Seleeta Watson

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

SW: "I think one of the biggest things is data. Many companies, especially in our industry, lack comprehensive data on the makeup of their employees, particularly beyond senior leadership. This is due to various reasons, including the personal nature of such information and the discomfort some people feel in providing it. Without this data, it becomes challenging for companies to set informed targets or goals.

"Another significant issue is the focus on organic growth. It's essential to recognise and nurture talent within the company, ensuring that diverse individuals are promoted from within, rather than feeling like token hires. This approach helps in preventing resentment and fosters genuine inclusion."

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

SW: " Since I started at Computacenter in 2019, I've seen notable progress. Initially, I was possibly the only black person in my business unit. However, our unit has grown significantly, and there's been an increase in intersectionality within our workforce, including more transgender individuals. This diversity has fostered open conversations, helping us learn more about inclusivity. The industry has certainly evolved, and there's been positive growth in the past few years."

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

SW: "Two key actions are essential. Firstly, supporting Employee Resource Groups (ERGs) is crucial as they provide a platform for diverse voices to be heard, with good executive sponsorship feeding back into leadership. Secondly, mentorship and sponsorship are vital. Senior leaders should actively guide and advocate for upcoming talent, ensuring they are recognised and supported in their career growth. This involves not just mentoring but also sponsoring individuals by promoting their achievements within leadership circles."

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

SW: "It's a long story! My background is in travel and tourism. I initially worked at Virgin Atlantic, but realised that advancing to senior roles there would be challenging. After a stint in management and HR admin, I received a call for a resource analyst role in a banking software company. This opportunity opened my eyes to the diverse roles within IT. I moved through various positions, including project management, and found that the flexibility and range of opportunities in IT suited my needs, especially with a family. It's been a journey, but one that has led me to find my niche in IT."

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

SW: "On the negative side, diversity roles often face budget cuts during financial downsising, which is disappointing. However, I've had many positive experiences, including being able to have open conversations about diversity and feeling comfortable being myself at work. This openness has been a highlight for me, allowing me to support others and see real progress in inclusion efforts. Recognition for these efforts has been gratifying, confirming that our work in promoting diversity is making a difference."

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

SW: "I've had support from many individuals throughout my career. People like Colin Williams, Vinash Mistry, my first manager at Temenos, and Jay Rohman from Lloyds Banking Group have been instrumental. They've encouraged me, provided guidance, and boosted my confidence, helped me decide when to go for important experiences. I've also received tremendous support from various women at Computacenter, like Sara Long, Renee, and Claire Perry Jones, Maya Purkayastha. Their mentorship and sponsorship have been invaluable in my career progression."

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

SW: " Yes, there is a real need for transparency in pay equity. While it can be complex due to the granularity of data, transparency is crucial. If gender pay gaps are scrutinised, so should pay gaps concerning minorities and other intersectional identities. Ensuring that people doing the same job are paid equally, regardless of their background, is essential. Although there are sensitivities around this issue, it's important to highlight and correct these disparities to promote fairness."