To celebrate #INWED25, we’re spotlighting three talented women, Ruth Hazeldine, Customer Experience Operations Manager; Emese Pogany, Technical Writer; and Katja Gröblinghoff, Team Lead – Customer Licensing, as they share their personal journeys in the field of technology. In this Q&A, each of these women reflects on what inspired them, the challenges they’ve faced, and the advice they’d give to the next generation of engineers.

Which skills do you believe are most essential for success in the current tech environment? 

Ruth Hazeldine: In Sales Operations, requirements analysis and problem-solving skills are essential. You need the ability to actively listen to problem statements and translate them into clear, actionable requirements. It is also valuable to be able to change your communication style to effectively engage both technical and non-technical stakeholders.

Emese Pogany: As technology rapidly evolves, the ability to continuously learn and teach oneself new tools, technologies, or concepts is absolutely vital. It is also important to recognise when you’re stuck and seek help.

Katja Gröblinghoff: I think it is always a combination of being a specialist in your area and knowing the technical details on the one hand, and a self-confident attitude on the other hand, which includes being able to present yourself and being communicative.

Can you share a moment in your career when you felt especially proud to be a woman working in tech?

Ruth Hazeldine: When a third-party software vendor provided feedback to our VP of Customer Success, they highlighted how exceptional it was working with us due to the thoroughness of our testing process. It was clear that this was a subtle reference to my contributions, and I truly appreciate the recognition.

Emese Pogany: It was a home office moment when my niece saw me work and found it really cool.  She said she would also work like me when she grows up.  I realised then that I am showing her an example of what is possible as a girl.

Katja Gröblinghoff: When I was at university and studied computer science, I was one of the very few female students among several hundred students. Sometimes a professor asked us a question during their lectures, and I was one of the few students who could answer those questions. That made me proud—especially as a woman—and proved to me that I was in the right place.

What advice would you give to young women or girls considering a career in STEM?

Ruth Hazeldine: Ensure you’re addressing the underlying question behind the request. It’s crucial to understand what you’re developing to avoid investing time in a project that may end up not getting used.

Emese Pogany: Believe in yourself, be brave and stay curious. I think STEM is great because science doesn’t ask “who is thinking?”. We can all be great thinkers and problem solvers.

Katja Gröblinghoff: If you are interested in one of these areas, simply go that route and don’t think about how many male or female fellow students or colleagues there might be. They are all human. And I think it is most important to work in a field you like. Because you will likely do this most of your life.

Have there been any role models or mentors who’ve made a big impact on your journey?

Ruth Hazeldine: Irene Stenzel-Hampe was my role model; she was an amazing project manager who could retain huge amounts of information and talk to sub-projects in detail, and ask questions that enabled other people to think through the knock-on impact of today’s business decisions.

Emese Pogany: I had a physics teacher in primary school, who always admired my quick thinking but always criticised my complicated way of thinking. She challenged me a lot to become a better thinker. She was a great science teacher.

Katja Gröblinghoff: My math teacher at high school made an impact. She was brilliant and taught us a lot. And thus, I felt I could be brilliant and successful in STEM as well, regardless of my gender.

What are some of the challenges you’ve faced as a woman in tech, and how did you overcome them?

Ruth Hazeldine: I initially struggled to provide high-level summaries of topics, often getting bogged down in the details. However, I overcame this challenge by seeking guidance from a mentor through the IGEL Mentorship Program, who helped me develop the ability to step back and focus on the broader picture.

Emese Pogany: One challenge I encountered, especially earlier in my career, was not always being taken seriously, partly because I look quite young. Despite being highly dedicated and serious about my work, I sometimes felt that my appearance led others to underestimate my capabilities. To address this, I took part in several communication training sessions where I picked up practical techniques, such as lowering my vocal tone and slowing my speech pace, which can project more authority. I began incorporating these changes initially without even realising it, and over time, I noticed a difference in how I was perceived. Whether it’s the shift in my communication style, the added experience, or simply growing into my professional presence, I feel that I’m now heard and respected in ways that weren’t always the case before.

Katja Gröblinghoff: I’ve often encountered situations where my input wasn’t acknowledged until someone else repeated the same point, then it was accepted without question. Overcoming this challenge can be difficult, but I’ve found that asserting myself more confidently, sometimes even just by speaking louder or with more emphasis, can make a difference.

Is there something you wish you’d known earlier in your career?

Ruth Hazeldine: 80% solutions that get used are better than 100% perfect solutions that never get used.

