Maya Purkayastha

CRN: What's the most pressing issue preventing progress with diversity today that no one's talking about?

MP: " To be truly inclusive we need to embrace changes, including technology advancements. There is no doubt that AI is influencing the way we communicate and make decisions personally and professionally. It has many benefits and could be even life saving for some. AI is developing at a fast pace, and this has the potential to undermine progress with diversity made to date and hinder further advancement.

"AI relies on algorithms and data but is that really going to consider the nuances that make us individuals? For example – how can language be neurodiverse aware and race, gender, and age neutral if it is being fed information where diversity may not be understood or embraced in the right way? In recruitment, how will gaps in a CV be dealt with? Will it find a way of offering an opportunity or promotion to someone who does not "fit the mould"? The AI industry is in a great position to be able to influence with a diverse perspective, but this can only be achieved if its people are truly committed to diversity, being mindful of it and from a variety of backgrounds."

CRN: How much progress do you believe the industry has made in diversity since you started working in IT?

MP: "I started in the industry over 25 years ago and although I think we still have a way to go, when I look back, the progress made is evident. Back then there were very few women in the industry and even fewer in senior roles. Not many people made an effort to try and pronounce my name. Today, from a gender perspective, it is encouraging that I am not always the only woman in the room.

"The greatest progress made is the increased awareness in all aspects including gender, race, disability, religion, and sexual orientation. We still have a way to go in the journey of creating a complete environment that allows everyone to be supported, contribute, and flourish."

CRN:What should senior management teams be doing more of to help create a more inclusive industry for everyone?

MP: "Role modelling inclusive behaviours is key. Inclusivity is not a task that sits in the remit of HR but with everyone. As a senior leader within my organisation, I consider myself to be in a privileged position. We can influence the behaviours of others by showing what can be achieved, assisting others in getting to their goals and creating inclusive environments. Industry events help to spotlight issues however demonstrating on a day-to-day basis that interactions should be inclusive - whether in meetings, communications or organising team events is paramount."

CRN: How did you first get into the IT industry?

MP: "I studied law and business at university and set out to pursue an in-house commercial legal path. I fell into the IT industry over 25 years ago in a commercial role put forward by a recruitment consultant, and if I am honest didn't really know much about the IT industry or the initial challenges I would face. At the time, it offered an opportunity to move 200 miles from home to a "proper job"! I have changed organisations but remained in the IT industry ever since."

CRN: What have been some of your experiences (both good and bad) with how the channel has historically approached diversity?

MP: " I think that historically the channel has sometimes approached diversity in quite a siloed way. Organisations were left to approach diversity issues themselves and to their own agendas. Collectively, there is a more powerful voice with lots of experiences and initiatives to share. We've seen how successful and impactful the joint initiatives can be. The "Breaking Barriers" event earlier this year was a great example of this both in terms of bring the industry together and reaching out to a wide audience."

CRN: Who have been your biggest role models in your professional life, and how have they helped you to succeed?

MP: " I have been inspired by a number of different individuals during my career. When I first started out, I completed work experience at Manchester Airport that led to the Company Solicitor taking a chance on me and offering me my first job. I learned a lot from him, including realising that you can get to your end goal (for me it was to be a qualified solicitor) but sometimes just in a different way.

"I hope that I have opened doors for others like he did for me. Since then, I have looked to see what I can learn from people around me to grow as an individual, enhance my legal skills but also further develop as a leader. History has some great role models that demonstrate what can be achieved and who continue to inspire me. However, anyone who has managed to navigate their way in the modern workplace whilst remaining true to themselves and treating others with respect and kindness are standout for me."

CRN: Do you think companies should be compelled to publish ethnicity pay gap data?

MP: "I think compelling organisations to publish ‘ethnicity pay gap' data will not unfortunately solve the issue of ethnicity pay disparities if there are no consequences for companies who have ethnicity pay issues. Organisations who are doing well in this area will benefit from the positive publicity and those who have issues to address will continue with their current practices. Finding comparators for the data may also be a challenge and the priority should be ensuring that there are both the opportunities and diverse candidates for each role."

CRN: Has it always been easy for you to be open about your identity in the workplace?

MP: " When I first started out in my career, I was very focussed to ensure that my professional accomplishments were the forefront and something that I could hide behind. Over the years I have found the confidence that my gender, race, and background are attributes that others can identify and connect with. I applaud organisations that are actively pursuing initiatives that create safe spaces to exchange ideas, concerns and stories that allow individuals to be accepted for who they are. At Computacenter we have a number of Employee Impact Groups and celebratory days to raise awareness but also giving people the confidence to be simply themselves."