EmpowHer _ 2025 _ Issue2

EDITION 02 • 2025

SSA PERIOD POVERTY DRIVE

Is your leadership style in tune with your Team?

SUPPORTING THE GROWTH OF SMEs in SSA! More than SKIN DEEP

TABLE OF CONTENTS

MESSAGE FROM AMB SPONSOR FEATURES INSPIHER TEDEX CORNER DEVELOPHER PROMOTIONS & NEW JOINERS SSA EVENTS CORNER SSA WELLNESS CORNER CONNECTHER PAGE

All the research shows, that investing in Women is a good investment.

CHERIE BLAIR

THE TEAM

Fatima Sullivan: DHL4HER AMB Sponsor Paul Clegg: VP Human Resources Megan Collinicos: VP Marketing Lerato Moeletsi-Banda: Editor

Catherine Mahamo: Editorial Assistant Fatma Abubakr: DHL4HER Regional Lead Stan Chetty: Human Resources Lead Jasmin Nagel: Designer

MESSAGE FROM AFRICAN MANAGEMENT BOARD SPONSOR

Dear Superstars!

Welcome to our special issue on the beautiful blend of generations in today’s workplace! In this issue, we’re diving headfirst into the wonderful world of multigenerational workplaces, where experience meets innovation, where wisdom dances with fresh perspectives, and where every woman—regardless of her age or position—brings something irreplaceable to the table. Gone are the days when workplaces were dominated by a single generation. Today’s offices are buzzing with energy from Great Colleagues spanning five decades, each bringing their unique superpowers. The 20-something who

can decode algorithmic trends in her sleep. The 30-something who’s mastering the art of work- life integration while climbing the corporate ladder. The 40-something who’s hitting her stride as a leader and mentor. The 50-something who’s combining decades of expertise with newfound digital fluency. And the 60-something who’s redefining what it means to be a senior professional in the modern world. What’s truly exciting is how these generations aren’t just coexisting—they’re collaborating, learning from each other, and creating a DHL we all want.

impacting their leadership and team dynamics. Then we move over to our Spotlight feature, where we get introduced to incredible team members across the organisation. You’ll meet women who’ve shattered the myth you have to be a certain age to occupy certain roles. We will also get an update from a regional campaign that was driven by DHL4Her and supported by ALL of you – our Period Poverty campaign. Thank you for making this a success and making a difference where it matters most. This issue is packed with stories that will make you laugh, inspire you to think differently, and maybe even reconsider what you thought you knew about age in the workplace.

As always, we are keen to hear from you. Do send us your feedback on the stories featured here, and if you have any story suggestions we will be happy to hear those as well.

Happy reading!

Inspire, Connect, Develop and EmpowHER

Love, Fatima

In this issue, we will hear from our AMB female leaders on how different generations are

FEATURES

We are excited to get some insights from our Leading Ladies in SSA. The AMB have taken time to share some thoughts on the importance of having different generations in the organization and how it impacts their leadership. GENERATIONAL Matters A view from above:

leadership team embraces this concept and is stronger, more resilient and more creative as a result. To answer the question, I've learned that diversity isn't just about demographics; it's about diversity of thoughts, varied life experiences, and fresh perspectives that challenge our conventional thinking. Younger female employees bring a unique intersection of these elements that can truly change how we approach business challenges. They often embody a more collaborative, empathetic, and authentic leadership style that resonates with today's workforce expectations. What is also refreshing to see is their comfort with embracing vulnerability, how skilled they are at building inclusive teams, and their natural inclined toward mentorship and knowledge sharing. What drives and influences how you lead your teams? My leadership style stems from Appreciation. Appreciating that any team consists of individuals with different backgrounds and lived experiences. I am motivated to understand who my team members are... their personal circumstances, what motivates them and what they need from me to give their best. Without a doubt, appreciating and embracing

their uniqueness makes for a more inclusive team dynamic where everyone's contribution is valued. What is the impact of having different generations in your team? Generationally-diverse team members have the capacity to complement each other through input and expertise derived from different perspectives. Generally speaking, older generations contribute expertise and wisdom derived from experience whilst

younger generations enable diversity by challenging process and advocating for new ways of doing things particularly from a technological point of view. What stands out to you with regards to leading younger and older team members (does this impact how you manage)? It absolutely does because there is a place for everyone's contribution, and we are a better organisation as a result of it. What stands out the most is that there is so much that causes

What are some of the lessons that can be learned from being part of a diverse leadership team (generations-wise)? I firmly believe that the most effective teams are diverse in every way...ethnicity; gender, and generational. By embracing diversity, we have the best chance of encouraging differing perspectives, opinions and insights. Our Venessa

us to be different, but there is also tremendous value in embracing those differences and encouraging everyone's contribution because it matters! As leaders, we have a responsibility to actively seek out, amplify, and act on the insights that younger employees bring to our organisations. As leaders, we have a responsibility to actively seek out, amplify, and act on the insights that younger employees bring to our organisations. This means restructuring our decision-making processes to include diverse voices, creating formal and informal mentorship programs, and measuring our success not just by financial metrics but by how well we're developing our next generation of leaders. What ‘new words’ are you learning from GenZ and Alpha – how were you taught these, and are you even using them correctly? I don't want to talk about this... ☺ I struggle to keep up with parallel word meanings and am constantly asking, 'is that what I think it means'?

