Why Diversity in the Channel Matters

Alexandra Stephenson, Head of Communications – Wavenet

The technology channel has always been a fast-moving industry yet one area where change has lagged is diversity. For too long, women and under-represented groups have lacked visibility in leadership, technical, and customer-facing roles. That’s why the CRN Women and Diversity in the Channel Awards matter. They spotlight progress, celebrate role models, and inspire others to raise the bar.

At Wavenet, inclusion enhances innovation, resilience, and our culture. Being shortlisted for Role Model of the Year is about inspiring our colleagues to make the business more open, supportive, and fair, every day.

Progress we’re proud of

This year, our gender pay gap reduced dramatically: the mean gap dropped to 15.99% (from 26.7%) and the median to 14.5% (from 21.1%). We also ensured that 30% of promotions in FY25 went to women, showing real change in progression pathways.

We’ve been recognised externally too, achieving Great Place to Work® certification and being named one of the UK’s Best Workplaces in Tech 2024. These awards are based on colleague feedback and prove that our investment in inclusion and wellbeing is making a measurable difference.

Extending inclusion into our communities

Our partnerships focus on breaking down barriers and creating opportunities for those who are often underrepresented. From volunteering through Chapter One to fundraising for the Trussell Trust, and helping young people facing homelessness via the Street Soccer Foundation, we’re ensuring our commitment to inclusion reaches beyond Wavenet.

We’ve also strengthened inclusion internally through new initiatives. Our Inclusive Communication Webinar, attended by more than 350 colleagues, explored allyship, inclusive language, and neurodiversity, giving people practical tools to embed inclusion day-to-day. We created an internal diversity video featuring colleague voices, ensuring under-represented perspectives are visible and celebrated across the business.

Leadership visibility has been central too. Senior leaders have championed D&I directly through forums, roadshows, and the Great Place to Work (GPTW) Forum, reinforcing that inclusion isn’t just an HR initiative, it’s part of how Wavenet operates and succeeds.

And culturally, we’ve celebrated Diversity & Inclusion Awareness Month, engaging over 1,700 colleagues in our initiatives.

Facing challenges together

As part of our growth strategy, integration with another business challenged us this year. Bringing cultures together required transparency, empathy, and openness. Leadership roadshows, manager-led conversations, and open forums made a difference, as did our network of Mental Health First Responders and First Aiders, who provide confidential support and guidance. These initiatives ensure inclusion is about opportunity for all, as well as wellbeing.

Opportunities ahead

Across the industry, there is progress: more women on stage, more data transparency, and louder conversations. But challenges remain: underrepresentation in leadership, unclear career pathways, and inconsistent pay reporting.

The next year is a chance to broaden the talent pipeline through apprenticeships, returnships, and skills-based hiring, while ensuring diverse talent joins and progresses. Mentorship, fairer promotion criteria, and inclusive leadership are key.

At Wavenet, we’ll keep living our values: Ambitious, Brilliant, Collaborative, and Dynamic, and investing in both people and communities. Inclusion at Wavenet is about fairness, building stronger businesses, and better societies.

We strive to meet ambitious goals for the communities we serve, but we also hope to inspire others in the industry to recognise the value of giving back and creating a culture of care.