy, career risks, and why real inclusion means giving women the opportunity to lead, not just participate.

Mentorship, sponsorship, and the importance of being pushed forward

Sakshee has been fortunate to have mentors who saw potential in her before she did, guiding her toward opportunities she might have hesitated to take on herself.

“I was given challenges that felt beyond my comfort zone. I had imposter syndrome. But those experiences shaped me into a leader—because someone believed in me before I did.”

One of the most valuable lessons she learned was not to say no too quickly.

A former mentor refused to accept her reluctance when given a big assignment, pushing her to figure it out rather than step back.

That challenge became a defining moment in her career, proving that leadership is often about navigating the unknown with confidence.

From chemistry to engineering leadership: An unconventional path

Sakshee’s career didn’t follow a traditional STEM-to-tech pathway. She started in chemistry, explored commercial art, and found her way into technology through multimedia and web design.

“I didn’t study engineering, but I had an instinct for problem-solving and creativity. That curiosity led me to technology, and every opportunity since then has built on the last.”

Over time, she moved into business analysis, security, IT leadership, and now engineering and store infrastructure. Her experience proves that women don’t need a traditional technical background to thrive in tech—what matters is problem-solving, adaptability, and a willingness to learn.

True inclusion is about action, not metrics

Diversity isn’t just about hiring women into technical roles—it’s about ensuring they are heard, valued, and promoted into leadership.

Sakshee has worked in environments where she was one of only two women in a team of 40, and while hiring metrics may have looked good on paper, real change came from leaders who actively listened and created space for diverse perspectives.

“It’s not enough to have women in the room—we need to make sure their voices are amplified and that they’re being given the same career-defining opportunities as men.”

She believes organisations must move beyond tokenistic representation and focus on sponsorship, pay equity, and clear career pathways for women in leadership.

Taking risks and saying yes more often

Sakshee knows firsthand how self-doubt can hold women back from opportunities they’re more than capable of handling.

She recalls a pivotal moment when she was asked to take on an acting Head of IT role for a major hospital chain in India—a challenge that, at the time, felt beyond her expertise.

“Imposter syndrome kicked in. I wasn’t sure I could do it. But I said yes, and that decision changed everything.”

Her experience in that role taught her how to lead at the executive level, navigate boardroom conversations, and drive strategic impact.

She encourages women to embrace discomfort, trust in their abilities, and take on leadership opportunities even before they feel ‘ready.’

Recognition, self-advocacy, and the power of visibility

Sakshee believes that recognition comes not just from hard work, but from making impact visible.

Women often struggle with self-promotion, but she emphasises that advocating for your work isn’t about ego—it’s about ensuring contributions are seen and valued.

“Recognition isn’t just about promotions or pats on the back. It’s about impact—when people remember your work, when it sparks change, and when others advocate for you in rooms you’re not in.”

She encourages women to track their achievements, share their impact, and ensure leadership understands the value they bring.

What needs to change in 2025?

When asked what Australian businesses should prioritise to accelerate gender equity, Sakshee is clear:

“Give more opportunities. Take a chance on someone who doesn’t check every box on a job description. Challenge your assumptions about who’s ‘ready’ for leadership.”

She believes businesses must normalise experimentation, risk-taking, and giving women the same stretch opportunities that men often receive without hesitation.

“If someone hadn’t thought of me for leadership, if they hadn’t challenged me with opportunities I wouldn’t have gone after myself, I wouldn’t be here. We need to do more of that for the next generation.”

Sakshee Kohli talked about how Coles is shaping the future of retail through AI and sustainable technology in an interview with ADAPT’s Principal Research Analyst Peter Hind at CIO Edge.