Since when did 'spicy' refer to anything other than a Durban curry!?!?!?

the voices in the room – healthy debates are important when considering solutions – it helps to highlight areas that perhaps hadn’t been considered. What drives and influences how you lead your teams? For me, I don’t believe in a one size fits all approach – not just from a generations point of view, but individual personalities too. I like to think my style is pretty direct – so I like to keep that consistent, but I try to adapt when delivering feedback, as everyone takes on feedback in a different way. I want my team to know that mistakes happen, but as long as we learn from them, that’s what is most important. I want them to know that I have their back, always – irrespective of the outcome. And in return, (I hope) they feel confident and comfortable enough to chat to me about anything. What is the impact of having different generations in your team (impact to team and the business)? Firstly, impact on the team – different perspectives and input. For example, we have our youngest Gen Z in the comms team (shout out to Catherine!) who keeps us up to date on

What are some of the new ways of working from GenZ and Alpha that are challenging your worldview? The work ethic of GenZ and Alpha is different. Not worse or better, but different, and I have learned a lot about setting boundaries for working hours; balancing outside interests, and the power of embracing our phenomenal organisation's role as a responsible corporate citizen. By understanding and appreciating what is important to these generations, we have a real opportunity to get the best from each other and avoid misunderstanding and frustration. Finally, we would also like to find out which generation you fall within GenX. I think. But I am a Millennial at heart and a wannabe GenZ. ☺

What are some of the lessons that can be learned from being part of a diverse leadership team (generations-wise)? Different generations bring different perspectives. Sometimes years of experience can benefit a discussion, and other times, a fresh, new way of looking at something can be just as beneficial. I think it's great to have all Megan

trends that we may have missed otherwise! She was the brains behind our “Yellow Couch Conversations” theme song that everyone raves about – all done using AI! Impact to the business is much the same – well-rounded opinions and ideas – thoroughly debated from different points of views. It can only be a good thing. What stands out for you with regards to leading younger and older team members (does this impact how you manage)? We’re lucky in that DHL has fairly unique culture – everyone here (and especially those that last) has that same will-to-win nature – so I think as leaders, we have a rather easy and fortunate job of leading our teams – irrespective of generations, because we all have the same fundamentals. I think that where it comes in, is in the understanding of what may be more important to different generations depending on the stage of their life. Some may be a bit more carefree and adventurous in their younger years, while later on, stability and a more reliable or predictable outcome may be preferred. But then again, that also depends on personality. That’s why I tend to focus more on the individual and their personality, than on what

generation they fall into. Less about the label – more about the person.

What ‘new words’ are you learning from GenZ and Alpha – how were you taught these and are you even using them correctly? 😉 😊 – I’ve yet to find a moment to use ‘salty’ – I find it more impactful to say I’m angry. But I’m not averse to trying to look snatched and have, on occasion, accused our kids of having brainrot… What are some of the new ways of working from GenZ and Alpha that are challenging your worldview? Knowing that everything centres around technology – and that ambition and expectation are high. Which is not a bad thing, but sometimes it can lead to unrealistic expectations – for example, walking straight into a high paying job, instead of understanding the need to learn the ropes – but with that, it brings great motivation to do things quicker, better, faster – so I think it’s all about balance. I love the fact that work-life balance features high on their priority list (as it does on mine – you see, Millennials are still cool too!) – as I feel that’s important. We spend more than half our life at work – so we should make sure that

it brings us joy and adds value (not just to our bank balance, but to our overall being.) Finally, we would also like to find out which generation you fall within I’m a millennial. Currently in my 40th year of it, and loving it.

Sometimes years of experience can benefit a discussion, and other times, a fresh, new way of looking at something can be just as beneficial.

The biggest lesson I’ve learned is that generational diversity isn’t just nice to have—it’s essential for business survival. combined with my Millennial colleagues' digital fluency and our Baby Boomers’ institutional knowledge, created an incredible strategic advantage. The key lesson? Generational diversity forces you to think beyond your own assumptions. Every generation brings a different relationship with risk, technology, and work- What drives and influences how you lead your teams? My leadership style is heavily influenced by what I call "adaptive authenticity." I've learned that being genuine doesn't mean being the same person with everyone. A 24-year-old graduate and a 55-year-old project manager might both need mentorship, but they respond to completely different approaches. What drives me is creating psychological safety where every generation feels valued for their unique contributions. Whilst my approach may life integration. When you harness that properly, you make better decisions.

