Myrte Maréchal
People & Culture Director
Floor van Dranen
Recruiter
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Following the Equals campaign, recruiter Floor spoke with Myrte, the only woman on nlmtd’s leadership team, about her perspective on equality, leadership, and role modeling. An open conversation about what works and what does not, within nlmtd and beyond.
What is it like to be the only woman on a leadership team with four male founders?
“In my career, there were phases when I didn’t think gender in leadership was particularly relevant. But in a team with four men, you notice that under pressure, more traditionally masculine leadership styles emerge: fast, direct, results-oriented. My style is more intuitive and reflective. That can sometimes be overshadowed, so I consciously make sure there is space for it. Fortunately, that contribution is genuinely appreciated.”
Have you had to change your style to be taken seriously?
“Yes. In masculine environments, I had to position myself more actively: speak up more quickly, be more decisive in how I formulate things, and claim visibility. Even something as simple as where you sit at the table matters. That awareness ultimately made me stronger.”
What does equality mean to you?
“Equal opportunities, but not a single standard. Sometimes differentiation is necessary precisely to create truly equal opportunities. You have to stay alert to undercurrents – things that are not immediately visible.”
Do you feel a responsibility as a role model?
“Yes. Being visible helps, but for me role modeling is just as much about creating space. Paying attention to others and making sure colleagues are seen.”
What do you hope young female colleagues see when they look at you?
“That they can simply be there. That you don’t have to earn the right to be yourself or collect extra checkmarks first. And that you don’t have to act like a man to be successful. I hope to pass that on to my daughters as well.”
What can male leaders do to accelerate equality?
“Be mentors and allies, ask questions instead of filling in answers. And in selection processes, consciously pay attention to like-mindedness. Actively creating space for women makes a big difference.”
What is the biggest structural barrier for women in leadership?
“The phase around the desire to have children and the mental load that comes with it, because our society is poorly equipped to deal with this. In addition, men are more often promoted faster in a business context. Topics such as hormones also remain taboo. nlmtd does this well: there is flexibility and space, without holding back growth.”
What steps is nlmtd taking to create inclusive growth opportunities?
“We actively focus on attracting female entrepreneurial talent and then give them real space to help build the business.”
Did you ever doubt that you were too ambitious?
“No, not about myself. But I understand the question. Ambition is sometimes questioned, often through questions that men are never asked. I try to use those moments to open up the conversation and make underlying patterns visible.”
If you could rewrite one system rule to promote equality, what would it be?
“Salary and promotion structures. A lot of invisible inequality is embedded there. Equal pay creates space, independence, and real opportunity.”
