What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
As part of International Women's Day (IWD) CRN reached out to the channel's top female leaders to get their honest views on the significance of the event and how they are driving change within their own organisations.
According to CRN Essential analysis of 46 IT solutions providers, the mean pay gap in the tech sector shrank from an average of 24.4 to 22.2 per cent over the last four years, and average female staff ratios rose from 27.6 to 29.1 per cent.
One of the purposes of IWD is to honour the movement for women's rights and continue to build support for achieving equality. To that end, CRN asked leading feamle executives in the channel, what IWD genuinely means to them.
Anushka Davies, head of talent, engagement & diversity, Softcat
What does IWD really mean to you?
To me it's an opportunity to bring back to everyone's attention how important it is to continue focusing on gender diversity and equality. Diversity across the board is incredibly important, and whilst IWD will concentrate on raising awareness and celebrating women in our organisations, it's vital that this isn't just something we think about once a year.
Some may wonder why we really need an International Women's Day, and I hope in years to come we don't need to use this specific day to highlight the inequality that exists. For now though, it's a global celebration and call to take action for gender parity. For this to happen, we need everyone - men and women - to be involved in celebrating and progressing the message further.
Companies in the channel can still do more; though, there has been a lot of progress over the years. I've been in the industry for over 20 years, and it's really over the last five years that the channel has concentrated on improving gender diversity. However, there is still more to do! The IT industry is a great industry to be in, and one that be so much brighter with more diverse people serving our diverse customers.
Read on to hear views from TD SYNNEX, Bechtle, Sweethaven, Proact IT Group, Logicalis, Sophos, Westcon-Comstor, Distology and Teneo...
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Alix Clements, co-chair of the Elevate business resource group and business manager - value added services, UK, TD SYNNEX
What does IWD really mean to you?
It's a great way of recognising and celebrating the valuable role that women play in our industry and continuing the drive towards greater diversity, equity and inclusion. It is a day on which we can really put a strong focus on equality for women and encourage everyone to get involved. In that sense, it's a great vehicle for raising awareness and getting co-workers engaged.
What do you think channel companies can do to improve diversity, equity, and inclusion?
The IT industry is making progress on DEI and that's good to see, but of course, every channel company can do more. For TD SYNNEX, having business resource groups in place that focus on the issues, engage people, increase awareness and understanding and encourage discussion and action, has been a tremendous help. Having a formalised position and process really helps and that's perhaps something more channel businesses could do. It's important to talk openly and without fear about diversity.
Is there any other point you'd like to make around IWD?
IWD is a positive and progressive way to underline that there is still more work to be done in making sure women are treated equally. We are making progress in IT - there are a lot of opportunities on our industry, and we are now seeing more women in senior positions. IWD really helps to keep us moving in the right direction.
Alison Nixon, co-chair of the Elevate business resource group and business unit director - security, UK, TD SYNNEX
What does IWD really mean to you?
IWD is a great platform to raise the debate. Everyone in our business has a role to play in regards to gender equality and IWD is a way to highlight that. It's a chance to celebrate all the women in our industry and put a clear focus on equity and how it drives equality. There are many businesses who feel that it maybe isn't relevant to them and may not even see what all the fuss is about. IWD is a great day to listen and understand just what we are doing to drive towards greater diversity, equity and inclusion. I'm really proud to work for TD SYNNEX, a company whose values drive the DE&I message, and to co-chair Elevate, our BRG focusing on gender equality.
What do you think channel companies can do to improve diversity, equity, and inclusion?
The channel must act by doing and not just talking. Progress is being made and that is good to see, but of course everyone can do more! TD SYNNEX is a workplace that truly puts DE&I at the heart of its company values. It is discussed at every level. Business resource groups have been created and they focus on highlighting issues, engaging people, increasing awareness, encouraging discussion and driving the changes needed to create diversity, inclusion and equity in the business.
Is there any other point you'd like to make around IWD?