What are some of the lessons that can be learned from being part of a diverse leadership team (generations-wise)? The biggest lesson I've learned is that generational diversity isn't just nice to have—it's essential for business survival. In my early years in leadership, I felt pressure to prove myself by being the most prepared person in the room, but I quickly realized that my GenX pragmatism, Fatima

change with people, keeping to my authentic self through it all is a non negotiable for me though. I've seen too many organizations where older employees feel like they're being pushed toward retirement and younger ones feel like they're not being taken seriously. Both scenarios are expensive mistakes. What is the impact of having different generations in your team (impact to team and the business)? The impact is transformative, but it requires intentional management. On the team level, we've seen incredible knowledge transfer. Our senior team members are mentoring junior ones, meanwhile, our younger team members are teaching everyone about emerging technologies and the latest trends whilst reviewing from a different perspective. But here's what most articles don't tell you: it's not always smooth. Different generations have different definitions of urgency, different comfort levels with ambiguity, and different expectations about feedback. What stands out for you with regards to leading younger and older team members (does this impact how you manage)? Absolutely, it impacts how I manage, but

maybe not in the ways people expect. The biggest difference isn't about technology or work-life balance—it's about career trajectory expectations. Younger team members often want rapid advancement and diverse experiences. They'll ask me about promotion timelines in their first month, which initially surprised me. But I've learned to channel that ambition productively through positive engagements. These young ones are also more likely to push back on decisions they don't understand, which keeps me sharp as a leader. Older team members typically want stability and recognition for their expertise. What is crucial about our older team members is that they bring incredible depth and judgment. They also serve as institutional memory, which is invaluable during challenging times. What 'new words' are you learning from Gen Z and Alpha? Oh, this is fun! My teenage daughter is my unofficial consultant on this. Some of my favourites that have actually made it into our work vocabulary: "Slay" has become a way of celebrating wins. When someone nails a presentation, we'll say they "slayed it." It's more energetic than "good

job" and the whole team has adopted it. "It's giving..." as a way to describe the vibe or energy of something. We'll say "this process is giving 2015" when something feels outdated, or "this project is giving chaos" when things are disorganized. The interesting thing is that adopting some of their language has made me more approachable to younger team members. But I'm careful not to overdo it—nothing's worse than a middle-aged executive trying too hard to be cool, business professional language is still the way to go. What are some of the new ways of working from Gen Z and Alpha that are challenging your worldview? The biggest shift is their relationship with traditional work structures. They're not trying to be difficult—they're genuinely confused by

some of the practices we take for granted. They're also challenging the notion that being busy equals being productive. I grew up in a culture where working late was seen as dedication. They'll ask, "Why are you staying late if you finished your deliverables?" It's forced me to examine whether I'm modelling healthy boundaries or just performing busyness. Their approach to learning is completely different too. They expect to be able to access information instantly and learn through videos, interactive content, and peer collaboration. Perhaps most challenging is their expectation of the pace of promotion. They want to move up far too quickly as they need to understand not just what we're doing, but why we're doing it and how it fits into the bigger picture. It does take 3 years to get 3 years of experience and that experience also has a place not just new technologies and ideas.

My Gen X pragmatism, combined with my Millennial colleagues’ digital fluency and our Baby Boomers’ institutional knowledge, created an incredible strategic advantage.

RISING STARS OF DHL

PALESA MALELE HR BUSINESS PARTNER - OPERATIONS, SOUTH AFRICA

TARS Rising S In this edition of EmpowHer, we shine a spotlight on four exceptional young women at DHL. EmpowHer had the pleasure of interviewing these remarkable individuals to explore their experiences, challenges, and aspirations.

Which generation do you belong to?

Millenial.

What were you expecting when you started your career and how has that evolved? When I started my journey as a graduate in HR, I had a textbook idea of what working in HR would entail, typically sitting at the leadership table, developing strategies that would drive impactful change. I was excited by the idea of being a voice for people and playing a part in shaping the organization. I quickly realized how much I didn’t know and how much I had to lean on the experience and guidance of others. I was fortunate to have managers who were patient enough to walk me through the realities of the role, the day-to-day challenges, managing difficult conversations and importance of building trust before influence. Over time this view has matured from seeing it as purely strategic but recognizing the importance of balancing the day-to-day support, credibility through consistent delivery, building relationships and not just knowledge. What are you learning daily in your workspace? I’m learning that being in HR isn’t about having all the answers, but it’s about being present, asking the right questions and knowing when to listen, relying on data and leveraging on the knowledge and experiences of my colleagues. Where do you see yourself in 7 years? An HR leader who specializes in driving impactful people programs that not only support business goals but day-to-day work lives – whether that’s around talent management and development or employee experience.

