{"id":12793,"date":"2021-03-29T14:52:27","date_gmt":"2021-03-29T18:52:27","guid":{"rendered":"https:\/\/brainstation.io\/blog\/?p=12793"},"modified":"2022-01-11T18:10:53","modified_gmt":"2022-01-11T23:10:53","slug":"women-in-digital-leadership-2021","status":"publish","type":"post","link":"https:\/\/brainstation.io\/blog\/women-in-digital-leadership-2021","title":{"rendered":"Women in Digital Leadership"},"content":{"rendered":"\n<p>As the tech industry grows, women are making up a larger percentage of the workforce than ever before \u2013 but much work remains to be done. While equitable participation across the industry as a whole is a laudable benchmark, it\u2019s not enough. Representation in every job category and at all levels of seniority remains a challenge. Fortunately, there are programs in place, and as their success in helping women achieve positions of leadership grows, so too does the opportunity to kick off a virtuous cycle. <\/p>\n\n\n\n<p>To explore what can be done to shape stronger pathways for women in tech, BrainStation brought together a stellar lineup of women in positions of digital leadership at the following prominent global companies: <strong>Verizon<\/strong>, <strong>Mastercard<\/strong>, <strong>Harry\u2019s Labs<\/strong>, <strong>The Space Foundation<\/strong>, <strong>Pymetrics<\/strong>, and <strong>Instacart<\/strong>. As part of BrainStation\u2019s Digital Leadership Event Series, our panelists weighed in on the importance of the initiatives already in place, issues that still need to be confronted, and what can women do as individuals to advance themselves and others in their careers.<\/p>\n\n\n\n<p>You can watch the full panel discussion here:<\/p>\n\n\n\n<figure><iframe loading=\"lazy\" src=\"https:\/\/player.vimeo.com\/video\/529460562\" width=\"640\" height=\"360\" frameborder=\"0\" allow=\"autoplay; fullscreen; picture-in-picture\" allowfullscreen=\"\"><\/iframe><\/figure>\n\n\n\n<h2><strong>Mentorship Is the Key to Bridging the First Step<\/strong><\/h2>\n\n\n\n<p>The transition into management can be an especially difficult one for women \u2013 an early inequality that can impact women\u2019s careers over the long term. Shelli Brunswick, Chief Operating Officer at The Space Foundation, explains, \u201cAs you\u2019re looking to make that first step on the ladder to being a leader, finding a mentor, a champion, and a coach can be critical..\u201d. She also emphasizes the importance of paying it forward, saying that \u201conce you have a mentor, always remember that you can be a mentor to and help the next generation behind you.\u201d<\/p>\n\n\n\n<p>Often, finding a mentor begins with networking. As Vice President of Product Innovation at Verizon Sanyogita Shamsunder says, \u201cBe open, be collaborative, communicate, go talk to others about their projects and show genuine interest in their work. And get help. The first person that you approach may not may not be open or receptive, but don\u2019t give up. Keep talking to people, both men and women, junior to you, senior to you \u2013 it doesn\u2019t matter. We need to communicate. There\u2019s no substitute for that.\u201d<\/p>\n\n\n\n<p>But besides being open to all networking opportunities, what can we do to find mentors \u2013 especially the right ones? To start with, it can\u2019t hurt to ask. \u201cYou should always be looking for people that you have an affinity with, who really believe in you, and who are willing to go to bat for you when times are tough,\u201d says Frida Polli, CEO &amp; Co-founder of A.I.-powered recruitment platform Pymetrics. \u201cYou definitely need to be reaching out to those folks\u2026Just continually be looking for folks that appreciate and believe in what you\u2019re doing.\u201d<\/p>\n\n\n\n<p>Still, approaching a possible mentor can be intimidating. As Tehmina Haider, Vice President and Head of Harry\u2019s Labs at Harry\u2019s Inc., says, \u201cWhen you ask someone to be a mentor, you\u2019re asking them for their time. The more senior they are, the more precious their time is. So it is a big ask, [but] most leaders actually enjoy seeing other people grow; that\u2019s why they became leaders.\u201d And overcoming your reluctance to approach mentors will pay off: \u201cYou need folks who can supplement you in different ways, to have that diversity. Women, because they tend to identify with other women, do often reach out to a female mentor, but you want your mentors to have different points of view than you do. And that\u2019s where pushing for those male mentors is really, really important. So take that leap.