5TT 33 | Tech Gender Gap


To this present day, girls proceed to face challenges on their profession journey in direction of management. Present gender stereotypes and discrimination hold girls from climbing to the highest of the profession ladder with out having to face some bumps alongside the way in which, particularly in a male-dominated trade. On this particular episode, Carrie Charles talks concerning the gender hole in tech with no apart from girls who’ve had these journeys, been via the challenges, and rose to the highest of their careers. She sits down with Wendy Stewart, the Vice President of Gross sales and Operations for DataBank and the Founding father of the Dallas Girls’s Information Middle Group; Carolyn Hardwick, the President of Engineering at SQUAN and the President of WWLF (Girls’s Wi-fi Management Discussion board); and Rebecca Hunter, the Vice President of Sensible Communities for Aero Wi-fi Group and Co-Chair of Sensible Cities Transportation Working Group at CTIA. Collectively, they focus on the challenges girls face and the secrets and techniques they must succeed. What’s extra, additionally they share the issues girls can do to get promoted and the way firms can promote extra girls.

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The Tech Gender Hole: How To Get Extra Girls Into Management Roles With Wendy Stewart, Carolyn Hardwick, And Rebecca Hunter

We’re going to speak about one in all my favourite topics and that is the ladies’s management hole. There are actually challenges that girls face on their profession journey to management. We wish to speak to girls who’ve had these journeys and perceive what are these challenges and what can girls do to get promoted and likewise what can firms do to advertise extra girls. I’m tremendous excited to have with me, Carolyn Hardwick. She’s the President of Engineering at SQUAN and the President of WWLF which is the Women’s Wireless Leadership Forum.

Additionally, Rebecca Hunter, she’s the Vice President of Sensible Communities for Aero Wireless Group and Co-Chair of Sensible Cities Transportation Working Group at CTIA. Additionally, there’s Wendy Stewart. She’s the Vice President of Gross sales and Operations for DataBank and likewise the Founding father of the Dallas Women’s Data Center Group. Thanks for being on with me. The place I’d like to start out is speaking about your journeys. How did you get from the place you had been to the place you are actually? Carolyn, why don’t you begin us off?

Thanks, Carrie. I contemplate myself as having a really nontraditional segue into telecommunications. I entered the telecom trade within the 12 months 2000 after I joined AirGate PCS which later grew to become Dash. I used to be employed as a undertaking coordinator. I used to be instructing faculty at the moment, attending graduate faculty at night time and appeared for a summer season job. I bought a job at AirGate PCS. On the finish of the summer season, I used to be supplied a place to coach, to turn into a undertaking supervisor in website improvement. Dash was very form to say that I may nonetheless pursue my alternative of ending my graduate diploma.

I labored with Dash for 5 years after that, I stayed in website improvement till 2009. I took a place at SBA Communications as a enterprise improvement supervisor. That was slightly little bit of a unique position, however I loved it and continued in Nationwide Enterprise Improvement. Till 2019, I got here on board with SQUAN because the nationwide website improvement director. In December of 2019, I used to be approached by the CEO about taking up the group within the engineering division. He supplied me the place and though I used to be hesitant at first, I embraced the position and adore it and I can actually say it’s one of the best job that I’ve ever had. That’s the place I’m as president of engineering division at SQUAN.

Inform us extra about SQUAN.

SQUAN is a telecommunications infrastructure companies firm. We now have three divisions. We now have a fiber division, engineering and wi-fi development. We embrace the considered a life cycle, community improvement and infrastructure improvement. We had been conceived in 2008. We had been acquired by RFE Companions in 2014. Right here we’re, employed with roughly 350 staff and based mostly in New Jersey.

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I really like your journey, Carolyn, and we’ll hear slightly bit extra about it since you’ve moved very quick at SQUAN. Congratulations with that and I’ve quite a lot of respect for you. Additionally, I’m on the board of WWLF. I give you the results you want at WWLF. You’re my boss. Let’s go to Rebecca. Inform us slightly bit about your journey.

Carolyn stole my nontraditional entry with the telecom, I believe it’s very thematic. First, thanks a lot. What an excellent alternative to speak about such an necessary subject. I recognize it. Like Carolyn, I’m very non-traditional, I used to be additionally in graduate faculty engaged on my Public Coverage diploma and was bored with ready tables. Nextel was searching for an RF coordinator. I didn’t know what RF stood for at the moment. It’s 1993 or 1994. I’m relationship myself slightly bit there. Previous to the primary PCS auctions after which Nextel shut down nationally.

I bought a name from Pac Bell Cellular Companies in San Diego saying, “We’re going to win the PCS public sale. We’re going to start out constructing out. Will you come to San Diego?” I used to be in Tampa, Florida at the moment and I used to be like, “Why not?” I packed up and I moved to San Diego, did a website acquisition, website improvement work for them and went on that section one PCS builds all throughout the nation. It was very undertaking based mostly. I moved most likely ten occasions and about 4 to 5-year interval to totally different initiatives. I ended up in Seattle working at an engineering firm the place they began a telecom division, which I ran and grew that each geographically after which from a buyer base. From there, I did quite a lot of consulting work and that’s the place I diverged into having kids.

