Jill Murray

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

JM: "There are several pressing issues that are preventing progress with diversity in the IT industry. One issue that is not talked about enough is the lack of representation of underrepresented groups in leadership positions. While there has been progress in increasing diversity in entry-level positions, there is still a lack of representation in senior leadership roles. This can create a lack of role models and mentors for underrepresented groups, which can make it harder for them to advance in their careers."

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

JM: " I've been in the industry for a considerable period of time and I think it has hugely changed for the better, with a lot of progress made to increase diversity and inclusion. When I started in IT there weren't conversations around either of these topics, but now there are impactful initiatives and programs focused on diversity and inclusion.

"Setting up employee resource groups internally, like how we have with She's Insight, Diversability, Insight Stands Out and Respect, helps stimulate those conversations. That's not to say that we're at a point in the industry where enough has or is being done. Unfortunately, tech like many industries can still do more. Organisations need to look at how they recruit, retain and support talent – this is something Insight is particularly focused on at present. It is important to continue to push for progress and hold companies to account for creating more inclusive environments."

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

JM: " Senior management teams play a critical role in creating a more inclusive industry for everyone. They should be actively working to create a more inclusive culture within their organisations by setting diversity and inclusion goals and holding themselves accountable for meeting those goals. Providing training and education on diversity and inclusion for all employees is also crucial to ensure that everyone is aware of the importance of inclusion and how to create an inclusive environment.

"Additionally, creating a diverse and inclusive hiring process is essential to attract and retain a diverse workforce. Providing mentorship and sponsorship opportunities for underrepresented groups is also vital to help them advance in their careers and create a more diverse leadership team. Finally, senior management teams should ensure that all employees feel valued and included in the workplace by creating an environment where everyone's contributions are recognised and appreciated. By implementing these practices, senior management teams can create a more inclusive industry that benefits everyone."

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

JM: " I got into the IT industry by chance. I was working for an accountancy firm in London in my first marketing role, and I got to a point where I was looking for my next step. A job opportunity came up at 3Com, a U.S company that was later bought by HP. I had not thought about IT before, but a recruitment agency set this opportunity up for me and arranged an interview.

"I was impressed by the marketing manager who interviewed me and I really liked her approach. She had recently transferred over to the UK on a secondment. – I knew from the interview and her style that the industry and the culture of the organisation was going to be somewhere I would be able to grow and develop. My father did some research for me (I was clearly still listening to him then!), found the company to be sound and the rest is history! I got the job as a marketing executive. At that time, IT departments did not exist, and the presales guy would reboot the servers if the network went down. Cables were all over the floor, and it was the first place I worked for that had email. It was an exciting time as the IT industry was just emerging – it was the cusp of an incredibly exciting time and there hasn't been a dull moment since."

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

JM: " I don't think the IT channel is particularly different to most industries: it's no better or worse. While there have been some genuine efforts to improve diversity, the tech industry still lacks representation from underrepresented groups, particularly in senior leadership roles. The tech industry has often been criticised for being male dominated, with a lack of representation from women, people of colour, and other underrepresented groups. In recent years, there has been a growing awareness of the importance of diversity and inclusion, and many companies have started to implement initiatives and programs focused on promoting diversity and creating more inclusive environments.

"In addition to our ongoing diversity and inclusion initiatives at Insight, during the first few months of this year, I have already had the pleasure of hosting and participating in three women in tech roundtables, where we shared our experiences and discussed our ambitions for promoting diversity and inclusivity in the industry. I am also incredibly proud that Insight is a founding member of TC4RE (Technology Community for Racial Equality) and along with the other founders continue to collaborate as a community to amplify the many opportunities the tech industry affords. We are committed to pushing for progress in this area. However, there is still a way to go, and the industry needs to continue to do all it can to create more diverse and inclusive workplaces."

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

JM: " In my professional life, my biggest role models were those who were willing to have difficult conversations with me. Instead of sugarcoating everything, they provided constructive feedback that allowed me to learn, grow, and get better. They also provided personal coaching that gave me insight into how people are different and how to accept and appreciate those differences.

"I recall one role model, who was exceptionally good at recognising people for their contributions, this in turn motivated them to do their best work. She was also phenomenal at bringing people together and creating a positive and inclusive work environment. All my role models have helped me to succeed by providing me with the tools and guidance I needed to become a better professional and leader. They taught me the importance of feedback, personal growth, and creating a positive work culture where everyone is valued and appreciated. I've taken these learnings and applied it in my approach to developing individuals within Insight and the wider industry."

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

JM: " Publishing ethnicity pay gap data can help to hold companies accountable for creating more equitable pay structures. It can also help to identify areas where there are disparities and work to address those issues. While it should not be compulsory, it is important for companies to be transparent about their pay practices and work towards creating more equitable environments."