My best advice would be to join in, listen, understand and educate yourself. Whether you are an advocate or an ally of the need to balance the gender mix in IT, be able to answer the questions, what is my role? And how can I drive equity?
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Ruth Wachelder, general manager, Bechtle Direct NV
What does IWD really mean to you?
IWD is a very important reminder for me for two reasons.
First of all I want to be consciously aware of inclusion in my own area of work at Bechtle and the IT Channel. I constantly question myself: Am I a good role model and do I encourage girls and women to choose a profession in technology? Do I encourage them to recognise their strengths and in taking a leadership role? It is my ambition to create diverse teams in my local Bechtle company, that goes beyond inclusion of women. Simply because I am convinced diverse teams give the best output.
At the same time IWD is a reminder that there are regions in the world where we do need to help women significantly. My heart breaks when I read about certain regions where girls and women are banned from education. If you have no access to knowledge, it is very challenging to be independent in life. I think it is my, and our, obligation to help these women claim their place in society. Access to the internet for example is one step towards access to knowledge.
What do you think channel companies can do to improve diversity, equity, and inclusion?
It starts with looking at our own organisations and pinpointing the unconscious biases that are in place. Believe me: there are! We can check that objectively by simply measuring some indicators like the amount of women versus the amount of men, or investigate if we give men and women in equal jobs equal pay checks. We should always ask ourselves: Are we accessible to employees with a disability? Are all age groups represented in our companies? All indicators we can objectively measure. If we are aware of these facts, it is easier to be aware of the conformity bias, and act accordingly by choosing diversity.
Is there any other point you'd like to make around IWD?
There is still a lot of work to be done to achieve diversity, equality and inclusion. In our daily lives the unconscious biases are often very subtle: office temperatures are tuned to the average man, AI databases are filled with input of mainly white men so the outcome suits mainly white men, office furniture is sized to the average man, and so we created Reference Man.
Don't get me wrong: We have come a long way, but at the same time there is a long way to go until we replace Reference Man by Reference Humans. So I call for all the women out there to use their voices and speak up. Dare! And always be a woman.
Continue clicking to find out which company has integrated greater flexibility into working hours to accommodate sharing the workload of family commitment...
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Melissa Rambridge, CEO, Sweethaven
What does IWD really mean to you?
IWD and the dialogue around it is always an interesting one for me; I believe it's a fantastic opportunity to highlight what we know is needed by way of next steps in the drive for DEI. I am similarly conscious (and grateful) that I am in a fortunate position… I co-own my business and I am surrounded by a fantastic leadership team - those two factors combined mean that I am afforded more flexibility than many in the workplace.
However, as someone who went to back to work very quickly after both children (we're talking weeks, rather than months in both cases), one thing that has become very apparent to me is just how prohibitive the cost of wraparound childcare, and lack of availability of the same, can be for mothers who do want to get back into work quickly. Short of forcing the grandparents into full-time nanny roles (which, from experience, wears thin quite quickly!), it becomes very difficult to ensure a return to work is worthwhile when balancing profitability and family strain.
With the second most expensive childcare system in the OECD, this is a UK-wide issue, not just an industry issue, and one that I strongly believe needs to be addressed if we are seeking for greater diversity and talent range across all age categories. I know too many gifted individuals prevented from going back to work on either a full or part-time basis because the break-even point in terms of expenditure vs income simply doesn't make sense.
Whilst not easy to address this issue in its entirety, as business owners within the tech industry, I believe it's important that we look to innovate to enable greater flexibility in whichever way possible to enable returns to the workplace and continued progression paths, whilst of course meeting business need.
Company finances might not allow for extended paternity leave and service delivery hours might not allow for 4 day weeks all round… but, on this significant day, I believe it is important to consider what we can change or flex to better enable rather than prohibit, however big or small. What is feasibly in our control to favourably adjust?