We’ve bought to place the youngsters in someplace.

That was a vital time as a result of for lots of ladies on a really trajectory development path and I had twins. At the moment, you need to decide. I used to be very lucky sufficient to have the ability to have a consulting firm the place I used to be nonetheless in a position to work, be capable to select what I may do, so I may additionally keep dwelling and handle my children on the similar time. I did that for most likely about ten years with them till I made a decision to return into the workforce and that I went to Crown Citadel. I used to be there for about six years and ended up at my final job there. I used to be of their company improvement and technique group.

Just about all through my profession on the engineering operations facet, website improvement coverage work, zoning work, that type of conventional path in quite a lot of methods. I ended up in company improvement and technique in Crown. Now, in Sensible Communities at Aero Wi-fi Group, quite a lot of what we did within the technique was very forethinking like the place are we going and what markets can we enter? One thing I’m very enthusiastic about is the public-private partnership and specializing in serving to the general public sector via these technological revolutions we’re going via. That’s my condensed journey.

5TT 33 | Tech Gender Gap

Tech Gender Hole: In the event you have a look at our trade and the way a lot it’s developed within the final a few years, you need to be keen to place your self on the market and say, “I can study this”.


Speak extra about Aero Wi-fi Group. I really like all the parents at Aero and what they’re doing.

Aero Wi-fi Group is made up of three divisions, Comtech, which is the sensible pole, metropolis pole built-in related infrastructure the place the commercial design is to aesthetically match any metropolis, service’s wants. We now have Aero Options which focuses on R&D work and a few of our tower modification work. There’s the Aero Sensible Communities Division, which I used to be introduced over to develop and quite a lot of that once more, is expounded to municipal consulting, serving to cities perceive possibly design tips, applications, processing. How can we evolve small cell infrastructure into extra strong, extremely co-locatable and multifunctional use for sensible metropolis or functions?

Wendy, inform me about your journey.

It’s attention-grabbing to listen to that everybody lower their tooth beginning out at a telco and I began on the market as effectively. In 1997, I began out at MFS WorldCom at the moment. I used to be in school at the moment. I didn’t know something about telecom. I began on the market as an account relations supervisor and as soon as the gross sales rep offered it, managed the implementation of T1s again then. That was the large issues. I stayed there for some time and determined to go and be a part of a startup. It was a knowledge middle firm known as LayerOne and so they had a single information middle in Dallas.

I went over to go up their provisioning and implementations group. We ended getting as much as possibly 3 or 4 information facilities in a bigger information middle supplier purchases. I caught round, post-acquisition for a few years after which I made a decision to return to the service world. It was with Stage 3 at the moment and I went over and did high-level community design for them for a number of years. After that, I had a possibility to go work again within the information middle area, which is an space that I completely liked. I went over and labored at an organization then. It was known as ViaWest and so they’ve been offered since then. I used to be there and I managed main accounts for them. The founding father of LayerOne began one other firm and that firm is understood now as DataBank. I used to be over at that firm for about 5 or 6 years. We remained associates and he lastly talked me into coming over and I’ve been right here.

Are you able to inform us extra about DataBank?

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I’ve been at DataBank for a few years. It’s a information middle managed companies and cloud supplier. We now have a nationwide presence all through the US. We now have twenty information facilities and what’s attention-grabbing is after I began with DataBank, I believe we had two information facilities and evidently proper now each month that variety of information facilities is altering, however we’re as much as twenty information facilities.

I wish to know what has been the key to your success? In the event you may say, “That is what I attribute my success to.” It may be one factor or a number of issues, but in addition what challenges did you face getting right here? What’d you need to undergo? Carolyn, we’ll go in alphabetical order each time to make it straightforward.

I do know that after I first joined AirGate PCS, I knew nothing about telecommunications. I’ll say the primary attribute to my success was making an effort to study as a lot as attainable. I had some phenomenal mentors who had been very affected person and answered quite a lot of my questions. In the event that they couldn’t reply my questions, they directed me to worthwhile assets in order that I may study telecommunications. That was the primary half. The second was having nice mentors, having folks information me alongside my profession path and assist me see what the following step was and encourage me and assist me get to that subsequent stage. Lastly, I believe that getting networked with different girls within the trade to know what are the alternatives, how can I get extra related and understanding what’s on the market with these alternatives. Connecting with different girls after which watching different leaders within the trade who’re girls.

I really like the mentorship piece and I believe we’re going to speak slightly bit extra about that as we go alongside. What challenges did you need to face to get to the place you’re?

For me, it was simply not being a technical particular person. In actual fact, after I first got here on as a undertaking coordinator, I can keep in mind folks saying to me, “You’re the least technical particular person I do know. You might be setting your self up for failure.” that as a problem and saying, “I’m not going to let the restrictions of my information of the trade maintain me again.” Embracing and studying as a lot as I may. As I bought extra related with girls, asking questions and on that path to management, not letting something stand in my method, believing in myself to maneuver ahead to the following path.