Emese Pogany: That I do need to challenge the “be quiet and try not to be in the way” status quo. What truly matters is the strength of the idea, not who it comes from. I’ve learned that speaking up, listening actively, and creating space for all voices fosters not only better outcomes, but also a more respectful and inclusive environment.

What’s the best piece of career advice you’ve ever received?

Ruth Hazeldine: Work doesn’t have to be too serious…think of it as a game to be played and won!

Emese Pogany: Dare to be yourself at work, including your shortcomings. Not because that is the most profitable, but because that is the healthiest and it will make you happy on the long run.

What changes would you like to see in the next 5–10 years for women in tech?

Emese Pogany: While diversity in tech has improved in terms of representation, there’s still work to be done in truly valuing different perspectives and approaches. For example, for me, honesty is one of the most important practices in life and in business. It would be great to appreciate honesty as much as being smart and clever.

Katja Gröblinghoff: I would love women and men to be equally accepted especially in the higher management because I think here are even less women in that area then generally in tech roles.

At IGEL, we believe innovation thrives when it reflects the full spectrum of talent—across gender, background, and perspectives. IGEL4Women has hosted engineering-led panels at IGEL events throughout the U.S. and Europe, and champions representation across our Secure-by-Design OS initiatives, Adaptive Secure Desktop, and sustainability-focused development streams. We also proudly support International Women’s Day and Ada Lovelace Day, collaborating with external women-in-tech networks to broaden access and advocacy.

“As we observe International Women in Engineering Day, it’s heartwarming to consider the ongoing initiatives to create equitable growth opportunities for all,” said Kate Waddington, VP of HR for EMEA & APAC at IGEL. “We acknowledge the industry-wide challenges in promoting and retaining women in technology and are working to address these gaps. One way is through the IGEL4Women resource group, which has actively hosted panel discussions at IGEL events in the U.S. and Germany. We also sponsor activities each year for International Women’s Day and Ada Lovelace Day, and we actively participate in women-in-technology-focused events around the globe.”

Join the conversation: IGEL4Women is building a global network of engineers, designers, and tech leaders redefining secure, inclusive endpoints. Learn more or nominate a speaker for our next panel at IGEL Now & Next Frankfurt. We’re also hiring software engineers, QA testers, and cybersecurity architects committed to innovation and inclusion. Explore the available positions at IGEL Careers.

The post Celebrating the Contributions of Women in Engineering: Insights from IGEL4Women appeared first on IGEL.

Recently, we spoke with Yomira (Yomi) MacDonald, a Marketing Coordinator here at IGEL, about the challenges and benefits of balancing work and motherhood. With three years of experience at the company, Yomi shared valuable insights into how motherhood has shaped her leadership style, enhanced her patience, and taught her the importance of effective time management.

Her experiences reflect IGEL’s strong, family-centered culture and how the company creates a supportive environment for professional development and successful parenting.

Tell us about your role at IGEL. How long have you been with the company? What do you love most about working for IGEL?

Yomi: I’m a Marketing Coordinator here at IGEL, and I’ve been with the company for three years. What I love most about IGEL is the culture; it’s a great mix of teamwork, support, and positive energy that makes coming to work really enjoyable. 

How has becoming a mom influenced your approach to leadership, teamwork, or productivity?

Yomi: Becoming a mother has definitely made me more patient and intentional about approaching challenges. I’ve learned to stay calm under pressure, listen more actively, and lead with greater empathy, which has positively impacted the way I collaborate with my team and manage my time.

What does a “day in the life” look like for you right now — balancing motherhood and your role at IGEL? Are there any tips/tricks/hacks you have learned along the way that you want to share?

Yomi: Balancing motherhood and my role at IGEL have been a rewarding challenge that’s helped me grow both personally and professionally. One of the biggest lessons I’ve learned is the power of effective time management. Now I’m intentional about prioritizing my little one, staying focused on work tasks, and most importantly taking care of myself. Even something as simple as a 30-minute break between meetings to recharge can make a huge difference.

How do you stay connected to your team while managing the demands of parenting?

Yomi: I stay connected to my team through consistent and open communication, whether it’s quick check-ins, team chats, or scheduled updates. Clear communication helps set expectations and ensures we stay aligned, even when juggling the demands of parenting.

What would you say to someone considering joining IGEL — especially a woman thinking about starting a family or balancing parenthood and career?

Yomi: I’d say come join the team! IGEL offers a supportive and accommodating environment where you can thrive in your career while embracing parenthood. As a mom, I’ve felt empowered to succeed both professionally and personally, thanks to the company’s understanding culture and genuine respect for work-life balance.