At Sweethaven, we have worked hard to integrate greater flexibility into working hours for team members (not just women) to better accommodate sharing the workload of family commitment and create positions that can better work around school hours, for example. It was a proud moment for me during our last leadership planning session when I realised we were a 50/50 gender mix around the table and, within this, numerous "working mums"!
As a personal pledge, in honour of International Women's Day, if there are any of other mothers out there in the industry that would simply like a chat to talk through the challenges and opportunities of matching motherhood with a career in tech, then my door is always open.
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Catriona Walkerden, global VP marketing, Logicalis
What does IWD really mean to you?
I have mixed but mostly positive feelings on International Women's Day; on the one hand, it's the day when female voices and perspectives are heard loudly and celebrated; on the other hand, you wonder why it can't be like this every day of the year? After all, women represent almost half (49 per cent) of the population.
You might wonder, in 2023, why we still need this day until you look at event line-ups and boardrooms worldwide where women aren't well represented. On International Women's Day, it's an excellent opportunity for women to come out from the shadows in force and say, ‘we're here', and for once, we outnumber our male counterparts!
Throughout my career in tech, I have enjoyed the IWD events and sentiment, coming together with other women and male allies to hear the common shared experiences of being a woman in the tech sector, where the ratio is still hovering at 4 to 1. I have been inspired many times by listening to stories of the senior women that have gone before.
That said, any short-lived period of celebrating diversity, whether it be IWD, Pride month, or black history month, is a token effort in acknowledging and working towards a more equal society. The work should be taking place all year round.
What do you think channel companies can do to improve diversity, equity, and inclusion?
Things that the channel can do to improve DE&I is creating a culture of inclusion which starts at the top. Ensuring the leaders within channel organisations value diversity and commit to creating a culture where diverse representation is celebrated and not just gender but cultural diversity and neurodiversity, to name a few. By doing this, the channel will attract a more diverse talent pool where the people within it can thrive and grow.
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Linda Höljö, CFO, Proact IT Group
What does IWD really mean to you?
I think this day is helpful. It serves as a good reminder that, even with the great progress seen over the past few years, society still lacks equality between genders. And if we don't observe things like International Women's Day, we won't see the changes we wish to: More women in IT, as well as more women in business in general.
What do you think channel companies can do to improve diversity, equity, and inclusion?
Some companies make more out of this opportunity than others. Those who take it seriously will use the opportunity to demonstrate their commitment to hiring more women in tech roles.
When I first entered the working world, I was often aware of the fact that I was a woman in a space typically occupied by men. I'm happy to report that over the past ten years or so this has changed for the better. Still, it's a rare occasion that I sit in a meeting surrounded only by other women, and when I do, I am reminded that we still have some ways to go.
I think girls need more exposure to tech when they're of school age. It seems quite natural to have a boy play a computer game in his spare time, but that early exposure to tech is something we can encourage in girls, too. That and actively letting them know that tech is a viable option and that they can be (and probably already are) good at it.
Madeleine Samuelson, VP people & sustainability, Proact IT Group
What does IWD really mean to you?
I find this to be an important day that brings much-needed attention to gender inequality throughout the world, not only in the workplace. And right now, it's still a day that's crucial for shining a light on some of the challenges women face. I would love to experience a world where we don't have to have this day anymore — where we've reached true equality when it comes to gender.
What do you think channel companies can do to improve diversity, equity, and inclusion?
I think the topic of women in tech is on the top of everyone's minds, so it's natural that companies put added emphasis on their ambitions in this area on that particular day. And if they're honest about it, it isn't just a PR stunt, but an authentic way to demonstrate their goals of becoming a more diverse and inclusive company.
I have never felt that I was treated as a woman, but rather as a colleague like all the rest. At the same time, human resources is typically staffed by more women, so my experience might be based partly on that.
Continue reading to find out why school-age education is key to unlocking more career options in tech for young girls...
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Hayley Roberts, CEO, Distology
What does IWD really mean to you?