Any individual stated, “You’re the least technical particular person,” and now you’re the president of engineering at SQUAN. I believe that’s the coolest factor ever. Rebecca, what about you, what’s your secret to success?

5TT 33 | Tech Gender Gap

Tech Gender Hole: It’s necessary to carry various views in a technical area, as a result of most of the issues that we do require quite a lot of relational expertise.


I believe I’m nonetheless figuring that out. My journey is constant. To construct on what Carolyn stated, as a result of clearly, quite a lot of what she stated, I completely relate to. To take that studying a step additional, it’s being keen to study one thing new each day. In the event you have a look at our trade and the way a lot it’s developed within the final a few years that I’ve been concerned in it, you need to be keen to place your self on the market and to say, “I can study this.” I’m nontechnical as effectively. It’s taking that danger and being assured in your skills and the totally different perspective that you simply carry. It’s necessary to carry these various views, even in a technical area, as a result of most of the issues that we do require quite a lot of relational expertise.

Group outreach, understanding, collaboration, vital considering and being assured in what you carry and also you mix that with studying one thing new and taking that danger. It’s like we had been speaking about with Carolyn, out of your consolation zone, you’d have a possibility and even in opposition to that interior voice that claims, “I don’t know,” however you do it and also you notice, “That was an excellent alternative to study, to develop and to proceed in your path and your journey.”

That’s been necessary to me and the mentorship, having just a few key folks to generally nudge you if you want that. Each of these are necessary. I do assume that persistence. I used to be speaking to someone the opposite day and I stated, “When someone tells you no. No is a short lived way of thinking.” In the event that they’re dedicated to desirous to get someplace or do one thing, put slightly persistence behind it and notice that it might be a no now as a result of you’ll have some expertise it’s essential develop or issues it’s essential study. Keep in mind, it’s solely a no now and don’t let that diminish future alternatives.

I couldn’t agree extra with every part you stated. I do know that one of many obstacles to girls entering into tech is feeling like that they aren’t techie or they don’t know tech. There are lots of different choices for girls in tech and I really like that it is a widespread theme to date right here. What have been some challenges that you simply’ve needed to overcome?

Once I’m beginning on this trade, I’ve seen great change and though now we have such an extended approach to go so far as girls leaders and ladies engineers and ladies ingrained in all of our aspects of enterprise, it has modified lots within the many plus years. I’m glad to see that there’s been progress, however within the 25 years, it was arduous. I’ve a robust character as a lady in quite a lot of these environments. In all probability, the most important problem was having children and making a choice took me some time. I didn’t know. Do I wish to cease that trajectory and that profession path that I used to be on on the time to deal with my household slightly bit extra, to be right here for my children?

I’m glad I made that call. It was the fitting determination for me. They’re at an age and a degree the place they let me get again in. I noticed quite a lot of these those that I had labored with early on, already 2 or 3 steps and you need to begin over. It’s like, “We’ll offer you a job and you’ll are available in at this stage,” after which you need to begin over. Regardless that I’ve twenty years of expertise, they didn’t see it in a vertical or incline development sample. It’s a must to perceive you’re beginning over slightly bit.

The biggest stumbling block that most women have towards success is themselves. They don’t feel confident enough. Click To Tweet

That’s a standard problem I believe with most ladies. Wendy, inform us your secret to success. What would you say are a few issues which have propelled you to the place you’re?

Like what Carolyn and Rebecca each stated, I fully agree on these. It’s been a number of, however to call just a few, apart from having a superb mentor all through my profession, having a private drive inside myself that I needed to succeed. We see success up right here and other people don’t at all times wish to do the work and I’ve at all times been keen to do the work. Once I began out in my profession, we had been constructing information facilities and generally we didn’t have a cable man to run the cable beneath the info middle ground. I confirmed up because the cable woman. I used to be at all times keen to step in.

It’s at all times been a type of the place I’ve had quite a lot of private accountability for myself the place I at all times questioned myself, “Wendy, did you do your finest?” One of many issues that I at all times try to do each day and all of the those that I lead is it’s arduous to enter a assessment and it’s not a glowing assessment and you understand it’s essential enhance. One of many issues that I do lots is, “Tomorrow I’m going to be 1% higher. If I will be 1% higher. In 30 days, I’m 30% higher.” I’m very aware of that and take that into consideration each day after I’m attempting to achieve success.

What are some challenges that you simply confronted alongside the way in which?

One of many largest challenges is if you’re searching for somebody to mannequin the way in which for you, I didn’t have anybody that appeared like me that I used to be in a position to cling to. Let’s be actual. We’re in telecom and it’s male-dominated and nobody appears like me. Once I go into most conferences, I’m sometimes the one black, I’m sometimes the one feminine and it’s totally different. That’s most likely been the most important problem for me and I’ve had doorways closed on me. Individuals weren’t keen to provide me an opportunity simply because I used to be a feminine, I used to be black, however such as you stated, “No means not now.”

