Caroline combines 25 years corporate business experience with the skills of a certified professional business coach.
Her experience as Exco member of Unilever Levant & board member of her family business, Fattal Group, makes her aware of challenges facing shareholders, board chairs, board members and senior executives. She completed accreditations with both the Mudara/Institute of Directors & the Institut Francais des Administrateurs to become among the first female certified board directors in the region.
Caroline is a sought-after speaker and workshop facilitator on the topic of family business, and women’s leadership at the board level — how to get there and how best to contribute.
Since 2014, she has been repeatedly recognized by the magazine Forbes Middle East as one of the “100 Most Powerful Arab Women in Business”.
Caroline is an angel investor in the first Lebanese Women Angel Fund and a formal mentor for both women entrepreneurs & corporate leaders. She recently launched “Stand For Women”, an initiative advocating for women empowerment and gender equality in the MENA region.
Having lived & worked in France, Argentina and the UAE, she is now based in Lebanon with her husband and their 4 lovely kids.
Caorline is taking "A Step towards Equality" by participating in the Fireside talk “Family Business: A Barrier or An opportunity for women” . Book your seat to the conference now!
Family Business constitutes more than 85% of the private sector and contribute to more than 80% of the Lebanese National GDP (IFC, 2016). The succession process represents one of the most critical events in the family business life-cycle.
Most companies prefer to maintain the business within their families, even at the expense of growth. This challenge is also faced within siblings of different gender in order to maintain the business not only within the family but within the same family name. The talk will tackle: 1) the challenges women are facing to prove to their families their capacities to lead the business 2) The key measures and reforms to be taken for a fair succession planning 3) How to embed the right corporate governance for a fair allocation of responsibilities to the women of the second generation.