Former Jetstar CIO on leading with curiosity, resilience, and inclusion in tech

Leadership in technology isn’t always a clear path, with barriers shaping career progression, mentorship access, and recognition.

Claudine has built her career by embracing change, navigating complexity, and driving innovation.

From digital transformation to strategy consulting, she has seen how leadership is defined not just by expertise but by stepping up, staying visible, and driving inclusion.

As part of ADAPT’s International Women’s Day 2025 celebration, we sat down with Claudine to discuss leadership and career growth—her insights highlight that accelerating action on gender equity requires driving change, not waiting for it.

The power of multiple mentors

Claudine sees mentorship as an essential part of career development, but she believes relying on a single mentor is limiting.

“Very rarely will you have one person who is amazing and excels in everything.”

Throughout her career, she has sought out mentors in specific areas she wanted to grow in—whether strategy, technology, or industry expertise.

This allowed her to gain diverse perspectives and tailor guidance to different aspects of leadership and decision-making.

She encourages professionals to actively seek out multiple mentors rather than waiting for mentorship to find them.

Falling into tech—and why that shouldn’t happen anymore

Claudine didn’t originally set out for a career in technology—in fact, it took her years to realise the critical role tech played in business and strategy.

“I wish I’d gotten into it much sooner and earlier in my career.”

Early in her career, societal biases shaped her perception of tech as being too technical, too narrow, or limited to coding.

It wasn’t until she worked in strategy at KPMG that she recognised how deeply technology was embedded in every industry, driving disruption and competitive advantage.

That realisation changed everything, leading her to leadership roles in digital transformation, data, and cyber security.

Moving beyond diversity metrics to true inclusion

While organisations often focus on metrics and targets, Claudine believes these should measure progress, not define success.

“Culture starts at the top—from the board, from the executives. It’s about walking the talk, truly believing in what you put forward.”

She argues that true inclusion happens when diverse perspectives are valued organically, not just because policies mandate them.

This requires engaging all employees in diversity efforts—not just women advocating for women, but company-wide commitment to cultural change.

Turning underestimation into an advantage

Women in leadership are often underestimated—something Claudine has experienced firsthand.

“More than once, when I was CIO at Jetstar, I was mistaken for cabin crew,” she shares.

Instead of letting those assumptions frustrate her, she used them as an opportunity to learn more about frontline operations.

Engaging with employees on the ground gave her critical insights into the business, its challenges, and the role of technology in improving operations.

For her, deeply understanding the business—from strategy to execution—is a leadership skill that can’t be delegated.

Why tech is the best place to build a career

For those questioning whether to stay in or enter the tech industry, Claudine sees endless opportunity.

“If you love change, if you love things that are constantly evolving, you’ll never get bored,” she says.

The industry rewards curiosity, adaptability, and continuous learning, offering new challenges and emerging fields that create career longevity.

She believes that aligning technology with strategy and execution is where real impact happens, making tech one of the most dynamic and rewarding career paths available.

Owning your achievements with confidence

Claudine is a strong advocate for self-promotion—an area where many women struggle.

“Women are notoriously bad at taking credit for their achievements. They feel uncomfortable.”

She stresses that recognition isn’t about arrogance—it’s about owning your contributions and lifting others up in the process.

Whether in casual conversations or formal settings, advocating for your work ensures visibility and opens doors for career growth.

She encourages women to observe how male colleagues approach self-promotion and learn from their confidence without fear of appearing boastful.

Leadership that listens, learns, and engages

Claudine believes that great leadership is about staying connected to the frontline.

“Get out to the front lines. Be that person to talk to everybody firsthand. Don’t just rely on your team to tell you what’s going on.”

She sees firsthand exposure to operations, customer service, and employees at all levels as essential for informed decision-making.

Leaders who actively engage beyond the boardroom gain a deeper understanding of their business, technology, and workforce—making them far more effective.

Building a future where inclusion is the norm

Throughout her career, Claudine has seen the impact of diversity, innovation, and continuous learning in shaping businesses and industries.

But she believes that real progress requires engaging everyone—not just women, but men and all employees—to take ownership of building inclusive workplaces.

“Diversity and equity in the workplace shouldn’t just be a concern for women. If you don’t know how to engage men to support women, then that’s the problem.”

Inclusion, she argues, must be cultural, not factional—only then will it create lasting change.

At Data & AI Edge, Claudine Ogilvie explored how integrating AI with quantum computing can address complex global challenges.