At IGEL, we believe that supporting families is essential to building a thriving workplace. That’s why our U.S. parental leave approach includes paid time off for full-time employees and flexible options to ease the transition back to work. For birthing parents, this may include the opportunity to return on a part-time schedule while continuing to receive full pay. These benefits reflect our broader commitment to helping employees navigate one of life’s most transformative moments with confidence and support. Explore career opportunities with us.

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During the informative panel discussion, we explored topics ranging from mentorship to the significance of having a voice and a seat at the table in leadership discussions, embracing authenticity, and the need to promote an organization-wide commitment to diversity, equity, and inclusion (DEI) initiatives. The discussion also underscored the value of lifelong learning and how it can empower all genders to build impactful and meaningful careers. Some of my key takeaways include:

• The Transformative Power of Mentorship. Mentorship is crucial for fostering career growth, particularly for women, as emphasized by our panelists who advocated for structured mentorship programs featuring both internal and external mentors. They distinguished mentorship—providing guidance—from sponsorship, which promotes opportunities for women. Innovative approaches like “speed mentoring” and partnerships with organizations like Girls Who Code were highlighted as effective methods for enhancing professional growth. Additionally, the panelists stressed the significance of cross-generational knowledge sharing, where senior leaders and early-career professionals can learn from one another, thus forming a holistic mentorship culture that promotes trust and development.
• Strategies to Conquer “Imposter Syndrome”. The discussion on imposter syndrome highlighted several key strategies to combat this common experience among women in the workplace. Encouraging women to share their ideas in meetings and provide opportunities for presentations to senior leadership can boost their confidence. Organizations should foster an inclusive environment by showcasing women’s contributions and supporting their professional growth. Additionally, leveraging team expertise and embracing continuous learning can help individuals manage self-doubt, reinforcing that it’s acceptable not to be an expert in every area.
• Embracing Authenticity to Redefine Success. Our panelists emphasized that authenticity involves confidently presenting your whole self at work while leveraging your unique experiences and personal brand. They highlighted that individual experiences significantly influence diverse leadership styles and that there is no single effective approach to leadership. The importance of fostering environments that support various problem-solving strategies was also stressed, discouraging conformity to traditional methods.
• Fostering DEI. Placing Inclusion at the heart of organizational culture is crucial for achieving success in DEI initiatives within the workplace. Our panelists highlighted the importance of launching diversity programs early in the education system, particularly during elementary and junior high school. They also suggested expanding recruitment pools and cautioned against traditional methods that often produce “cookie-cutter” candidates. Furthermore, our panelists emphasized the need to acknowledge personal biases and foster environments where individuals can genuinely be themselves. Concerning mentorship, it was noted that programs for women should also include male allies, develop a supportive network for underrepresented groups, and create opportunities for women returning to the workforce.
• Commitment to Lifelong Learning. In today’s fast-changing tech landscape, resilience and adaptability are vital for professionals. Our panelists stressed that lifelong learning and a curious mindset are essential for success in the industry. They noted the need for technology skills due to the rise of AI, highlighting emerging careers like prompt engineering and understanding AI’s capabilities. Participants were encouraged to incorporate these skills into daily routines, such as meal planning, to gain practical experience and create effective AI prompts.

Concluding thoughts

In conclusion, the insights shared by the panelists at the IGEL Women in Tech event serve as a powerful reminder of the essential role women play in shaping the future of the technology industry. By fostering an environment that values self-acceptance, continuous learning, and diverse perspectives, we can cultivate a supportive ecosystem that empowers women to confidently share their voices.

As we advocate for inclusivity and nurture a culture that encourages everyone to thrive, we lay the groundwork for the next generation of female leaders. Let us continue this dialogue and commit to making a difference, ensuring that every voice has the opportunity to shine in the tech industry and beyond.

• Divya Saggar, Director IGEL Ready at IGEL
• Melissa Stein, Director of Product for End-User Computing at AWS
• Gretchen Irion, Director of PC Accessories at HP
• Akanksha Sehgal, Director of Worldwide Solution Engineering at Omnissa
• Marissa Schmidt, Senior Director Analyst at Gartner

The post Empowering Women in Tech: Key Insights from the IGEL Women in Tech Panel appeared first on IGEL.

In celebration of International Women’s Day 2025 and its theme, “Accelerating Action,” IGEL is highlighting the accomplishments of women in multiple fields, particularly in the tech industry.