<\/p>\n\n\n\n<p>Vice President of Digital &amp; Cybersecurity Solutions at Mastercard Sukhmani Dev concurs, and emphasizes that finding a mentor is sometimes a question of timing. \u201cThings happen organically as you grow forward. I find that [potential mentors] need to have a sense of who you are and what you\u2019re capable of, and have seen you in action\u2026If I really enjoyed working with a boss of mine, and then I\u2019m changing roles or they\u2019re changing roles, I may ask them, \u2018Let\u2019s continue the dialogue.\u2019 It was more of a formal ask when I was more junior\u2026but [where I am now], you just call them up when you have a question.\u201d<\/p>\n\n\n\n<p>Darrah Joy-Clay, Account Director of CPG Brands at Instacart, encourages women to ask for what they need. \u201cAs I\u2019ve grown in my role, I find that the negotiations become a lot more complex. And when I\u2019m going through a negotiation, of course I consult my female mentors. But it\u2019s my male mentors who really give me that extra level of confidence, and re-emphasize not to be shy or fearful of making an ask of what I\u2019m deserving of, or what I need to be happy and fulfill my role.\u201d<\/p>\n\n\n\n<h2><strong>Support Isn\u2019t Just a Relationship \u2013 It\u2019s Also a Culture<\/strong><\/h2>\n\n\n\n<p>Advocating for yourself is important \u2013 but so is advocating for each other. How can companies help to support their female employees and foster a culture that supports women? Several panelists mentioned how important it is to carve out space for women to speak, to encourage them to speak, and to draw attention to their contributions and successes, which can get overlooked in environments structured around male authority. As always, mentorship is important. But even the way we provide day-to-day feedback can help, though criticism can be hard to receive \u2013 and to give.<\/p>\n\n\n\n<p>As Haider explains, delivering criticism is about \u201cmaking sure that the women on your team understand that the feedback that you\u2019re giving them, even if it\u2019s sometimes not that great to hear, is coming from a place of really caring about them. And that\u2019s really hard, as a leader. Giving difficult feedback is not the easiest thing to do, but you\u2019ve got to invest in it, and you\u2019ve got to make sure that folks understand why it\u2019s actually an indication of how much you care.\u201d<\/p>\n\n\n\n<p>For Joy-Clay, that\u2019s aided by an environment where leadership is able to be transparent and talk about their own successes and failures without fear of judgment. \u201cWhen I share my journey to leadership and I\u2019m transparent with my teams, they can identify and relate with some of the experiences that I\u2019ve had,\u201d she says. \u201cSeveral mentors of mine who have, one, shared their personal journey with me. But secondly, they\u2019ve exposed me to communities and to rooms and to opportunities that I may not have been in before\u2026and that exposure, I think, is a huge opportunity for leaders and mentees.\u201d<\/p>\n\n\n\n<h2><strong>Policies Need to Acknowledge There Are Many Paths<\/strong><\/h2>\n\n\n\n<p>While cultivating a supportive environment may seem like an enigmatic exercise, it ultimately comes down to the policies a company puts in place. As Shamsunder says, \u201cOne of the first things that we have to do to create programs [to support women] is to recognize that there is an inequality.\u201d This often starts with highlighting the different ways that people contribute to the company \u2013 including people with different levels of educational attainment, people in different locations.<\/p>\n\n\n\n<p>There are many paths to STEM, and overlooking some in favor of others is detrimental to employees following unorthodox paths, which often includes women. At Mastercard, Dev explains, \u201cWe have a particular program that [assists] women who want to change their careers midway through \u2013 nurturing that and helping them explore different areas, explore technological areas.