RISING STARS OF DHL

Where do you see yourself in 7 years? In 7 years, I see myself in a senior strategic role working at the intersection of global trade, business consulting and data-driven project management. By then, I aim to have built a strong foundation in cross-border trade operations, and applied data analysis, to head a division or task force responsible for developing and executing trade strategies across multiple continents. I hope to be an experienced contributor on complex global projects, having earned the trust and exposure needed to work closely with teams on strategic trade and consulting initiatives especially in emerging markets. I also hope to be mentoring junior talent and contributing to high-impact initiatives that position Africa as a leader in inclusive and future-ready trade solutions.

NANGAMSO NXUMALO GOTRADE MANAGER SUB SAHARA AFRICA (RAPID)

Which generation do you belong to? Millenial.

What were you expecting when you started your career and how has that evolved?

I had absolutely no idea what to expect when I started my career at DHL mostly because my experience was previously rooted in the Non-Profit/NGO and Academic space were I worked as an Independent Research Consultant and Research Assistant for various Research Chairs, and various anti-Gender Based Violence NPOs like the Uyinene Mrwetyana Foundation in the Eastern Cape, South Africa. My intention was to learn as much as possible and I would be lying if I said that it hasn’t been an interesting adventure. I have subsequently become quite well-versed in some trade related topics which has been quite thrilling for me. Working for the Customs and Regulatory Affairs team for a few years has helped in my development in that respect. What are you learning daily in your workspace?

GOODNESS OKWARA, NETWORK CONTROL GROUP AGENT LOSHUB, NIGERIA Which generation do you belong to? Generation Z. What were you expecting when you started your career and how has that evolved? When I began my career with DHL Aviation, my main goal was to gain

hands-on experience in logistics and network operations. Working with the NCG team at Loshub gave me the opportunity to see how operations run in real-time and to learn how to respond effectively in a fast-paced environment. Over time, my perspective has grown beyond processes and systems. I’ve developed a deeper appreciation for DHL’s core values - it’s Speed, Passion, and commitment to Right 1st Time. These principles have shaped both my mindset and my work ethic. While the environment is demanding, the strong culture of support and collaboration among colleagues makes it not only rewarding but also truly inspiring.

Currently, I’m building a strong foundation in data analysis, cross-functional collaboration, and project coordination to help solve real business challenges. I’m also gaining practical exposure to trade dynamics and customer needs. These experiences are sharpening my ability to manage complexity, communicate insights and, to some degree, contribute to various business solutions.

What are you learning daily in your workspace? Working with NCG team at LOSHUB, every day presents a new opportunity to learn and grow. Each day sharpens my ability to act quickly think ahead and work closely with my team to get things right the first time. I’ve learned to balance speed with accuracy while embracing differences with colleagues. Its motivating to see how our work on the ground connects globally and that drives me to keep growing and delivering my best. Where do you see yourself in 7 years? In 7 years, I see myself in a Senior Leadership role within DHL possibly in Network Control or Regional Operations, where I can contribute strategically to optimizing global logistics and driving performance across the network. I plan to grow through DHL’s career and personal development programs- taking advantage of internal learning, mentorship, and leadership training to build the skills and exposure needed for higher responsibility. My goal is to not just manage operations but to lead teams, inspire others and drive innovation while upholding DHL’s core values, being a key player in shaping the future of logistics at DHL, someone who understands the big picture and helps other grow along the way.

my perspective on Credit Control has evolved significantly. I now see it as a strategic role that not only impacts cash flow but also contribute to customer relationships and overall business success. What are you learning daily in your workspace? As a Credit Controller, I learn something new every day. Learning to monitor customer payments behaviour, problem solving and identifying potential risks to developing negotiation skills as well as understanding the importance of building and maintaining positive customer relationships daily. Where do you see yourself in 7 years? My aim over the next 7 years is to see myself in a place where I make a difference. I would like to progress in the field of Finance and see myself in more senior roles. I would like to take on more responsibilities in the process to make constructive contributions to the team that will help the company achieve more success.

TSEBANG KOLOMANE, CREDIT CONTROLLER, LESOTHO

Which generation do you belong to? Millenlial.

Stay tuned for the next issue of EmpowHer as we spotlight more young ladies in our business.

