Zoe Chatley

CRN: Can you walk us through your diversity work over the past year and highlight your proudest achievements?

ZC: " Gosh, we've been involved in numerous projects this past year. One major focus has been driving awareness for people out of work by organizing interview workshops. However, one of our biggest initiatives is menopause awareness in the workplace. We partnered with Ruth Farmer, an incredible menopause coach, personal trainer, and lifestyle coach, to conduct webinars aimed at women in the industry. These webinars provide support to women navigating menopause while working and educate HR teams, managers, and colleagues on how to support these women effectively. The response has been very positive, and Ruth is now conducting courses directly with companies to further this cause.

"Another significant project we're working on is helping ex-service members transition into civilian careers. We're partnering with several charities and businesses to guarantee interviews for ex-service members, even for entry-level roles. This initiative is about educating hiring managers on the value these individuals bring, despite their lack of channel background. This project is ongoing and gradually building traction, as we strive to create opportunities and awareness for these individuals."

CRN: How has the response been to these initiatives, particularly the menopause awareness workshops and the support for ex-service members?

ZC: " The menopause workshops have had a very positive impact. We receive a lot of direct contacts, both from individuals seeking help and from HR professionals or leaders looking for guidance. Ruth has been instrumental in providing this support. The feedback is mostly positive, with many appreciating the guidance and support provided.

"For the ex-service members initiative, it's a slow burner but gaining momentum. We're working to change how job adverts are written to encourage ex-service members to apply and educating clients to see the potential in these candidates. It's about building that awareness and making sure hiring teams are open to considering these candidates, which is gradually happening."

CRN: What do you think are biggest issues still preventing inclusion and parity in the channel?

ZC: " Upskilling hiring teams to be more aware of DEI is crucial. Encouraging more women and individuals from diverse backgrounds to enter the industry is another major challenge. This involves driving awareness through advertising campaigns and apprenticeship programs to address skill shortages.

"We need businesses to take real actions rather than just talk about DEI. This means implementing live examples and showing what they are doing to include more people from diverse backgrounds. It's about seeing changes rather than just reading about them in policies."

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

"There has been a noticeable shift in getting more women into the channel and into leadership roles. More clients are actively seeking to hire women, which is a positive change. There's also been a gradual increase in the representation of ethnic minorities and individuals from diverse backgrounds.

"Moreover, companies are investing more in training and development, which is crucial for addressing skill shortages and promoting DEI. This investment is a significant area of growth and shows a real positive change in the industry."

CRN: How can senior leaders in the channel ensure that their diverse employees feel included and represented?

ZC: " One effective way is to promote these employees into leadership positions where they have a voice and can influence decisions. This doesn't necessarily mean directorships but roles where they can have a meaningful impact.

"Training and development plans are also essential. Leaders need to actively listen to their diverse teams and implement changes based on their feedback. It's about creating a culture where everyone feels heard and valued, not just ticking boxes for DEI compliance."

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

ZC: "I started in construction recruitment and then moved into commercial recruitment. During the 2008 recession, I was made redundant and then recruited by someone who introduced me to the channel. He explained how the channel works, and I just got it. I began canvassing businesses and won a major account, which allowed me to manage recruitment for a major IT distributor.

"Working directly in the business, I learned everything about the industry. That experience cemented my decision to specialize in channel recruitment, and I've been dedicated to it ever since."

CRN: Do you think companies should be required to publish ethnicity pay gap data similar to gender pay gap data?

ZC: " Absolutely. Companies should be held accountable. Just like with the gender pay gap, it might be uncomfortable, but it's necessary for transparency and fairness."

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

ZC: " One of my biggest role models is Lea-Ann McLean, the chief people officer at XMA. I've worked with her for about 12 years, and she has guided me throughout my career. She's an exemplary HR professional with extensive experience in the channel, and she's been a mentor to me. Her insights and support have been invaluable in shaping my career and approach to DEI."