Hopefully, that is altering. I do know for a truth it’s altering. We now have made progress and there are some stats that I discovered. The excellent news is that the variety of businesswomen leaders is on the rise, but it surely’s not taking place quick sufficient, however once more, it’s taking place. A few stats right here. Among the many largest 500 publicly traded US firms by income, the share of feminine administrators rose 25% in 2019 from 18% in 2015. That’s excellent news. We’re on a trajectory up. Within the US, nonetheless solely 29% of ladies are in senior management roles and ladies signify 50% of the inhabitants and the workforce is 49% or one thing. We do have a approach to go there.

5TT 33 | Tech Gender Gap

Tech Gender Hole: In the event you’re dedicated to desirous to get someplace or do one thing, put slightly persistence behind it and notice that it might be a “no” now as a result of you’ll have some expertise it’s essential develop or issues it’s essential study.


The challenges that girls’s illustration on board management positions barely modified over that interval between 2015 and 2020. It edged up from 7.5% from 7.4%. We nonetheless have a significant drawback there. I’m glad that that’s getting quite a lot of consideration. I do know I bought my first paid board position in 2020 which I’m tremendous happy with. The opposite stat that I assumed was attention-grabbing, there are nonetheless almost 13 firms run by a person for each one firm run by a lady. One other piece that I discovered disheartening is the share of administration positions held by Latina girls is 4.3%, black girls is 4% and Asian girls is 2.5%. It is a tragedy.

This lights me up. I believe that firms are lacking out. I would like myself to be a voice for this transformation as a result of I do assume it’s going to make us innovate sooner. It’s going to make firms higher and enhance the underside line. I may go on and on, plus it’s much more enjoyable to have totally different folks in a room than all the identical those that look alike. You’ve talked concerning the challenges that you simply confronted. Let’s speak concerning the challenges that you simply assume that each one girls face on this path that forestalls them from reaching these management roles? Carolyn, let’s hold going. You’re doing an excellent job.

We now have talked about this that I imagine that the most important stumbling block that almost all girls have is themselves. They don’t really feel assured sufficient. They possibly don’t examine the entire bins once they’re making use of for a job. They don’t assume that they’ve the schooling or the talents so they’re afraid to take that subsequent step. Even the employees that you simply talked about, what number of girls do we all know within the trade that might be incredible CEOs or at a excessive stage, however they’re afraid to take that subsequent step or there’s one thing that’s protecting them at a decrease stage. I believe that girls have to embrace alternatives. I believe we have to elevate our hand extra to step ahead, take an opportunity on your self, apply for that place, do one thing that’s out of the field that possibly will get you acknowledged. Usually talking, girls are usually not self-promoters. We are likely to attribute our success to a group or to others. Each now and again, we have to say, “Thanks, I recognize the praise. What can I do to get to the following stage?”

I really like that perspective as a result of it places the ability in our arms. We might by no means see a full transformation in our lifetimes, possibly for our youngsters and their children. What I really like about what you stated is that that is one thing that we are able to do as girls proper now to get the place we wish to be. Rebecca, what challenges do you see that girls are dealing with on the market getting promoted?

Carolyn, I believe that’s positively an enormous a part of it. Personal your path and take duty and all of these issues that Carolyn stated that we’ve been speaking about to date. I do assume that firm cultures are gradual to vary. That’s the character and coming from working in a technique position, it’s comparable. It’s like, “We wish to change,” exit and discover out the following best factor and produce it again to us. You try this after which that inertia. You hit that inertia to vary. I do assume it’s a generational factor and as management is available in and new management comes into quite a lot of these firms to embrace it.

Sadly, quite a lot of firms have insurance policies and have webinars or HR comes and says, “Be sure you’ve bought this many and also you’re being various.” Once more, I believe that in some circumstances, it’s a present and inform. I’ve at all times been, “Don’t carry me into this group or don’t ask me to take part if I’m checking a field. I’m succesful and I’m assured. I can do that.” Don’t invite a lady or any various voice right into a room for those who’re not planning to hearken to them. They’re marginalized from the start. I believe I’ve seen that in sure cases.

Generally speaking, women are not self-promoters. We tend to attribute our success to a team or to others. Click To Tweet

That’s the place management can step in and put extra that means and make it extra worthwhile to say, “We not solely respect, however we’d like extra range in each step of the way in which.” Once you’re providing alternatives, how do you alter someone to imply it and to comply with via with it and to permit these girls or these various populations to return in and make a significant contribution if generally the highest down says, “That’s in our coverage. Have a look at the odds. Now, let’s transfer on to the following drawback.”

It’s not simply checking a field, it’s the distinction between range and inclusion and it does begin from the highest down. You’re completely proper. A pacesetter has to decide and say, “This isn’t simply concerning the quantity. That is about everybody has a voice and respecting each single individual that has a seat at this desk.” What are your ideas, Wendy, on the challenges that girls face once they’re climbing that ladder?

