Rebecca Perrault is Magnit Global’s Vice President of Culture and Diversity and has more than 15 years of experience across DE&I, culture transformation, leadership development and organisational change.
She began her career in consulting, supporting major M&A and change initiatives, where she first observed how talent and leadership opportunity are often shaped by visibility and bias. That curiosity shaped her career-long commitment to building systems that enable people to thrive.
How did you land your current role? Was it planned?
My career path has evolved over the last 20 years. I started in consulting, working in human capital, mergers and acquisitions, and succession planning. Over time, I became increasingly interested in how structure, psychology, and culture intersect inside organizations. That curiosity led me into people and culture consulting, where I worked closely with organisations on understanding how decisions are made, how culture takes shape, and how people experience their work.
Eventually, I wanted to do this work within an organisation, not just advise from the outside. Magnit Global offered the opportunity to be part of a culture and help shape it directly. It wasn’t a rigid plan, but it was an intentional path; each step reflected the direction I wanted to grow.
What are the key roles in your field of work, and why did you choose your current expertise?
Roles in culture, organisational effectiveness and DE&I vary, but they all centre on understanding people and creating environments where they can be successful. My expertise developed through a mix of research, hands-on work, and a deep curiosity about how decisions are made, how bias shows up, and what people need to thrive at work.
I’ve always been drawn to the combination of research, learning from people’s lived experiences, and building processes that support fairness. It’s work that requires both insight and structure, and that balance is what keeps me engaged.
Did you (or do you) have a role model in tech or business in general?
My leadership style has been shaped by many people rather than a single role model. I’ve worked with leaders who were very engaged and cared about their people, and also leaders who were more focused on the work alone. Both experiences influenced me.
I learned the importance of balancing support with challenge and understanding what individuals need to be successful. Those lessons have stayed with me. Each shaped my understanding of what effective, human-centred leadership looks like.
What are you most proud of in your career, so far?
I’m proud of work that has created meaningful change, especially for those who are often overlooked. At Magnit, that has meant designing programmes and resources that support the millions of workers often excluded from traditional DE&I efforts, and giving organisations clearer visibility into their contingent workforce so they can better support them.
I’m also proud of moments where someone reaches out to say a conversation or workshop made them think differently. Those moments remind me that change often starts with one conversation. Success in my role is about enabling others, opening minds, and helping people feel equipped to influence change in their own teams.
What does an average work day look like for you?
My work sits at the intersection of culture, diversity, and sustainability, so my days shift depending on what the organisation needs. I might be working with leaders on strategy, designing or delivering workshops, reviewing processes through an inclusion or sustainability lens, or supporting teams as they navigate change.
A lot of the role is about understanding how people experience work and ensuring we build systems that support them. Every day looks different, but they’re all connected by a focus on enabling people.
Are there any specific skills or traits that you notice companies look for when you’re searching for roles in your field?
Curiosity is essential. It helps you see beyond the obvious and understand what’s really happening inside a system. Someone needs to be willing to look beyond their first interpretation and understand the assumptions we naturally make. People who stay curious and open to new information are often the ones who can translate complex dynamics into clear, practical steps.
Adaptability is also important, especially as organisations evolve and new ways of working emerge. And a commitment to continuous learning matters too, because the way people work, collaborate, and solve problems is always evolving.
Has anyone ever tried to stop you from learning and developing in your professional life, or have you found the tech sector supportive?
I’ve had leaders who encouraged growth and others whose approach taught me what I didn’t want to emulate. Both influenced how I lead today.
DE&I can bring hesitancy in some environments, often because people react to the terminology rather than the underlying purpose of the work. I’ve found that focusing on outcomes and helping people connect the work to business and culture opens up more constructive conversation. Bringing the conversation back to outcomes helps build trust and momentum.
Entering the world of work can be daunting. Do you have any words of advice for anyone feeling overwhelmed?
Ask for clarity early on. When you’ve got an understanding of what success looks like, it helps lay the foundations for confidence and performance.
Take on challenges, say yes to the scary project. It helps to take things one step at a time. Even the most overwhelming task becomes manageable when you break it down into a small step that feels achievable. Progress builds confidence, and confidence builds clarity.
Growth and change can feel uncomfortable, but that discomfort often signals that you’re learning.
What advice would you give other women wanting to reach their career goals in technology?
Women’s contributions have shaped every industry, including technology, even when they weren’t always recognised. One of the most important things you can do is understand the strengths you bring and the impact you want to have. When you’re clear on both, it’s easier to stay focused on your direction rather than comparison or expectation.
Surround yourself with people who see your potential, challenge your thinking, and offer honest support. A strong network isn’t just about opportunity, it’s about having trusted voices who help you sense-check decisions and stay aligned with who you want to be.
The systems around us are evolving, and progress continues when we each play our part. Being intentional, grounded in your values, and willing to take the next right step helps you navigate your path and opens doors for those who come after you.