Throughout history, several pioneering women have made significant contributions to the field of computing and technology. Ada Lovelace, often regarded as the world’s first computer programmer, collaborated with Charles Babbage on the Analytical Engine, where she developed the first computer algorithm. Following her, Grace Hopper emerged as a key figure in programming, creating the first compiler, known as the A-0 System, and playing a crucial role in the development of COBOL, one of the first high-level programming languages.

Although primarily known as a Hollywood actress, Hedy Lamarr co-invented frequency-hopping spread spectrum technology, which later laid the groundwork for essential wireless communication methods such as Wi-Fi, Bluetooth, and GPS. Her contributions were recognized posthumously, highlighting her impact on modern communication.

Margaret Hamilton made her mark as the leader of the software engineering team for NASA’s Apollo 11 mission, coining the term “software engineering” and revolutionizing real-time computing systems in the process. Lastly, Radia Perlman is celebrated for her fundamental work on the Spanning Tree Protocol (STP), a critical component of network routing and the internet’s infrastructure. Due to her contributions, she is often referred to as the “Mother of the Internet.”

Together, these women have shaped the technological landscape we know today. We are proud to recognize their accomplishments as we continue to “accelerate action” for gender equality by working to build a more inclusive workforce where diverse talent can thrive and grow.

How IGEL Promotes Diversity and Gender Equality

Although women make up nearly half of the overall workforce, they remain a minority in the tech industry. Recent studies indicate that women hold approximately 25-30% of jobs in IT and other tech-related fields. However, hiring trends across the technology industry continue to improve, with a 2023 AnitaB.org survey revealing that 32.9% of new technical hires were women, an increase from 31.6% in 2022.[1]

IGEL is keeping pace with this trend, and in 2024 women made up around 32% of all new hires across technical, business, and leadership roles.

“By building upon our current practices, IGEL can create a more equitable environment that promotes career advancement and empowers all employees to succeed. Furthermore, by continuing to hire and promote qualified women into leadership positions and technical roles, we can help IGEL and the industry as a whole exceed the current averages of gender equality in the IT field.’’  Klaus Oestermann, CEO of IGEL.

“As we celebrate International Women’s Day and reflect upon the continued work toward providing equitable access to growth for all, I am so proud of what the IGEL4Women in Tech Employee Resource Group has been able to help us accomplish in partnership with IGEL leadership,” said Lori Thompson, VP of HR for North America at IGEL. “From sparking a company-wide mentorship program to calling for needed benefits enhancements and increasing the visibility of women on the tech stage, every effort we can make together contributes to the success of women and the company as a whole.  Our joint efforts will continue as we aim to cultivate an environment where women in technology and leadership roles can succeed, thrive, and progress to advanced levels of responsibility.”

A Significant Gender Gap Exists in Tech

Women are still significantly underrepresented in IT roles. In the U.S., for example, the figure has been estimated to be around 35% of tech positions as of the end of 2023[2], highlighting a continuing gender gap in hiring and employment within the tech industry. Furthermore, in the tech sector, only about 32% of senior management positions are held by women.[3]

In major tech companies, the percentage of women in leadership roles typically ranges from the mid-20s to low-30s (e.g., women represent 28% of Google’s leaders, 32% at Apple, and 26% at Microsoft).[4]  This means that roughly one in three technology leaders is female, underscoring a significant gap.

The disparity is even more pronounced in technical C-suite positions. For instance, women hold only about 20% of CTO positions in mid-market tech firms, and around 26% of tech company CEOs are women.[5]

Notably, none of the “Big Five” U.S. tech giants has ever had a female CEO. These statistics underscore that women are not only fewer in number throughout IT organizations, but the imbalance grows at higher levels of authority.

Many Women Opt for Non-Technical Roles or Leave the Industry Entirely

Industry data shows that only about 26–27% of technical roles—such as engineering, IT, and development—are held by women. [6] In contrast, women tend to occupy a higher proportion of non-technical roles, like HR, marketing, and operations, within tech companies. This trend raises the overall percentage of women in the workforce; however, it indicates that women in IT are disproportionately concentrated in support or business roles rather than in coding, engineering, or other technical positions. Closing this gap will require hiring more women into technical teams and ensuring their retention and advancement in those tracks.

Furthermore, when it comes to promotions and career advancement, women in IT face a “broken rung” phenomenon[7] similar to other industries – they are promoted at lower rates than men, leading to fewer women in senior positions.

Women in tech also tend to leave the industry at higher rates – one study noted women voluntarily exit tech jobs at a 45% higher rate than men, and over 50% of women in tech quit by age 35[8], often citing limited growth opportunities and lack of advancement as key factors.