Along with what the opposite girls talked about, I might say, lack of ladies in management roles to advocate for different girls. One of many issues that I’m enthusiastic about inside my group now could be I wish to have a dialog with everybody. I wish to know, it’s like, “The place do you wish to go? That is the place you begin. The place do you see your self in a 12 months? The place do you see your self in 5 years?” Once I do have an viewers, after I’m chatting with my boss or my CEO or my CFO, we’re reviewing job openings and I’m in a position to say, “Have we ever thought of this particular person? They’re proper right here on this group. Let’s give them a possibility.” Having a voice and a lady within the room to advocate for different girls, I believe it’s a shortcoming for girls in expertise now.

That’s why we’re having this dialog is firms come to us on a regular basis at Broadstaff, a staffing agency, and so they say, “We wish to rent extra girls. We’d like extra girls in management roles so extra girls will be a part of us.” It’s just like the rooster and the egg factor that you simply want the ladies there. This occurs on a regular basis the place we are going to ship a lady out to have a job interview and he or she says, “There are not any girls there in management. I don’t know if I wish to be a part of that firm. I didn’t see one lady in management. I don’t assume that I’m going to develop there.” It is a big drawback we’re dealing with. The explanation for this dialog is to assist firms and assist leaders say, “How can I develop these girls so due to this fact, I can rent extra girls?” Alongside that line, let’s get into that slightly bit. For the leaders on the market which are studying this weblog, what can we inform them? That is what you are able to do to develop extra girls into management roles and promote extra girls. What are your ideas, Carolyn?

To start with, I believe it is very important say that not each particular person is lower out to be a pacesetter. Some folks will likely be very sincere about saying, “I really like not being a pacesetter, however being part of a group.” That being stated, I’d like to develop on what Wendy stated that I believe girls have to advocate for different girls. I believe that additionally, it’s okay to look outdoors the field. Simply because somebody doesn’t have the technical information or possibly this particular person is an introvert or they haven’t had an opportunity to showcase their finest skills, doesn’t imply that they don’t have that potential to be an excellent chief.

To Wendy’s level, have a dialog with folks in any respect ranges. I hope that they’re girls who all even have transparency and sincere conversations with their managers to state, “I wish to be a pacesetter. I wish to study extra and transfer to the following place.” If we, as girls leaders see there’s somebody who needs to maneuver up and so they don’t have the talents, present these alternatives, present the mentorship or present the schooling to get them to that subsequent stage.

5TT 33 | Tech Gender Gap

Tech Gender Hole: As girls, now we have to be keen to advocate for different girls, be keen to step out and mentor different girls and be part of their village.


You talked about mentorship. I do know this was an integral a part of you attending to the place you’re. Would you counsel that leaders create formal mentorship applications for his or her firms or is that this one thing the place let’s say, leaders will instruct their management group and say, “Go select a mentee?” How would you counsel that leaders go about this mentorship?

There is probably not a possibility to have a proper mentoring program at an organization. Not all firms are massive sufficient, but it surely’s nice for those who’re at a smaller firm to have a mentor and possibly that’s somebody that’s within the trade. In the event you’re an organization that doesn’t have a proper program, or possibly you’re not of the scale that may have a proper program, direct these girls to different leaders that may mentor. I’ve to throw on the market the place possibly you possibly can’t be mentored or that’s not an choice. There are many profession coaches. Carrie, I do know that you simply coach lots of people and I’ve a number of feminine colleagues within the trade who stated they’ve gained a lot information about management and attending to the following stage from working with a profession coach.

In actual fact, I do know firms and leaders which have paid profession coaches for girls to assist develop them as effectively. That’s an excellent level. Rebecca, what do you assume that leaders can do to assist promote extra girls into management roles?

I believe the mentorship concept is evident. There’s quite a lot of worth to it. If there isn’t somebody inside your organization, for those who’re not fortunate sufficient to have a Wendy or Carolyn, there are additionally trade teams, quite a lot of women-led expertise teams now, and there are quite a lot of assets. Don’t surrender and for those who don’t see it the place you’re at, do some due diligence and attain out or ask for assist with discovering a mentor. I believe going again to what leaders can do, it’s being open-minded as effectively. Like we’re saying about what can girls do, take dangers and be open and persevering with to study. I believe when you have leaders which have that very same mindset, they can say, “It is a arduous employee. There’s intrinsic work ethic there. There’s a sensible particular person. Possibly they don’t know this, however they will study it and so they wish to study it and so they’ve proven that they’re going to place within the effort and time to try this.”

I do assume that quite a lot of it’s being open in giving folks alternatives. Not each alternative goes to work out. In some folks, it might not work however we tried, otherwise you discover out possibly if the management path on this one specific useful space wasn’t it, however there are others inside some firms. I believe it’s discovering your area of interest, but it surely’s having firms being keen once more to take that danger. I’m hoping one of many silver linings of our pandemic and the working from dwelling, realizing that there are intrinsic work ethics in most individuals, and that flexibility of time and that idea of work-life steadiness for a very long time and what does that imply.

