Louanne Rioux Of Hangcha Forklift Canada On How We Can Increase Women’s Engagement in Leadership and Management
An Interview With Vanessa Ogle
Supportive Work Culture: Women feel more valued and empowered when they have a work culture that supports and values diversity and inclusion. This includes addressing unconscious bias, promoting equal opportunities, and celebrating diverse leadership styles.
Despite strides towards equality, women remain underrepresented in leadership and management roles across various sectors. In this series, we would like to discuss the barriers to female advancement in these areas and explore actionable strategies for change. We are talking with accomplished women leaders, executives, and pioneers who have navigated these challenges successfully, to hear their experiences, tactics, and advice to inspire and guide the next generation of women toward achieving their full potential in leadership and management roles. As part of this series, we had the pleasure of interviewing Louanne Rioux.
Louanne Rioux was the first woman to join the Hangcha Forklift Canada team in September 2020. As Sales and Marketing Director, she spearheads efforts with the company’s sales force, driving product promotion and fostering relationships with dealers across Canada. Her innovative approach has led to the conception and execution of impactful sales and marketing programs and campaigns. Based at the Hangcha Canada headquarters, Louanne champions the continual advancement of the company. Her commitment to excellence and team empowerment propels the brand towards growth and success.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?
Thank you for having me! I’ve always been passionate about working for companies that encourage growth and development. I started in the shipping industry right out of university, which laid the groundwork for my understanding of operations. After that, I moved into logistics, and have now landed in the material handling industry.
In March 2020, I noticed that Hangcha Forklift Canada was opening a distribution centre and head office in Vaudreuil-Dorion, Quebec. I took the initiative to introduce myself to the VP of Sales and welcome them to the neighborhood. Later that year, in September 2020, I saw a job opening with them and knew it was the right move. The role was exactly what I was looking for, and it’s been a perfect fit ever since.
Can you share the most interesting story that happened to you since you began your career?
One of the most interesting experiences since I began my career happened in September 2023 when I traveled to Hangzhou, China, to meet the members of Hangcha Group. Hangcha Canada was incorporated in 2019 and is a wholly owned subsidiary of Hangcha Group which is a globally recognized full-line forklift developer, manufacturer, and supplier.
During that trip, I sat down with the management team to discuss products, promotions, and marketing strategies, and it really hit me how important my role is — not just in Canada, but globally. The work we do here with the sales and marketing team doesn’t just stay within our borders; it influences and motivates how other Hangcha subsidiaries operate around the world.
A great example of this is our involvement as the official forklift supplier for the Montreal Race Weekend in both 2023 and 2024. The success of that project has encouraged other branches, like Hangcha Australia, to get involved in high-profile events. They recently promoted a Hangcha-branded race car in the Supercheap Auto TCR Australia series. It’s amazing to see how our efforts in Canada can spark similar initiatives on the other side of the world.
Can you share a pivotal moment in your career that significantly influenced your path to leadership?
A pivotal moment came right after I finished university at 21. I took a course based on Dale Carnegie’s book How to Win Friends and Influence People. It was a real eye-opener for me, shaping my understanding of what leadership truly entails. The course taught me that leadership isn’t about your age or experience level — it’s about personal development and interpersonal skills.
I learned the power of listening, the importance of working with integrity and honesty, and how constructive feedback can drive positive change. One of the key takeaways was the value of starting every conversation or interaction in a friendly manner. These lessons have been fundamental to my growth as a leader and have influenced the way I approach my role to this day.
None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?
I’m incredibly grateful to Richard Sinclair, our technical trainer at Hangcha Canada, for his support and guidance over the years. When I first joined the company, Richard went out of his way to help me get up to speed on the product. He would give me mini workshops in the training centre, breaking down complex details into manageable lessons. These sessions were so helpful that I encouraged the entire team to participate in similar workshops.
But Richard’s impact goes beyond training. For the past two years, he’s taken on the role of Hangcha Canada’s Santa Claus in our corporate videos and at our parties, bringing so much joy to the team! His positive attitude has made a lasting impression on me, and I’m grateful to have him as a colleague.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
I actually have two favourites that have been really relevant to my journey:
- “Fake it till you make it.” During my first year at Hangcha Canada, I constantly repeated this quote to myself whenever I felt overwhelmed, which was often! Coming into the material handling industry without any prior experience was intimidating, especially when all my colleagues had 20–25 years under their belts. They were discussing technical aspects and applications that sounded completely foreign to me. I had to learn an entirely new vocabulary and immerse myself in a market I wasn’t familiar with. While I wasn’t literally faking it, I was adopting a mindset of being resourceful, adaptable, and ready for any challenge. Over time, I gained confidence in my role, but that quote helped me push through the toughest times.
- “Do hard things.” This quote has always pushed me to set goals and stretch my capabilities. One memorable time was when I had to step in at the last minute to give a presentation at the Canadian Concrete Show. It was unexpected, and the pressure was on, but I prepared, created visuals, and delivered the presentation to a large crowd. It was a challenging experience, but it reinforced how rewarding it can be to tackle tough situations head-on.
Let’s now jump to the primary focus of our interview. According to this report, only about 31.7% of top executive positions across industries are held by women. This reflects great historical progress, but it also shows that more work still has to be done to empower women. In your opinion and experience what is currently holding back women from leadership and management?
In my opinion, several factors contribute to the underrepresentation of women in leadership and management roles. Often, women bear a significant portion of family and caregiving responsibilities, which can impact their ability to pursue demanding leadership roles. Balancing work and family life can be challenging, and without supportive policies and flexible work arrangements, this can limit opportunities for advancement.
