JOANNE ALEXANDER

SVP, General Counsel & Corporate Secretary,

PRECISION DRILLING CORPORATION

Senior positions in the areas of law, business development, regulatory affairs and land administration over a 20-year career in the oil and gas industry have been the stepping stones to Joanne Alexander’s role as senior vice-president with Precision Drilling.

“After closing a multibillion-dollar transaction, the investment bankers did not invite me to the closing event (a golf trip to the U.S.). I was livid. I complained to our CFO that I wasn’t invited because I was a woman. He replied, ‘No, they didn’t invite you because they think you aren’t any fun.’ I had to laugh. His comment was somewhat of an epiphany for me. Obviously, I cannot change being a woman. However, I could change whether someone thinks I am fun. I realized that by framing the issue differently, I can come at the solution differently, too. I have always thought a sense of humour is the most critical tool to break down any kind of barrier.”

“My career choices have been somewhat unorthodox. I would encourage people starting out to follow their own path. Interesting careers are rarely made from the safe or predictable choices. If an opportunity offers you a chance to learn, and you think you can make a difference, take that opportunity. Be prepared to work hard and believe in yourself.”

“Learn to delegate the easy stuff at home, as well as at work, so you can focus on what’s really important.”

Since becoming partner in 1995, Carol Devenny has been involved in a variety of audit and financial consulting engagements including initial public offerings, business valuations and IFRS conversions across industries and sectors.

“I ammost proud of being named a fellow chartered accountant — now fellow chartered professional accountant— in recognition of my career achievements, contribution to the accounting profession and volunteer leadership service to the local Ottawa community.”

“Women do not always speak up — or, as Sheryl Sandberg says, ‘lean in.’ Others around the leadership table often make assumptions on a woman’s behalf that they are not interested in a complex assignment or one that requires a lot of travel. Senior management needs to recognize that women communicate differently, and make a practice of asking them what they want and promote a culture where women are encouraged to ‘lean in.’”