I’m hoping that if there’s a silver lining right here for serving to girls proceed on a profession path, proceed to develop whereas balancing a household or different wants, maybe, that is going to assist that trigger the place it’s like, “I can do the job and be with my household.” Coming at it, how can we be versatile to accommodate working moms in varied situations? We’re studying now, no two household conditions are the identical. Being supportive of that various group, you’re not going to lose these voices. You don’t have to coach someone new. Even for those who say, “It’s a must to be within the workplace 8:00 to five:00.” I’m hoping that we’re going to start out seeing much more understanding that working moms do an excellent job.

Don’t invite a woman or any diverse voice into a room if you’re not planning to listen to them. Click To Tweet

It is a concern for hiring managers and though they’re not speculated to say it, they are saying it to us sometimes that it’s a concern of different duties that girls have and the way are they going to have. It is a huge position. What if this particular person has all of those different duties, how are they going to function on this huge position? If you need one thing carried out, give it to a busy particular person. Girls have methods. I’ve methods in place and the assist construction in place that permits me to do the work of most likely 40 folks as a result of I needed to. I had no selection. I couldn’t function in anything. We’re superb at creating these assist buildings and methods. That enables us to have that huge position and likewise to have these methods inside that huge position to make that profitable. Wendy, what can firms do and leaders do to get extra girls into management roles?

One of many issues that firms can do is be intentional about having girls in management roles to make it possible for each job that you simply’re interviewing for that, you’re contemplating a lady. To piggyback on that, as girls, now we have to be keen to advocate for different girls, be keen to step out and mentor different girls and be part of their village. In the event you see somebody that’s struggling, be keen to assist them out, be keen to encourage them. I work with some wonderful girls and so they work arduous. Typically, they want a faucet on their shoulder to encourage them to love, “I see what you’re doing. I see your efforts.” I’m at all times keen to assist them of their profession path and their journey as they develop.

I might say a superb instance is, there’s a younger girl that works at my firm. She’s most likely been there for a few years. Once I say she’s one of many hardest working girls I’ve ever seen, her daughter was sick someday and nobody knew that her daughter was at her desk. She made her a pallet. She didn’t have to return in that day, however once we speak about girls, girls work arduous. I’ll at all times have a again of a mom, a single mom, as a result of they’re at all times keen to do the work and wish somebody that’s keen to advocate for girls extra.

That brings to my thoughts an unconscious bias dialog that I do imagine some leaders have a bias that they don’t even learn about and so they wish to rent extra girls. They wish to promote extra girls, however I hear this on a regular basis, “I would like one of the best particular person for the job.” What if one of the best particular person for the job is correct in entrance of you, however you’re not seeing the block that you need to make that particular person the fitting particular person for the job and giving them the chance? I really assume that performs an element. We ask telecom leaders at the moment and imagine me, I ask quite a lot of them, about girls each time and so they say, “I wish to rent extra girls. We’d like extra girls in management roles. You are able to do this. You already know quite a lot of girls. Let’s do that.” I do know they wish to and so they’ve bought these nice attitudes, however what’s in the way in which then? They’ve the will. Leaders do.

I do assume there must be a much bigger pool in our trade. As you stated, the tide is altering slightly bit, that a few years in the past I want to see the stats on what number of girls had been in telecommunications and we’re on that profession path to the C-Suite. Now, there’s a larger pool of ladies and ladies who’re intentional about going greater of their management roles. We’d like an excellent larger pool.

One of many issues that firms can do is have a look at your stats, publish these stats. What number of girls do you have got in management roles? What number of minorities do you have got in management roles? Check out that. When you see that, sometimes, it’s an a-ha second. It’s a type of moments the place it’s like, “I see 75% of our firm are males and fewer than 10% are girls in management.” When you consider that and have a look at that, I believe you is usually a little bit extra intentional in fixing that.

5TT 33 | Tech Gender Gap

Tech Gender Hole: If we wish to be leaders or transfer up in profession paths, we have to talk that to administration. We have to be intentional about studying and evolving in our profession path.


I’ll return to what I stated and your remark concerning the interview the place a lady went and stated, “Am I going to slot in right here?” Intentionality about wanting to rent girls is the 1st step. You rent that particular person, however you don’t embrace it as a tradition inside your organization and also you don’t make them really feel like they’re a worthwhile contributing equal chief or group member, whichever stage, they arrive in at. That’s extra going to start out seeing it. It’s bought to be embedded within the tradition, it’s generational and it takes time. It takes that one lady to say, “I would be the solely chief, however I’m going to take that job and I’m going to vary this tradition.” It takes some brave girls to hitch a few of these boards or management groups which are all male and be keen to say, “One in every of my targets isn’t solely as a result of I believe it might be a price add to this firm, however I’m going to carry that tradition shift on this firm.”

If I can simply tag onto that, for girls who wish to step to the following stage or enter right into a management place, for those who aren’t getting that at your organization, don’t be afraid to maneuver on. I believe lots of people say, “That is the tradition at my firm and there is a chance, however I don’t wish to transfer.” It’s okay, particularly, in our trade the place there will likely be a workforce scarcity, it’s okay to step out and say, “I’m keen to maneuver to a unique firm the place I’ll have the chance.”