What were you expecting when you started your career and how has that evolved? When I started my career in Finance, I expected to primarily focus on managing account receivables and ensuring timely payments from

clients. However, I faced situations where effective communication and relationship building with customers were crucial for resolving disputes and negotiating payment terms. I also get the opportunity to work more closely with cross-functional teams, which has enhanced my understanding of how Credit Control integrates with Sales and other departments. Today

26 27 INSPIR Her

INSPIRHER

Our regional leadership team recently attended a graduation event for female business owners who were candidates in the Road to Markets program that DHL sponsors in partnership with the Cherie Blair Foundation for Women. CHERIE BLAIR: SUPPORTING THE GROWTH OF SMES IN SSA

Road to Markets program is designed to support women entrepreneurs to overcome challenges such as access to markets, information, capital and technology, equipping them with the knowledge, confidence, networks and pathways to achieve business growth through accessing new markets or expanding in their current market. Road to Markets was launched in Kenya in 2025. The program is designed to support women running micro, small or medium- sized enterprises in low and middle- income countries who are alumnae of the Foundation’s Road to Growth and/or Road to Finance programs, or other comparable third- party programs.

We are excited about the growing importance of our SMEs and the role they play in international trade. We remain steadfastly committed to ensuring that they thrive by facilitating their access to global markets and working with various partners worldwide to address some of their challenges. As part of the celebration of women-owned SMEs, the AMB and country leadership had the opportunity to visit to Nywele Hair Creation. Nywele Hair Creation is an SME that creates and ships wigs and hair extensions across borders. Joy is the owner of this small business, and she has been working with DHL to access her global customers and grow her business internationally.

During this visit, our Hennie had an opportunity to try out one of Joy’s products in person - we have the evidence -

CLICK ON THE LINK TO WATCH THE VIDEO

TALK ABOUT ‘SUPPORTING SME s ONE WIG AT A TIME!’

We live in a workplace where four generations collide. Each generation brings unique values and motivators. Knowing how to lead them is crucial. Here’s a roadmap to help you connect better: IS YOUR LEADERSHIP STYLE IN TUNE WITH YOUR TEAM?

HOW TO LEAD PEOPLE OLDER, YOUNGER AND COMPLETELY DIFFRENT FROM YOU

Boomers (1946–1964) What they value: Stability, loyalty, respect. How they work: Prefer structure, formal communication. What motivates them: Recognition for expertise, job security. How to connect: Acknowledge their experience; show appreciation. Gen X (1965–1980) What they value: Independence, efficiency, work-life balance. How they work: Self-reliant, results-driven. What motivates them: Autonomy, respect for their time. How to connect: Give them space; offer recognition without intrusion.

Millennials (1981–1996) What they value: Purpose, innovation, meaningful work. How they work: Collaborative, tech-driven. What motivates them: Growth opportunities, alignment with values. How to connect: Be transparent; involve them in decisions.

Gen Z (1997–2012) What they value: Authenticity, social impact, diversity. How they work:

Digital-first, prefer flexibility. What motivates them: Making a difference, feeling heard. How to connect: Offer purpose-driven work; engage authentically.

Leading in 2025 requires more than just authority. It demands empathy and adaptability. Understanding that each generation has its own reality will set you apart. Frameworks can guide us, but it’s empathy that creates connection.

32 33 DEVELOP Her

CELEBRATING WOMEN IN GLOBAL TRADE:

for women-owned businesses, further enhancing their capacity to thrive in the global market. In a recent interview with Kritee Sharma and Muriel Tombrink, we explored the collaborative efforts between the GoTrade program and the ITC SheTrades team, showcasing how strategic partnerships can create meaningful change. By championing women in trade, these organizations are fostering a brighter, more equitable future for all. Together, they demonstrate that inclusivity is not just an ambition - it is a necessity for sustainable growth in the world of trade. CLICK ON THE IMAGE TO VIEW THE INTERVIEW.

opportunities, enhancing the visibility of women- led enterprises, and removing obstacles to their participation in global markets. GoTrade and ITC SheTrades have partnered on regional and local projects across various regions, from Africa to the Americas. For example, in 2024, ITC SheTrades and DHL GoTrade launched webinar sessions across Sub-Saharan Africa to Latin America, in both Spanish and English, targeting women-led businesses. Additionally, GoTrade is currently collaborating with ITC SheTrades Hubs in four (4) countries: Ghana, Mauritius, South Africa and Trinidad and Tobago, to provide in-depth training sessions

A TRANSFORMATIVE ALLIANCE BETWEEN GOTRADE AND ITC SHETRADES

In today’s world, the role of women in global trade is more crucial than before. As businesses innovate and expand, the contributions of women entrepreneurs are increasingly recognized. Together, DHL’s GoTrade and the International Trade Centre (ITC) SheTrades are collaborating to transform international commerce and championing women in trade.