Also, despite progress, discrimination still exists in many workplaces, especially male-dominated industries. Women can face biases that affect hiring, promotion, and career development. This discrimination can be subtle, but it significantly impacts women’s advancement into leadership roles.
Lastly, I believe persistent stereotypes about gender roles and leadership can also hold women back. There are still societal and organizational beliefs that may undermine women’s authority or question their suitability for leadership positions. Challenging and changing these stereotypes is crucial for creating more equitable opportunities for women in the workplace.
This might be intuitive to you but I think it will be helpful to spell this out. Can you share a few reasons why more women should become leaders and managers?
Women bring unique experiences and perspectives to the table, which can lead to more innovative solutions and well-rounded decision-making. Their diverse viewpoints contribute to a richer understanding of issues, which is extremely valuable in leadership roles. Women also excel in creating balanced and collaborative work environments. Their leadership styles foster inclusivity and teamwork, which creates a more positive work culture.
It’s known that women leaders serve as role models and sources of inspiration for other women which is why it’s so important to see and work for women in leadership positions to create a cycle of encouragement and advancement.
Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”
- Education and Training: Leadership programs are crucial for developing skills and preparing women to handle challenging situations. For example, offering workshops and courses specifically designed for women can help build confidence and provide practical strategies for leadership.
- Networking Opportunities: Creating and promoting opportunities for women to network and gain visibility is essential for growth. This could be industry events, panel discussions or networking dinners designed specifically for women to help them build connections with influential leaders and their peers.
- Flexible Work Arrangements: Providing flexible work options can significantly improve work-life balance and make leadership roles more accessible. Companies that offer remote work, flexible hours, and job-sharing options often see higher engagement from women.
- Clear Advancement Paths: Establishing transparent career paths and advancement opportunities within companies is crucial. Set up clear criteria for promotions and provide resources for career development!
- Supportive Work Culture: Women feel more valued and empowered when they have a work culture that supports and values diversity and inclusion. This includes addressing unconscious bias, promoting equal opportunities, and celebrating diverse leadership styles.
In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?
Strong organizational policies and practices!
Recruitment processes should be designed to attract a diverse pool of candidates and be free from biases. Inclusive job descriptions and diverse hiring panels can play a crucial role in this.
When it comes to promotions, clear and transparent criteria must be established to ensure that advancement is based on merit rather than gender bias.
Succession planning is also critical. Organizations should create structured plans that include women in the pipeline for leadership roles. Identifying potential future leaders early and providing them with support and development opportunities can help ensure a more balanced representation in leadership positions.
What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?
Leading by example is crucial. When you show commitment, resilience, and a proactive attitude, you can inspire others to follow suit. It’s also important to have open discussions about communication expectations. Respecting personal boundaries is key to building a mentoring relationship, allowing people to grow at their own pace.
And I’ll say it again — we MUST create opportunities for networking for women to help build valuable connections and visibility, opening doors for new opportunities.
Building confidence is another vital aspect. Encouraging women to embrace their strengths and achievements can empower them to take on leadership roles. Setting clear, achievable goals provides a roadmap for advancement and helps track progress, making the journey to leadership more manageable and focused.
How would you advise a woman leader about how to navigate the challenges of being a woman in a leadership role within a male-dominated industry?
Navigating a leadership role in a male-dominated industry (like material handling!) can definitely be challenging, but it’s also an opportunity to make a significant impact. My advice would be to focus on building strong relationships and creating a solid support network. Surround yourself with both male and female colleagues who can offer guidance and encouragement. It’s all about creating allies who can champion your work and help you thrive.
Also, don’t shy away from challenging stereotypes. Sometimes, it’s about proving your capabilities through your work and showing that leadership isn’t defined by gender. By showcasing your skills and leading with confidence, you can break down barriers and set an example for others. It’s about creating a more inclusive environment where everyone’s contributions are valued.
How do you balance the demand for authoritative leadership with the stereotypical expectations of female behaviour in professional settings?
First, it’s all about demonstrating your knowledge and skills — when you know your stuff, people take notice, and it naturally commands respect. Confidence is another key piece. It’s not about pretending to have all the answers, but about believing in your abilities and the value you bring to the table. Confidence can help you push past any doubts, both from yourself and from others.
Establishing clear boundaries is also crucial. By setting the tone early on about how you want and need to be respected, you create a professional environment where your leadership is acknowledged without having to compromise who you are. It’s about being firm yet fair, and showing that strong leadership and being a woman aren’t mutually exclusive.
You are a person of great influence. If you could inspire a movement that would bring the most good for the greatest number of people, what would that be? You never know what your idea can trigger.
The idea is to encourage people to do good within their own communities. I believe that small, local actions can create a ripple effect of positive change. For instance, last year, I spearheaded a fundraising campaign for Type 1 diabetes research during Diabetes Awareness Month. We launched it at a dealer conference and kept the momentum going throughout November. It was amazing to see all our dealers coming together to support a cause that affects over 300,000 Canadians.
The real power lies in inspiring others through our actions. By focusing on local initiatives and making a tangible impact, we can motivate others to do the same. It’s about starting small, making a difference in our own circles, and watching that inspiration spread.
How can our readers further follow your work online?
You can stay up to date on all things Hangcha Canada through our website, YouTube channel and LinkedIn.
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Louanne Rioux Of Hangcha Forklift Canada On How We Can Increase Women’s Engagement in Leadership… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.