International Women's Day is a great opportunity to celebrate and spotlight all of the amazing women in the tech industry and their achievements. However, I do think it should also be seen as a chance to reflect on what we, as an industry, are doing to endorse gender equality in channel.
It's no secret that this is a male dominated industry and, despite the excellent work being done to combat gender inequality in the tech industry, we are still not seeing significant improvement year on year. It's important to remember that gender equality isn't simply about the number of women versus men in the room, but that all people, regardless of gender, feel safe, secure and empowered and do not see their gender as a barrier to their success.
What do you think channel companies can do to improve diversity, equity, and inclusion?
I believe that the only way we are going to make significant progress in diversifying the industry is through education. When making decisions about career paths, many young people, especially girls, may not even consider a career in the tech industry due to preconceived ideas of what a person in tech looks like.
Ultimately, you don't need to be technically minded to work in tech. By making people aware from a younger age of the career options that are available and the skills which can be transferred into a career in tech, we can deconstruct those ideas and hopefully inspire more girls to consider tech as a career option. To do this, we must find ways to integrate more tech focused subjects into the school curriculum and increase numbers of apprenticeship schemes available in the sector.
We've come a long way in terms of gender equality in tech but there will always be more that we can do to improve. International Women's Days will come and go each year and we should certainly be celebrating the amazing women in the sector, but this is absolutely something we should be doing all year round.
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Claire Horton, European HR director, Westcon-Comstor
What does IWD really mean to you?
To me, International Women's Day provides an opportunity to celebrate the achievements made by women throughout history. But it's also important we acknowledge the challenges that have faced women along the way and take pride in how far we have come in the journey to equality. It sends a signal to future generations, hopefully making them feel more confident in achieving their goals, despite the reality that there are still perceived limitations to our gender in today's society.
While we have taken great strides toward bridging the gap, the day also acts as an important reminder that inequality, bias and gender discrimination still exist for many people across the globe. We all have an important role to play in the journey to gender equality, including calling out discriminatory behaviour when we witness it.
What do you think channel companies can do to improve diversity, equity, and inclusion?
When looking to improve diversity, equality and inclusion, channel companies must look to make sustainable, lasting changes. Accepting that DEI is a journey that takes real work and commitment is important. A journey that won't happen overnight. Instead, fostering an inclusive workplace requires an ongoing commitment, and often transforming internal practices. This will include lots of different facets, from making sure that hiring processes are objective and embedding the right company values.
For companies that are planning on fostering a more inclusive workplace, the first thing to do is to raise awareness of the inequalities that exist. In doing so, a nurturing, inclusive environment can be created, where employees can feel supported and encouraged in their development - something everyone deserves in the workplace. By introducing these internal practices, in the last five years we've seen an eight per cent growth in our female workforce, and a 23 per cent increase in women at VP level since 2019. All of which contributes to women representing 52.8 per cent of our total UK workforce today.
Hiring is critical, too - and channel companies need to make sure they're working with the right recruitment partners, who bring diverse shortlists of candidates. For young people in particular, this can be a difficult industry to break into, so we work with a range of organisations to support young talent through apprenticeships and work experience opportunities.
As a result, we now have more diverse teams, including a sales team with ages ranging from 18 to 64 and 48 per cent being women. Different ideas and perspectives help us innovate, manage risk, and better serve our partners, so nurturing young talent from all backgrounds and education levels is a crucial part of our DEI programme.
Is there any other point you'd like to make around IWD?
IWD is an important annual event, but it must be a continuous conversation. Diversity, equality and inclusion are important topics that we need to be talking about and putting into practice all year round. While there is great value in companies engaging in IWD, it's crucial that it's not just paying lip service. Only real, tangible change will create a truly equal industry, where people are able to thrive, regardless of their gender.
As a Mum to a son and a daughter, I want them both to be able to step out into the world, feeling they can be whatever they want to be, without any perceived limitations due to their gender. I also want them to be strong in calling out inequality when they see it. IWD is a regular reminder to me of all of these things.