GoTrade: A Catalyst for Change DHL’s GoTrade is breaking down barriers in International Trade, specifically for small and medium-sized enterprises (SMEs). At the heart of GoTrade’s lies a strong commitment to inclusivity, which aligns with the United Nations Sustainable Development Goals (SDG 5: Gender Equality and SDG 8: Decent Work and Economic Growth) aimed at promoting equal opportunities, enhancing women’s participation and fostering inclusive and

sustainable economic growth. This commitment supports DHL Group’s ambition to create more opportunities for marginalized groups, including women entrepreneurs. Recognizing that women entrepreneurs often face unique challenges in accessing global markets, GoTrade partners with ITC SheTrades, an initiative from the International Trade Centre, that connects women entrepreneurs to global markets. SheTrades empowers women through resources, training, and networking

36 Dr. Joe Dispenza on Corner

Secret To Living Without Fear & Anxiety Forever! Your Mind Can Heal Itself!

38 PROMOTIONS NEWCOMERS & 39

Colleen Green

Ester Mani

New Role: Performance Excellence Manager Central West Africa. What keeps you motivated:

New Role: Head of Customer Service Zimbabwe. What keeps you motivated: Seeking new challenges for personal and professional growth, and contributing to the team’s and organization’s success. Motivational Quote: “Coming together is a beginning, keeping together is a process and working together is success.” What do you do outside of work? I enjoy spending quality time with my family, these moments give me a sense of balance and fulfilment. I also spend time helping those who are less fortunate by volunteering. Balancing work with these meainingful activities outside of my career helps me stay grounded and motivated.

The endless possibilities and opportunities within the organization, having the support I need to excel, and having the opportunity to motivate others in their growth is what motivates me. Motivational Quote: “We are what we repeatedly do. Excellence, then, is not an act, but a habit.” What do you do outside of work? I enjoy quality time with famiy and friends at the beach, watching movies, and travelling.

What are the top 3 things you would like to achieve this year? Work on improving my skills and helping my team grow: Secondly, I aim to foster a supportive and inclusive culture that encourages collaborotion. Lastly,I intend to create a friendly and welcoming environment that encourages positive interactions and mutual support.

What are the top 3 things you would like to achieve this year? I would like to focus on my mental and physical health more, create and maintain relationshios with my Great colleagues across the region to echieve my tergets, end support my team as best as I can, in order for them to have their Best Day Everyday.

WELCOME

TEAM ANNOUNCEMENTS

Leigh Gunkel-Keuler

Lindiwe Msweli Role: Security Manager East Africa. Work achievements: I served as the Dangerous Goods Designated Official at OR Tambo International Airport, maintaining a five-year robbery-free record as Cargo Security Manager. Additionally, I played a vital role in planning safety for major events like

Role: Director: Corporate Governance Affairs. Work experience:

I have significantly contributed to the success of the organizations I’ve represented, focusing on strategy and implementation. Key achievements include advocating for IP protections at the World Trade Organization in 2014, engaging African officials on probiotic regulations in 2019, and positioning the multi-level Marketing Industry as vital to the economy, resulting in a landmark Memorandum of Understanding in 2023. Describe yourself in 2 words: Passionate & focused. What is your secret talent? I am a great dancer and I absolutely love music.

the BRICS and G20 Summits, participated in full-scale emergency exercises, and established

security forums to enhance stakeholder collaboration and intelligence sharing. Describe yourself in 2 words: Driven and Resourceful. What is your secret talent? I have the gift of foresight and I’m also a pastor.

If you could invite 3 people to dinner who would they be? Pope Francis (who recently passed), Oprah Winfrey and Elon Musk What is your favourite song: I have two - Diamonds by Rihanna and Happy Feelings by Franide Beverly & Maze.

If you could invite 3 people to dinner who would they be? Jesus, Oprah Winfrey, and Nelson Mandela.

43 What is your favourite song: Michael Jackson - Man in the mirror FLYING HIGH

Vicky Ronchietto

New Role: Aviation Legal Counsel. Work achievements:

I managed and supported the purchase and registration of all the new B777s that were added to the DHL network since 2019. Describe yourself in 2 words:

Family-orientated and dreamer. What is your secret talent: I am a killer tiramisu and chocolate brownie baker.