Top-of-the-line concepts that I can say that’s private to me is my boss challenged each VP that studies to him to have a mentee. I might say in my firm, that’s most likely 10 to fifteen VPs. I used to be in command of mapping that vice chairman with anybody inside the group. I may say, that’s most likely probably the most rewarding experiences that I’ve ever had. What I used to be in a position to do was look throughout the portfolio and pair a VP up with somebody within the group that they didn’t work together with. As a part of the gross sales group, we depend on everybody within the firm.

From backside to high and high down, we depend on everybody within the group. In pairing these relations, I knew that these vice presidents are going to be so invested within the success of these people that they had been going to advertise them. They had been going to teach them. They had been going to mentor them. They had been going to guide them after which they had been going to be keen to advocate for them. If extra firms did that work inside your group to see relationships up like that, then it gained’t be such an enormous disconnect if you’re searching for expertise to fill the roles that you’ve.

That’s one thing proper there that each chief studying can take again and put into motion. Talking of brave girls, one in all my favourite quotes and I used to inform this to my kids on a regular basis as a result of they had been athletes and so they needed to be skilled athletes. It’s like, “The percentages are one in one million.” I say, “The percentages are one in one million, then be that one.” Let’s speak to girls about proper now. It hasn’t modified. It’s what it’s. That is what we’re dealing with. That is what we’re dwelling in tech and in telecom. What can they do to beat the percentages? I wish to ask every one in all you, what have you ever carried out to beat the percentages and what recommendation would you give to them?

I believe the very first thing is one thing that Wendy talked about that we have to be intentional. If we wish to be leaders or transfer up in profession paths, we have to talk that to administration. We have to be intentional about studying and evolving in our profession path. I believe additionally, to ask for that place if you wish to take that place and transfer for those who’re not in a tradition the place there may be that chance. We talked about this slightly bit, be networked within the trade. There are lots of nice girls’s organizations.

Women need to advocate for other women. Click To Tweet

You talked about WWLF. They’re many who have mentoring applications or webinars and can educate and likewise present networking alternatives. You’ll be able to see different girls modeling management of their firms. Fairly actually, even working with WWLF, I’ve taken benefit of studying extra about management and traits and the qualities that I have to get to the following stage. The opposite factor that I needed to finish on is that bear in mind that management is extra than simply making use of for a place or your specific job at your organization.

It is also your character and it’s your social media posts and plenty of issues. Once I was thought of for this place of taking up the engineering division, the senior management group communicated to me that the explanation they thought I used to be the fitting particular person for this job is as a result of they noticed what I did at WWLF and so they appreciated how I led that group. I by no means realized that the management I had in that group would switch over into my main at SQUAN. Persons are at all times watching and I believe that it’s necessary.

Rebecca, how did you beat the percentages and what recommendation would you give?

There are 5 issues. Once I get a name, “Can now we have espresso? What do you assume?” These kinds of issues if you speak to girls who went up and whether or not it’s a primary step, a second step, or as they transfer up the ladder in the event that they’re seeking to take that management position or not, however proceed on their very own path. Be keen to study one thing new each day. I’m a agency believer in that. Actually, I study one thing new each day. Don’t be afraid to ask questions. I keep in mind many occasions I’m sitting in a room, the one lady and I don’t know what they’re speaking about.

I’m like, “Excuse me. I’m sorry to interrupt.” Be keen to ask questions as a result of we don’t know every part. Be keen to place your self on the market and study is vital. In search of out a mentor and don’t look forward to it to return to you. You search out a mentor and whether or not they’re getting that in your organization or exterior, however that assist in that position mannequin, in all of these various things is essential. Taking dangers and taking alternatives which may be outdoors your consolation zone. These little steps the place you have got taken it one step, that propels you since you study one thing new.

I believe all that summed up is personal your path. Again to the no is a short lived way of thinking, if you wish to go in a path again to being intentional and a few of these, you roll that up. Lastly, Carolyn touched on it with the WWLF along with her volunteerism, however I at all times inform folks to provide again. I believe that by giving again, you get a lot greater than you ever give. Placing your self on the market to provide again to your neighborhood, to your group, and to different girls will come again multifold. These are my 5 issues.

By giving back, you get so much more than you ever give. Click To Tweet

Wendy, what recommendation would you give to girls who wish to rise to the highest and possibly they’re dealing with challenges proper now?

Carolyn and Rebecca gave some glorious perception. What I might encourage girls to do is be keen to advocate for your self. As girls, we get snug becoming in and mixing in. My message is for those who’re the neatest one within the room, it’s time so that you can go to a different room. There’s nothing you are able to do being the neatest one within the room. Go within the room you can develop. It’s best to at all times be rising and studying. Be keen to do the work. I stand up tremendous early within the morning. Most mornings it’s about 5:00 as a result of I’m at all times giving again. I’m at all times volunteering to do one thing or I’ll overlook to answer an e-mail or ship a textual content. What I do all through my day is I’ve a observe pad on my cellphone and I’m making a observe of various those that I wish to encourage or encourage and generally I overlook, I don’t get to it. That at all times run out.