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Andrea Carter, senior director marketing, Northern Europe, Southern Europe & EMEA emerging markets, Sophos
Personally, I feel that International Women's Day offers organisations and individuals within the tech and channel sectors the chance to reflect on the change that we have seen in the industry, while assessing what more we can do.
My own experience working within these industries has been positive and I have been fortunate to work with many inspirational female leaders that have supported me throughout my career. I am delighted to see that the number of women in highly technical roles is growing, and we have a number of incredibly talented women working within Sophos. For instance, Julie Davila has recently been appointed as the head of the Sophos Field CTO organisation.
While the progress is evident, when I attend industry events, I still find myself in the minority as a woman. And this has a knock on effect on women rising through the ranks. It's so important to have senior female role models to act as mentors and champions for other women.
I am incredibly passionate about women supporting women. Initiatives that bring women together and create a network of peers are a vital step organisations should take to improve diversity, equity and inclusion.
For International Women's Day this year, the Sophos Women in Tech network has arranged for executive coach and keynote speaker, Suzanne Ricard-Greenway, to give a talk that explores the issues women face when navigating the realities of working in tech.
For women entering the industry, my advice to you is to ask questions and seek out a female mentor - most women will be very happy to give you advice and guidance.
What do 12 leading women in the channel really think about International Women's Day?
CRN spoke with influential women in the European channel to hear their candid thoughts about IWD, and what their experiences have been
Gina Fedeli, chief operating officer, Teneo
What does IWD really mean to you?
As we celebrate International Women's Day, it's important to recognise that the tech industry is still struggling with a lack of diversity, especially when it comes to women in leadership positions. The gender gap in tech jobs, for example, is alarming, and it's not enough for companies to simply acknowledge this issue on one day of the year.
When companies practise diversity and inclusion, it quickly becomes apparent that the outcomes achieved are also more diverse. Women and men approach challenges uniquely, so allowing for different perspectives to be factored into problem-solving or brainstorming ensures that the outcome will be more comprehensive. I often say, "the results are the sum of all of the parts, so having varying parts contributing allows for a more dynamic result".
Diversity and inclusion should be a priority all year round, and companies must take concrete steps toward creating a more diverse workforce. This means ensuring equal opportunities for women and marginalised groups to access leadership positions and receive the same level of support and investment as their male colleagues.
What do you think channel companies do to improve diversity, equity, and inclusion?
Just a few weeks ago, Teneo held its incredibly successful all-company diversity week, which focused on gender. The week aimed to inform, educate and encourage conversations across the team on topics including women in the workplace, understanding masculinity, gender identity, and intersectionality, and using our privilege to be an ally. This is an example of how companies in the channel can drive home the importance of diversity, equity, and inclusion in the workplace.
International Women's Day is an important reminder of the work that still needs to be done to achieve gender equality in the tech industry. Let's make sure that we are giving this issue the attention needed, thus taking real action to create a more diverse and inclusive workforce.
Is there any other point you'd like to make around IWD?
As a purpose-driven organisation, Teneo's core purpose is to improve the lives of 1 million children across the world. To create the funding to achieve this, Teneo's long-term vision is to become a trusted technology partner to 500 of the world's largest companies. In 2022, it made the commitment to donate one per cent of total company revenue to this purpose.
As part of this, the company works with various charities that support women and girls, particularly in sub-Saharan Africa. These initiatives include providing micro-loans to allow mothers to run small businesses so that there is less need for children to work, allowing them the opportunity to go to school.
Through its sponsorship of school build programs, in partnership with SEED Madagascar, Teneo also helps provide gender-specific wash facilities - so that females feel more comfortable going to school during their menstrual cycles.
Teneo is also part of an initiative called Goals Beyond the Net and has sponsored a Haitian girl for many years. As well as school expenses Teneo also covers her school lunches to ensure she gets at least one good meal every day. These are just a few examples that help provide women around the globe with education opportunities.