If you could invite 3 people to dinner who would they be: My husband (because we have 2 children and don’t ever have time for a dinner date): Sir David Attenborough (I could listen to him forever); Amelia Earhart (her adventurous spirit was inspiring). What is your favourite song: Jain – Makeba

FLYING HIGH

46 47 EVENTS Corner

EVENTS CORNER

SSA PERIOD POVERTY DRIVE ENDING PERIOD POVERTY ONE PAD AT A TIME During the month of May, DHL4Her rolled out a Menstrual Awareness campaign aimed at supporting women in our communities with sanitary products. The main objective of the campaign was to raise awareness of the need that still exists in our communities, and to provide the necessary support that women and primarily young girls need. The initiative was rolled out as part of our Menstrual Awareness Day, which is dedicated to breaking taboos and raising awareness about the importance of good menstrual hygiene. Let’s use this opportunity to educate each other, empower those in our close circles, and change the conversation around menstrual health. Stigma surrounding menstruation creates barriers to open discussion and solutions, causing millions of girls to miss up to 20% of their school year. DHL4Her team is excited to announce that over 5 300 sanitary products were collected and distributed to women within our communities, who desperately needed them. THAT IS NOT ALL >>>

To support our commitment to ending Period Poverty across SSA, the Management Team has approved the bulk purchase of over 200 000 sanitary towels, which will soon be distributed throughout the region. THIS IS WHAT IT MEANS TO IMPROVE LIVES!

52 53 WELLNESS Corner

WELLNESS CORNER

MORE THAN

The turning point came not just through courage, but through care. After thorough consultations and medical guidance, Patricia began a prescribed course of Oratane, a treatment often reserved for more serious skin conditions. While effective, Oratane is no magic pill. It’s a demanding journey with physical, emotional, and social side effects that include; skin dryness, mood swings, heightened fatigue, darker skin, cracked lips and so on and so forth. But for Patricia, it was also the beginning of a profound inner transformation. Healing That Went Beyond the Skin “The healing that is happening is more than skin deep,” Patricia says. “Yes, my acne is clearing, but so is the fog of self-doubt I had wrapped around myself for years.” Throughout her Oratane journey, Patricia made a conscious decision to continue showing up in her professional roles. Facilitating engagement initiatives and conversations, - she embraced visibility even when she didn’t feel “picture perfect.” “I learned to be gracious with myself. I started to challenge the corporate narrative

that we must always be polished, perfect, unblemished,” she says.

Skin Deep PATRICIA SHIBAMBU’S JOURNEY TO WELLNESS, CONFIDENCE, AND CORPORATE COURAGE

DHL: Where Wellness Is Lived, Not Just Promised Rather than retreating, Patricia leaned further into her role as an HR practitioner, bringing empathy and authenticity to every interaction. “This journey made me more empathetic,” she shares. “I started noticing when others were silently struggling. It reminded me to lead with heart and compassion.”

There were days I avoided eye contact, boardroom conversations, even the camera in TEAMS calls. Not because I didn’t know what to say, but because my skin made me feel like I didn’t belong. Patricia Shibambu, HR Talent & Engagement Specialist, SSA

For years, Patricia battled severe acne, a condition often dismissed as cosmetic, but which, like for many women, affected her professional confidence and personal identity. “It wasn’t just a breakout here and there. It was painful, chronic, and persistent. I started believing the whisper that I needed to ‘hide’ myself,” she shares.

In the bright corridors of DHL, Patricia Shibambu holds space as our HR Learning, Talent & Engagement Specialist for SSA. But before she could help lead engagement initiatives and cultivate workplace culture, she was silently shrinking into the corners burdened by a deeply personal health journey that played out on her skin.

WELLNESS CORNER

Don’t shrink. Show up. Heal loudly. Patricia Shibambu

DHL, she says, has played a pivotal role in supporting her; “My manager gave me the flexibility to attend monthly check-ups without guilt or extra pressure. My colleagues consistently checked in, not out of obligation, but genuine care. That kind of psychological safety is rare and it’s powerful.” Patricia credits DHL’s monthly wellness sessions and the company’s people-first culture as game-changers. “We’re not just delivering parcels, we’re indeed connecting people, building empathy, and improving lives. I felt seen, heard, and supported every step of the way.” A Crown Already Bought and Paid For Now halfway through her treatment, Patricia has gained much more than clearer skin- she’s gained clarity. “I’m still learning to love every version of myself,” she says. “But I show up grounded, present, and with purpose.” Her proudest moment? Sharing her story. “For so long, I felt invisible in my struggle. Telling my truth is how I reclaim my voice and maybe help someone else reclaim theirs.”

“When you’re dealing with skin conditions, or anything that alters how you look, people often treat it lightly. But it’s not light. It affects your confidence, your relationships, your ability to engage with your head held high.” To young women stepping into the world of work while battling silent insecurities, Patricia leaves this: “Your crown has already been bought and paid for. All you have to do is wear it. “ Wellness Is a Corporate Matter Too This story isn’t just about acne or Oratane. It’s a call to action for workplaces and beyond. Patricia believes corporate wellness programs must be more holistic, considering not just mental health or gym memberships, but also the silent battles that affect physical confidence and psychological safety. She’s also advocating for a cultural shift in how Senior Leaders and HR practitioners create environments where vulnerability is not a liability, but a strength. “I want the girl sitting in the back of the room, turning her camera off because of her skin, to know she’s not alone. And I want every leader to know- your empathy could be someone’s breakthrough.”

