Anushka Davies
CRN: What's the most pressing issue preventing progress with diversity today that no one's talking about?
AD: This is an interesting question, as progress has been made and this is down to leaders and organisations having a passion to do what is right by all demographics. However, there is a tendency for some to not be as bold enough in fear of potential backlash or being concerned about ‘overdoing' the diversity message. It's clear that organisations perform better when there are people around the table from different demographics who can offer different perspectives, so taking the next step to really walk the talk is important.
CRN: How much progress do you believe the industry has made in diversity since you started working in IT?
AD: I have been in the industry for 23 years and yes there has been progress. We didn't talk about minority groups or diversity when I joined the industry in the way that we do now. It's good that we can be more open about the challenges that minority groups may face, whether that be their gender, sexual orientation, race, disability or socio economic background. The industry is much better now for having conversations, raising awareness and building inclusion and diversity into the wider business strategy. However, more still needs to be done to still ensure there is equality across the industry.
CRN: What should senior management teams be doing more of to help create a more inclusive industry for everyone?
AD: The best thing that senior managers can do is to be open to learning and not suggest that it's not their problem to fix. No one is perfect, and our thoughts and opinions can change and should change for the better the more we understand and learn about people's backgrounds. Ask questions, ask to understand more and have a growth mindset.
CRN: How did you first get into the IT industry?
AD: I did a Computing and Maths but didn't call myself a techie at all. I landed a job at Softcat on the graduate program and the rest is history as some may say!
CRN: What have been some of your experiences (both good and bad) with how the channel has historically approached diversity?
AD: I have and continue to enjoy my job and the company I work for. I have been in tricky scenarios as a younger women in sales but overall, the industry is one of the best to be in. The channel are getting better at inviting more diverse speakers to events and whilst the industry is still quite male dominated, it is definitely better than it was many years ago.
CRN: Who have been your biggest role models in your professional life, and how have they helped you to succeed?
AD: There are so many role models who have helped me, guided me in my 23 years both in Softcat and outside of Softcat. I've got an incredible network who inspire me, I have role models I look up to at work and thank everyone who has played a part in helping me in my career. I definitely can't just name a few I'm afraid – I've been very lucky to have been supported and lucky to continue being supported too.
CRN: Do you think companies should be compelled to publish ‘ethnicity pay gap' data?
AD: Yes I absolutely do. Softcat have published our ethnic pay gap alongside our gender pay gap for the last 4 years now. Whilst we know we have more to do to reduce the pay gap, being transparent about your data really helps drive initiatives. I feel quite strongly that ethnic pay gap reporting should be a mandatory requirement in the same way gender pay gap reporting is.
CRN: Has it always been easy for you to be open about your identity in the workplace?
AD: More so as I have matured I think. I look back and definitely think I may have been a little more reluctant to open up about my background, but years on, I feel totally comfortable talking about myself at work and that's really down to the culture we have.