Caroline Basyn on Tech, Talent, and the Power of Inclusive Cultures

For modern GBS, diversity in leadership remains a moral and business imperative. Looking at gender diversity, for example, organizations benefit from a broader range of perspectives, stronger decision-making, and a culture of innovation. Elevating female leadership is about both equality and building the future of business on a foundation that is inclusive, resilient, and forward-thinking. 

From SSOWomen’s Days to spirited debates surrounding GBS leadership, at SSON, we’ve worked to create platforms where women can share experiences, build skills, and connect with peers. These initiatives reflect our belief that real progress comes from dialogue, collaboration, and celebrating the value of community. 

As such, SSON’s new column, Women Who Lead: The Women Shaping the Future of GBS, continues that work in written form. This series is a living archive of the women shaping GBS today, their career journeys, leadership lessons, and perspectives on the future. More than just profiles, these stories aim to inspire, educate, and connect professionals across the industry, strengthening a community that is leading GBS into tomorrow. 

For our second edition, we are joined by Caroline Basyn. A Belgian national, Caroline joined the Adecco Group as Chief Digital IT Officer and member of the Executive Committee in August 2023.  In 2025, she expanded her remit to include leadership of Global Business Services (GBS), further strengthening the Group’s digital, operational, and service excellence agenda. In a career that spans over 40 years, Caroline has an extensive track record as a senior business leader in global information, digital, and business services. 

Before joining the Adecco Group, Caroline served as Chief Strategy & Transformation Officer, Europe at PepsiCo. She also previously held leadership positions as Global Business Services and Chief Information Officer at Mondelez and Group CIO at Bacardi. Before this, she had an over 20-year career at Procter & Gamble in IT and Global Services, leading large cross-functional transformation programs in sales, marketing, supply chain, and marketing. 

We spoke with Caroline about her experience leading digital transformation, her passion for inclusive leadership, the power of diverse teams, and the legacy she hopes to leave for future GBS leaders. 

The Intersection of Digital Transformation & Inclusion 

SSON: You’ve led both as a Chief Digital & Information Officer and as a driver of D&I programs across industries. How do these two roles inform and strengthen each other? 

Caroline: To me, these roles are deeply connected. As a CDIO, I lead transformation, but transformation isn’t just about technology; it’s about people.  

Digital acceleration only works when it includes everyone, when it reflects the diversity of our workforce, and truly empowers every voice. 

My work in Diversity & Inclusion is rooted in the same belief: the best outcomes come from diverse perspectives and inclusive environments. Whether you’re designing systems or shaping culture, you need people from different backgrounds, experiences, and thinking styles to innovate and challenge the status quo. 

D&I brings depth and dimension to technology leadership. It helps ensure we’re building not just for efficiency, but for equity, and that’s how real, meaningful change happens. 

Recognizing & Uplifting Untapped Potential 

SSON: What was the spark behind your initiatives, such as the Women Development Mission and Strategy, and what impact are you most proud of? 

Caroline: Diversity goes far beyond gender; it’s about race, background, geography, professional experience, leadership styles, family history, and so much more. I’ve always looked at diversity through a multi-dimensional lens, but I do have a personal passion for the development of women in the workplace. 

The spark came from recognizing potential that too often goes untapped, not because it isn’t there, but because the path forward isn’t always visible or accessible.

I’ve built women’s development strategies in multiple companies and even outside corporate settings in Switzerland. What I’m most proud of is seeing talented women step into their potential, grow in confidence, take on more responsibility, and succeed. 

One of my proudest moments was when I led Global Business Services at Mondelez. I had the most diverse team I’ve ever worked with different genders, geographies (from Delhi to Denver), functions (IT, HR, finance, procurement, supply chain, marketing), leadership styles, ages, and company cultures. We delivered breakthrough results, faster than ever before.  

That was the moment I had the proof: diverse teams don’t just feel good, they perform better. 

An Inclusive Culture is a Daily Commitment 

SSON: What are the biggest blind spots you see organizations struggle with when trying to foster inclusive cultures? 

Caroline: One key blind spot is thinking of inclusion as a one-time initiative or a box to check. It’s not. Fostering an inclusive culture takes daily commitment, continuous awareness, and intentional action.

Often, people don’t see the value of difference because they’re not used to recognizing it, or they assume inclusion will just “happen.” But it takes effort.  

Inclusion means going the extra mile, asking questions, listening actively, and making space for people who might not always feel heard. 

And we still need more role models, leaders who show, not just tell, what inclusion looks like in action. That visibility matters. It creates safety, inspiration, and a sense of belonging that ripples through teams. 

Final Thoughts: A Legacy of Optimism, Equity, and Encouragement 

SSON: What kind of legacy do you hope your work leaves in the way organizations think about culture, inclusivity, and leadership? 

Caroline: I recently passed a milestone, 40 years in the workforce across five different companies. That’s a lot of people, projects, and change.  

But if I think about legacy, I hope it’s this: that someone, somewhere, learned something from me that helped them grow not just professionally, but personally too. 

I want people to remember me as someone who believed in others. Someone who led with positivity, who encouraged bold thinking, and who made space for people to be themselves -fully, proudly, and unapologetically. When it comes to inclusivity and leadership, I’ve always believed in leading from the front, staying optimistic, and living life fully, no matter who you are or where you come from. 

Be conscious of equity. Don’t waste energy on doubt. Choose positivity. And surround yourself with people who lift you higher.