YOUR SKIN, YOUR CONFIDENCE: 5 PRACTICAL TIPS FROM PATRICIA IF YOU’RE ON /OR CONSIDERING ORATANE • Consult a dermatologist early. • Document your journey (photos + feelings). • Talk to someone- don’t internalize the shame. • Adjust your skincare and diet intentionally during Oratane. • Advocate for yourself at work -visibility is strength. Skin issues, chronic conditions, and invisible health battles often go unnoticed in professional settings -but they deeply impact performance and self-esteem. Patricia’s transparency is a bold example of how wellness and vulnerability intersect with engagement and inclusion. Let’s create corporate cultures where grace is extended, healing is supported, and every woman is empowered to take up space- blemishes, brilliance, and all.

FIT FOR FUTURE:

HOW DIFFERENT GENERATIONS ARE MOVING, TRACKING & THRIVING TOGETHER

During this year’s Employee Appreciation Week, DHL celebrated the heartbeat of our organization- YOU ! Under the theme “TOGETHER WE THRIVE,” we didn’t just recognize our people- we equipped them. Literally. With brand-new fitness watches, we invited every employee to make wellness personal, visible, and energizing - no matter your age, pace, or playlist.

How we move, sweat, and set fitness goals varies widely across generations. Whether you’re a seasoned marathoner or just discovering your step count, there’s power in how each generation embraces fitness - AND NOW, WE GET TO DO IT TOGETHER.

BUT HERES THE FUN PART >>>

GENERATIONS IN

YOUR FITNESS WATCH: A Tiny Device With Big Impact

MOTION:

Now that we’ve all received our fitness watches—how will you use yours?

How We Approach Fitness Differently

• BOOMERS AND GEN XERS, you might enjoy setting daily walking goals and using heart-rate tracking to manage endurance. • MILLENNIALS, take advantage of step challenges, group sync-ups, or mood- based playlists to keep things exciting. • GEN Z, explore sleep data, stress tracking, and fun workout reminders that pop up mid-scroll! THE BEST PART? These fitness watches don’t just track your healthy - they help us all stay connected. Every step, every heartbeat, every stretch… is a way to say, “I’m taking care of me—so I can give my best to the team.”

According to a 2024 Global Wellness Institute report, generational attitudes toward fitness reflect both lifestyle and mindset: Baby Boomers (Born 1946–1964): • Prefer low-impact, sustainable movement-like walking, cycling, or swimming. • Focus is on longevity, flexibility, and heart health. • 62% of Boomers believe “fitness is key to healthy aging.” Generation X (1965–1980): • Prioritize balance and convenience-home workouts, yoga, quick HIIT routines. • They are the most likely to use fitness trackers to stay on schedule. • Over 70% say fitness helps manage stress and work-life harmony.

Millennials (1981–1996): • Thrive on challenge-based fitness-Peloton rides, trail runs, CrossFit, and fun gamification. • Highly motivated by community and shared goals. • 81% say social connection boosts their workout consistency. Gen Z (1997–2012): • Fitness is a holistic lifestyle- they blend movement with mindfulness, aesthetics, and TikTok trends. • Most likely to try new forms of movement like dance-based fitness, outdoor calisthenics, or mobility work. • 76% track wellness metrics daily via smart devices.

Employee Appreciation Week 2025

We Asked. You Moved. During EAW, our SuperStars showed up!

MOVEMENT BUILDS MOMENTUM TOGETHER

What happens when Boomers, Gen X, Millennials, and Gen Z all put on their fitness watches and start moving?

So, whether you’re walking during a call, stretching between deliveries, or syncing your lunchbreak run with a teammate 10 years younger (or older!) -know this: Every generation at DHL brings something unique to the table. Every step forward is a step toward better wellness. Every heartbeat counts—especially when they beat in sync. We don’t just exercise. We energize one another. We don’t just count steps. We build connection. We don’t just wear devices. We live the DHL value of thriving—together.

TOGETHER, WE DON’T JUST DELIVER – WE THRIVE, WITH EVERY STRETCH, STEP, AND SPRINT.

CONNECT HER

FOLLOW, LIKE & SUBSCRIBE BY UTILIZING OUR INTERNAL COMMUNICATIONS CHANNELS, IT ENHANCES KNOWLEDGE SHARING, COLLABORATION, AND COMMUNICATION BETWEEN EMPLOYEES AND MANAGEMENT.

REMEMBER TO CONNECT ON ALL OUR PLATFORMS AND FOLLOW US ON SOCIAL MEDIA!

We have also created various playlists to keep one another inspired through the sharing of content on My Talent World which is accessible through this link.

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