Questions for eight women in tech as we mark International Women’s Day 2022

Melissa Manuel, Senior Process Analyst, Major Incident Management, Cape Town 

Looking back on your career, what one thing would you have changed in your working environment to break the bias? 

As a woman in this arena, there was (and still is) an unconscious bias to conform to what is dominant in any workplace. A bias I challenged on more than one occasion was the perception that I was too delicate or meek to tackle high-level assignments.  

Looking back, one thing I would change is not to underestimate the significant contribution and diversity I bring to the room.

As a woman of colour in the technology industry in South Africa, you must have felt at times that you have had two or even more barriers or biases to break through! Can we ask you about a time when you felt the need to, and were able to, challenge a bias that you were faced with at work? 

Being a woman of colour (WOC) in South Africa, I became used to being classed as part of the minority. Working in the vastly male-dominated tech industry, nothing quite prepared me to be a WOC in an organisation with a global staff and client base.  

I still recall the chilling feeling I had on my first day when it quickly became apparent that I was the only female in our team.  

It was quite daunting to prepare myself mentally for the high possibility that I’d be the only one who looks or sounds different in meetings and conference calls. 

I believe I have the relevant knowledge, skills and expertise to succeed in this space and that I was not hired so HR could check a box on the company’s B-BBEE (Broad-Based Black Economic Empowerment) scorecard. 

Katie Barrington, Mirus Senior Client Manager, Sales, Milton Keynes 

Looking back on your career, what one thing would you have changed in your working environment to break the bias? 

I wish there had been even one woman in a technical or leadership role when I first started at Mirus! While I enjoy the job I’m doing, it’s frustrating not to know whether this would have had an effect on my career path. 

Having seen this start to change over the last ten years, I’m hopeful that the balance will start to shift eventually but progress still seems slow. It would be interesting to know what more can done to encourage a greater number of females through the Mirus Apprentice Accelerator Scheme – definitely something to think about!  

When Mirus joined the Advania family you went from being part of a 100+ person organisation to one of over 900 people. Based on your experience as a woman in a technology services organisation, and being a parent, can you tell us how being part of a larger company may have changed that experience and what support would you look for as a working parent? 

The senior team at Mirus were very supportive when I returned to work on a part-time basis after my first maternity leave, so I was a bit concerned that this might change when we became part of the Advania Group. Luckily it didn’t and when the pandemic came it opened up a whole new world of hybrid working that has helped me balance work and family life in a more productive way.  

Lockdown life also changed the perception of flexible and homeworking on a mass scale, making it easier for men and women to share the responsibilities and joys of parenting on a more equal footing, or at least have more options than they did before without having to feel judged or pushing against the status quo.  

As the demands of my role as a Client Manager and as a parent aren’t static, I’ve had to adapt to different working schedules and ways of working over the last few years. This wouldn’t have worked if I’d had to fit into a specific mould. I have instead always felt empowered to speak up and ask for change when it’s needed. 

One of the biggest benefits I’ve seen since moving from a smaller company to a larger organisation is when I put forward a case for a maternity package last year, which was reviewed and changed for the Advania Group as a whole. 

The typically unspoken bias here is that, to my knowledge, there was no proactive drive for change before I spoke out or a precedent had been set. Seeing more women in leadership roles, which I know continues to grow within the Advania Group, should help to change this.  

Sam Berger, Head of Service Transition and Project Management, London 

Looking back on your career, what one thing would you have changed in your working environment to break the bias? 

I’ve only faced gender bias once in my career and it was at a client where I and my female colleague walked into a room of men to discuss their IT. You could see right away because of the way we looked, and the fact that we were female, that they had written us off. I am glad to say that as soon as I started talking they soon revised their opinion and you could see them taking us seriously.  

So I would say, don’t let people’s assumptions about you make you feel as if you don’t belong in the room.

Your role is fast-paced, challenging, senior and highly technical. It’s great to see that your team is over 50% female, which bucks the trend in the technology industry as a whole! What was it that attracted you to this type of role and how do you encourage other women to break into them? 

I have been in IT since I graduated university and have been lucky enough to have some great female leadership for the majority of my career, but what attracted me to this specific role was the ability to demonstrate my skillset to the full and ensure the best client experience. I also saw it as a natural evolution in my career path. 

I am really proud to lead a team that is over 50% female. Having positive female leadership in my career gave me the confidence to know I could also succeed and be a female leader. I support all of my team but encourage women to break into these male-dominated roles by seeking out female leaders in IT and trying to be the best leader I can. 

I also strongly believe that if you have all the right attributes to be successful in this role, it has no direct impact whether you are male or female. 

Kate Hutchinson, Head of Business Applications, Manchester 

Looking back on your career, what one thing would you have changed in your working environment to break the bias? 

I would have spoken more to other women in the technology industry and shown them my support, and discuss how we can encourage more women into technology businesses.  

It may have been a good idea to set up support groups to encourage new ideas and allow women to see how their career can develop in their chosen fields. 

You manage a primarily male team in a technical and leadership role. Can you share with us any challenges or highlights you have had as a people leader of a mostly male team? 

I have always enjoyed working in a team and promoting positivity and an element of ‘fun’ into our working lives. I have been lucky enough to work in some fantastic teams, consisting of extraordinarily talented women and men, and have always felt that I have had respect all round due to my knowledge and teamwork. 

My leadership style is relatively relaxed; my team know they can always speak to me and I have encouraged working together to enjoy what we are doing as a team and with our clients. 

Everyone has an important part to play in Business Applications; we all have different skillsets and experiences. Being male or female has not presented any significant issues in that regard. 

Donnay Strydom, Technical Specialist, Security & Networks, Cape Town 

Looking back on your career, what one thing would you have changed in your working environment to break the bias? 

I’ve had two completely different working experiences in my career.   

The first experience: my voice was never heard as the team was predominately male and did not feel IT was the space for women. Career progression was never an option in that space. Being young, I accepted it and never stood my ground with the team. I wish I had been more outspoken and stronger, but we learn and grow from those experiences.

My second experience is ultimately the best and that is within Advania. I walked into a team/company where they listened to me, respected and asked my opinion from the get-go. I have learnt and grown so much over the past six years being in an environment where everyone is equal. 

I would say to any women entering the IT space: be confident and respect yourself enough to have your own opinion, and in the same breath own up to your mistakes when you make them. Work hard and highlight your skills. 

You are part of a team the keeps our clients’ businesses and their data safe. In such a technical role, can you tell us about your experience of working with your male colleagues, in terms of your voice and the ‘airtime’ given to your knowledge? 

I’ve been lucky enough to have that open channel and build good relationships within the team and company.   

I am comfortable to give my opinion on any issues and they are met with respect, be it that it’s something they will or will not explore. 

I have been exposed to so many skilled individuals that have helped me grow and I can honestly say have given me the knowledge and skills I am able to pass along to others. It’s honestly all about teamwork at the end of the day.