I stand up early within the morning and I’m rewriting their names down in order that I can encourage them for that day. I might say, particularly, proceed to provide again, be keen to do the work and don’t surrender on your self. One of many issues that I do is I hearken to the identical music each morning simply earlier than I stand up and it’s one music and it’s Price Combating For. It’s some encouraging phrases to myself. If I’m price combating for, I ought to be keen to battle for others and encourage others. That’s the recommendation that I might give girls is to don’t surrender. That fifth, I’ve heard quite a lot of noes in my profession. I’m keen to return and relearn, develop and enhance my skillset. As we become old, we get snug. We predict the place we wish to be and I’m by no means snug settling the place I’m. I had a pal say, “There’s going to at all times be somebody that’s smarter than you, however don’t let anybody outwork you.” That’s how I stand up each day. It’s like, “He’s not going to outwork me at the moment.”

That’s mine too. If someone is extra gifted and smarter, however no one will outwork me.

I believe one thing that’s relative to what you stated is be okay for those who make a mistake alongside the way in which. To your level, development solely occurs for those who make a mistake and also you’re sincere about it. Simply because we’re in a management position, it doesn’t imply that we gained’t make errors. We’re human and it’s okay to confess that and to mannequin that as a result of folks want to know that even leaders make errors and/or they don’t know every part. It’s okay to ask questions, make errors and develop from that.

Some other final ideas?

One factor that we haven’t talked about and it’s most likely a complete different podcast, is to handle your self. Your well being and psychological well being as a result of all of us who achieve this a lot for our firms, for others, for our households, taking good care of your self mentally and bodily and taking the breaks that you simply want is so necessary. The burnout and the stress is immense so self-care is one other vital piece. I’m not good at it on a regular basis, however I attempt to.

Growth only happens if you make a mistake, and you’re honest about it. Click To Tweet

That’s an superior approach to finish this episode is on taking good care of your self. Girls, this has been incredible. I wish to have you ever all on once more. Thanks on your time. It has been fantastic. In the event you don’t thoughts, letting the viewers know possibly the place they may attain your organization or discover out extra about your organization or possibly join with you on LinkedIn. Carolyn, speak slightly bit concerning the Girls’s Wi-fi Management Discussion board as a result of that’s an exceptional group.

Most individuals can attain me via WWLF.org, and it is a corporation with a tagline that we’re protecting girls related. We’re not simply comprised of ladies, however we do have some males in our group. We deal with networking schooling, mentoring girls and now we have about 1,300 members. We deal with girls who’re attempting to get educated in management or tackle some new expertise and networking with different skilled girls within the trade. My firm web site is SQUAN.com. I’m additionally on LinkedIn and Facebook. That’s the way you attain me.

For WWLF, I’m the Director of Business Relations. One of many issues that I do is I ask companies to be companions of WWLF after which the firms can present memberships to their staff, whether or not feminine or male. WWLF will develop and supply mentorship and every kind of nice issues to the worker. That’s an exceptional group. Rebecca, the place are you able to be reached and Aero?

It’s AeroWirelessGroup.com. Please go there to take a look at the corporate. The simplest approach to attain me via LinkedIn. I’m most likely ought to be comparatively straightforward to search out. I’m wanting ahead to alternatives, to proceed to study and to succeed in out to extra girls who want to proceed to develop on this area. Thanks.


You’ll be able to go onto our web site, it’s www.DataBank.com. I’m additionally on LinkedIn and Dallas Women’s Data Center Group additionally has a gaggle on LinkedIn. Be at liberty to attach there and I’m all throughout all the opposite social platforms.

Girls, thanks for being on this episode. I totally loved it and we are going to meet once more.


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About Wendy Stewart

5TT 33 | Tech Gender Gap

Wendy Stewart is a strong enterprise driver whose Consumer Relation instincts and readability of imaginative and prescient have carried a number of firms via fast and steady development although excellent element to at least one on one consumer relationships.

Her major focus for nearly 20 years has been within the expertise trade, with a deal with the Information Middle trade.

Wendy is distinguished by her ardour for enterprise, her deal with collaborative team-building, and her dedication to assembly buyer and market calls for. This contagious enthusiasm instills her and her group members with extraordinary power and dedication in an setting the place creativity and innovation are inspired. Wendy’s servant management philosophy motivates folks to ship. Wendy is profoundly pushed and energetic by nature.

About Carolyn Hardwick

5TT 33 | Tech Gender Gap

With roughly 20 years of telecommunications expertise, I’m an skilled telecommunications government dedicated to excellence with consumer relations, contract negotiation, inventive advertising and marketing methods, and results-driven options.

My skills to foster long-term executive-level relationships, lead productive groups, and adapt in our fast-paced trade assist my skilled successes.

About Rebecca Hunter

5TT 33 | Tech Gender GapEnterprise improvement, communications and exterior affairs strategist with intensive experience in connectivity convergence, wi-fi communications and expertise.

Skilled advisor, marketing consultant and government growing public-private partnerships, profitable governmental relations outreach and group management.

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