Daybreak Foods’ champion of the people

Daybreak Foods’ Chief People Officer, Tshepo Yvonne Mosadi, is fully aware of her duty to ensure the entity’s staff are given every opportunity to succeed

As a seasoned HR leader with over 22 years of experience, Tshepo Yvonne Mosadi has held various leadership roles across diverse industries, including logistics, FMCG, retail, agriculture, professional services, and within the automotive industry.

Her expertise spans leading organisations of all sizes, driving strategic growth, and fostering transformative leadership.

Armed with a passion for cultivating talent, building robust organisational cultures, and delivering high-performance results, Mosadi has, throughout her career, consistently demonstrated her ability to make a lasting impact, moving up the ladder in every company she’s worked for.

And that is precisely why Daybreak Foods were so keen to bring her on board in February 2024.

“Joining Daybreak Foods has been the most rewarding decision of my career,” Mosadi says.

“The company’s vision resonated deeply with my business principles and values, and I was confident in my ability to make a meaningful impact. I was excited to contribute to building a culture that would drive sustainable growth for both our employees and shareholders.”

Coinciding with Mosadi’s arrival, Daybreak Foods’ transformation journey has been truly remarkable.

A key milestone was their rebranding from Daybreak Farms to Daybreak Foods, which accurately reflects its position in the industry.

Through their transformational leadership and cultural initiatives, the entity has successfully enhanced its employee value proposition, positioning itself as an employer of choice.

“The results have been incredibly satisfying, with the business evolving positively. Our focus on a people-centric turnaround strategy has fostered a culture of collaboration, inclusion, and passion for performance, driving exceptional results,” she says.

At Daybreak Foods, the core priority is to empower their people and achieve success together.

As a leader in this regard, Mosadi recognises the significance of her role in driving the company’s success. With her extensive expertise and skills, she is confident that Daybreak is well-positioned for growth and excellence.

“Our people and culture strategy, endorsed by our Board, is comprehensive and designed to deliver a brighter future for Daybreak,” she avers.

“Leadership development is a strategic focus, and we have already begun integrating future leaders into our business to ensure leadership sustainability. We are building a robust and diverse talent pipeline, fostering a culture of growth, and developing our people to drive long-term success.”

Empowering women at Daybreak Foods

This Women’s Month, Daybreak Foods will celebrate the women of the entity, recognising their multifaceted roles as mothers, sisters, wives, and talented professionals.

As a result, they have planned a series of events tailored to meet the diverse needs of their female employees, prioritising their health and well-being.

Mosadi explains: “In partnership with Kaelo, we’re offering masterclasses focused on financial well-being, mental wellness, and women’s health. Our initiatives include a scenic outdoor hike, a high tea event, and roundtable discussions, which we’ll proudly showcase on our LinkedIn profile to celebrate their achievements with the world.

“This occasion also serves as an opportunity for reflection, allowing us to take stock of our journey, acknowledge our accomplishments, and explore opportunities to make Daybreak an even better place for everyone.”

Diversity, Equity, and Inclusion (DEI) is a key component of the Daybreak Foods ESG strategy, with empowering women across the business a priority.

Mosadi says that all involved take great pride in the fact that 55% of their workforce comprises women, and, notably, 40% of their management positions are held by women.

But there is still more work to be done.

“While we’ve made significant progress, we recognise that there’s still room for improvement in increasing female representation in Senior Management. We have a comprehensive plan in place to address this, including the upcoming launch of our Women in Leadership programme in partnership with a reputable business school,” Mosadi says.

“Our policies are designed to be inclusive and transformational, ensuring that women are integrated into every aspect of our business throughout their lifecycle. This includes talent sourcing, promotions, development opportunities, and more. We’re committed to creating a workplace where everyone can thrive.”

In terms of business and society as a whole, where does Mosadi believe we still fall short when it comes to empowering women and creating enabling environments?

For her, there are several areas, despite significant progress being made.

“Persistent gender bias and stereotypes hinder women’s advancement in the workplace and society, while unequal pay and limited economic opportunities restrict their ability to thrive. Furthermore, women remain underrepresented in senior leadership positions, limiting their influence and decision-making power. The struggle to balance work and personal life also disproportionately affects women, who often bear the bulk of caregiving responsibilities,” Mosadi insists.

Additionally, Mosadi believes that a limited access to education and skills training hampers women’s career advancement, while safety and security concerns, including gender-based violence and harassment, create an uneven playing field.

“Ultimately, systemic and structural barriers, such as discriminatory laws, policies, and practices, perpetuate gender inequality, require continued advocacy and reform to address these gaps and foster inclusive environments that empower women to reach their full potential”

Challenges and the future

When faced with challenges, Mosadi believes that it’s essential to acknowledge that they are simply opportunities for growth.

As a single parent of three, businesswoman, and driven professional, she has learned to lean on others for support and collaborate with her team to achieve success.

“Recognising our limitations and seeking help when needed is crucial. One significant challenge I’ve overcome is navigating the corporate landscape as a woman. As women climb the corporate ladder, they often face unique obstacles. My approach has been to stay focused, confident, and true to myself. I’ve embraced my individuality and rejected the need for acceptance. Instead, I’ve found peace in being unapologetically unique,” she insists.

When it comes to solving problems, Mosadi admits that she doesn’t think of herself as a woman solving a problem; she thinks of herself as a leader delivering solutions.

“This mindset has empowered me to stay the course, own my accomplishments, and avoid being minimised to a ‘woman leader’. I’ve earned my place as a leader, and I lead with conviction.”

While she may have only been in the job for a few months, Mosadi has a very clear picture of what she wants the future to look like at Daybreak Foods.

That future involves the people of the organisation finding a lasting and fulfilling career.

She envisions a workplace where individuals can grow, develop, and become the best version of themselves, surpassing their potential when they first joined the organisation.

“Daybreak should be renowned as a company that positively transforms lives, fostering an environment that makes it difficult for employees to leave and inspires those who do to eagerly return. Our goal is to create a culture where everyone feels valued, respected, and empowered to thrive,” she states.

“We strive to eliminate growth limitations and promote inclusivity, accepting and celebrating each person’s unique identity, regardless of gender, race, age, or background. By doing so, we aim to build a workplace where our people can authentically be themselves, grow without bounds, and feel a deep sense of belonging and purpose.”

And we look forward to seeing that future become a reality in the years to come.