CRN Women & Diversity in Channel Awards - Finalist Q&A with Alexandra Stephenson, Head of Communications at Wavenet

Alexandra Stephenson talks being finalists at this year's CRN Women & Diversity in Channel Awards

Why do you think awards like the Women and Diversity in the Channel Awards matter?

They shine a spotlight on inclusion in an industry that remains male-dominated. Awards like this celebrate progress, inspire others to act, and give visibility to role models who can drive real cultural change across the channel.

They also create a ripple effect. Recognition allows businesses like Wavenet to showcase what’s working and to inspire the wider channel to follow suit, proving that inclusion is not only the right thing to do but a driver of innovation and long-term success.

What would winning this award mean to your company?

It would validate the progress Wavenet has made in creating a fair and inclusive environment. Externally, it reinforces to candidates, partners, and customers that diversity is central to who we are. Internally, it gives our people pride in their contributions and motivates us to keep building momentum.

What would you say is your company’s proudest achievement over the past year?

We’re proud of reducing our gender pay gap significantly. The mean gap dropped to 15.99% from 26.7%, and the median decreased to 14.5% from 21.1%. This shows real progress in building fairer hiring, progression, and reward practices.

We’ve also been recognised as a Great Place to Work® and one of the UK’s Best Workplaces in Tech 2024. Beyond our walls, here are just some examples of how we’ve deepened our community impact:

• Chapter One literacy programme: expanded to five schools with 50+ volunteers and £10,000 annual support.
• Trussell Trust food bank charity: £7,500 raised in 2024 with a £10,000 target in 2025.
• Outward Bound Trust: £15,000 annual support, providing disadvantaged young people with resilience and leadership skills.
• Street Soccer Foundation’s Big Goal: colleagues competed in tournaments while raising funds to help tackle youth homelessness and open pathways to education.

What have been the biggest challenges of 2025 so far, and how have you overcome them? How have your people helped with that?

The biggest challenge has been integrating two established company cultures. We overcame the “us vs. them” mindset through leadership roadshows, town halls, and open forums, supported by managers who kept morale high. A crucial part of this was our Mental Health First Responders and First Aiders, who provide confidential support, reassurance, and guidance, reducing stigma and ensuring colleagues always feel supported.

How do you think the channel has changed over the past year, and what changes do you think it still needs to make?

There are now more conversations, more visible female leaders, and more diversity data. But progress is uneven. The channel still needs more women in senior leadership, clearer career pathways for under-represented groups, and consistent transparency around representation and pay.

What do you see as the main opportunities for the channel in the coming year? How do you plan to capitalise on those opportunities?

The main opportunity is broadening the talent pipeline through apprenticeships, returnships, and skills-based hiring. Just as important is ensuring that diverse talent progresses by embedding mentorship, fair promotion criteria, and sponsorship of under-represented colleagues.

We’ll continue to publish diversity data, expand employee forums and resource groups, and strengthen mental health and wellbeing support. We’ll also keep investing in our partnerships, showing that inclusive businesses can also make a positive impact on society.

Our goal is not only to progress within Wavenet, but to act as a catalyst for the wider channel. By publishing our progress, sharing our learnings, and actively engaging with industry forums, we aim to encourage peers and partners to accelerate their own diversity and CSR commitments.