\u201d<\/p>\n\n\n\n<p>Spreading opportunity around isn\u2019t as simple as promoting women up the corporate ladder. And it doesn\u2019t happen by accident. At The Space Foundation, Brunswick says, they take a multi-pronged approach specifically designed to tackle the problem from different angles: raising awareness of careers in STEM, providing more people with access and training, helping to connect potential STEM workers to opportunity, and finally, mentoring to encourage equity in leadership. \u201cOur goal at the Space Foundation is to highlight all those career paths. And we would say it\u2019s about diversity and inclusion, but those underrepresented groups could be rural communities or inner cities, as well as regions of the world.\u201d Matching prot\u00e9g\u00e9s to mentors is an important step, but it\u2019s just one of many; promoting more women into digital leadership roles in STEM means nurturing an entire talent pipeline that begins with reaching out to girls early in their education and letting them know that they can find a place in STEM.<\/p>\n\n\n\n<p>And more women in STEM is good not only for women: \u201cWhat we\u2019ve learned is when women around the world are empowered to be entrepreneurs, they elevate not only themselves but their families and their communities as well,\u201d Polli says. \u201cIt\u2019s valuable to our entire world and ecosystem to empower women, to provide them the financing and support them in becoming entrepreneurs.\u201d<\/p>\n\n\n\n<h2><strong>Confidence Can Be a Greater Obstacle Than Competence<\/strong><\/h2>\n\n\n\n<p>Confidence looks different in different people, and in situations with a gender imbalance, women may be at a disadvantage. Here, leadership can help to rebalance the scales, for example, by specifically calling on younger talent to speak up. \u201cLeaders have a key role to play. If you\u2019re on a table where you have young talent and they\u2019re not speaking up, it\u2019s your responsibility to pause and ask them for their point of view, create a space that they feel comfortable in\u2026We can just take two minutes out of our time as leaders to convey that to younger talent. You\u2019ll make them that much more comfortable and confident going forward and feel like their voice is appreciated,\u201d Dev says.<\/p>\n\n\n\n<p>For that younger talent, learning to overcome fear&nbsp; takes practice. \u201cOne [strategy] is to give more time and attention to your emotional skills, in terms of developing yourself and your emotional responses to rejection, to negative consequences,\u201d Joy-Clay advises. \u201cIf we develop that muscle, that emotional response will be less fearful of what the consequences are on the other end.\u201d This becomes ever easier the more willing leadership is to make space for failure and drop the expectation of perfection. \u201cWe have to start speaking more about our failures,\u201d Joy-Clay continues. \u201cIf we talk more broadly about the mistakes we\u2019ve made, the failures we\u2019ve had, that would empower more young female leaders to not be afraid to fail, and not be afraid to be their authentic selves in the workplace.\u201d<\/p>\n\n\n\n<p>To Polli, it\u2019s less a question of having confidence and more about how men and women project their confidence differently. \u201cWhat it means to look confident is actually a very male image,\u201d she says, explaining that what may seem like a lack of confidence is actually a decision not to project overconfidence. The solution is \u201cmore about having enough women in positions of leadership that can present an alternative image of what confidence looks like, rather than everyone feeling like, \u2018I need to fit the mold of male confidence.\u2019\u201d<\/p>\n\n\n\n<p>On one hand, Haider says, \u201cIt\u2019s about pushing women to be confident, be bold, and really demonstrate that confidence externally. But it\u2019s also about changing the metrics that we have around what confidence is, so that the way women show up also feels resonant.\u201d<\/p>\n\n\n\n<p><em>(This article was last updated in January 2022.)<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator\"\/>\n\n\n\n<p class=\"has-text-align-center\"><em>Interested in being part of the digital future? <\/em><br><em><a href=\"https:\/\/brainstation.io\/book-call\">Book a call<\/a> with one of BrainStation&#8217;s Learning Advisors.<\/em><\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Read the latest Digital Leadership Event recap, Shaping Stronger Pathways, where talented women in tech discuss how workplaces can support emerging leaders.<\/p>\n","protected":false},"author":123,"featured_media":12804,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[160,1019,1297,281,793],"tags":[1290,73,195,119,285,794],"yoast_head":"<!-- This site is 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