The Critical Need for Gender Diversity in IT

The underrepresentation of women in technology and IT careers is not just an individual issue—it has far-reaching economic, social, and technological consequences. Increasing female participation in these fields doesn’t just promote fairness; it also leads to a better, more innovative, and more equitable world for everyone.

A predominantly male sector can lead to unconscious biases in the development of technology. A well-known example is facial recognition systems, which often perform worse for women and people of color because the training data primarily consists of white male faces. Additionally, medical research has historically focused on the male body, leading to misdiagnoses or inadequate treatments for women.

Increasing the number of women in IT and technology roles can enhance culture and team dynamics, creating a more inclusive and open work environment. This diversity also enhances communication and collaboration. Companies with higher gender diversity have also been shown to achieve better financial results. Research from McKinsey and other organizations indicates that diverse companies are also more productive and profitable[9].

Utilizing the full talent pool of both female and male contributors can lead to greater efficiency and economic growth and can even promote a more pleasant work atmosphere.

Conclusion

While there is still room for growth, IGEL has made great strides in “accelerating action” by recruiting women, achieving results, and showcasing effective hiring practices and outreach efforts. If you would like to play a role in shaping the future of technology, consider joining IGEL. We are committed to gender equality and providing equal opportunities in the tech industry. Explore the available positions at IGEL Careers.

By IGEL4Women

[1] https://anitab.org/wp-content/uploads/2023/09/TCReport2023_Final_Web.pdf

[2] WomenTech Network, Industry Report on Women in Engineering and IT, 2023

[3] https://www.grantthornton.global/en/insights/women-in-business/women-in-tech-a-pathway-to-gender-balance-in-top-tech-roles

[4] https://www.statista.com/statistics/1250776/women-in-leadership-roles-in-tech-companies/

[5] https://www.grantthornton.global/en/insights/women-in-business/women-in-tech-a-pathway-to-gender-balance-in-top-tech-roles

[6]https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/women%20in%20the%20workplace%202022/women-in-the-workplace-2022.pdf

[7] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

[8] https://anitab.org/blog/discussion/why-women-leave-tech-at-35

[9] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact

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As the year draws to a close, we have many accomplishments to celebrate. These include hosting panel discussions during the IGEL DISRUPT 2024 events in Miami and Munich. We also sponsored activities around International Women’s Day in March and Ada Lovelace Day in October and actively participated in women in technology-focused events across the U.S., UK, and Germany.

We are also excited to announce that the IGEL Mentorship program has thrived, with over 30 participants from different departments within the company. This collaborative initiative has not only promoted personal growth but has also reinforced our commitment to helping women advance their careers in technology.

Celebrating International Women’s Day 2024

To celebrate International Women’s Day, which this year is themed “Inspire Inclusion” and focuses on diversity and empowerment, the IGEL4Women Employee Resource Group published a blog highlighting two inspiring female leaders at IGEL: Andrea Illing, Senior Marketing Manager for the DACH region, and Divya Saggar, Director for IGEL Ready.

In the post, Andrea and Divya shared important leadership lessons from their careers and emphasized the importance of women supporting each other in the workplace. Only by working together we can forge women’s equality and create a world that values and celebrates differences.

Recognizing Women in Technology at IGEL DISRUPT 2024

The panel discussions we hosted at the IGEL DISRUPT 2024 events in Miami and Munich featuring female executives from IGEL Ready partner organizations were both lively and informative.

In Miami, we welcomed three exceptional women leaders: Patty Winzenread, Senior Director and General Manager for Healthcare at Lenovo; Stacy Scott, Senior Director of Microsoft Business Development at Citrix; and Maryam Alexandrian-Adams, Global Sales Leader for EUC at Nutanix, who shared insights on the rise of remote and hybrid work models and how that is changing workplace dynamics. The conversation also explored the critical role of AI development, emphasized the significance of diversity in the workplace, and delved into the distinct challenges and opportunities that women face in technology and leadership positions.

During the IGEL4Women panel in Munich, our panelists  Jane Ashworth, Worldwide Strategic Partnerships for Lenovo; Maryam Alexandrian-Adams, Global Sales Leader for EUC at Nutanix; and Sarah Swatman, Senior Director, Solution Engineering – Digital Workspace, EMEA for Omnissa, focused on important topics related to the theme of IGEL DISRUPT – “What’s Now and Next,” and how these topics impact our businesses, families, culture, and day-to-day work as women.

We appreciate our panelists and the insights they shared on the evolving role of women in leadership within the tech sector. Thank you also to Patrizia Fioretti, Vice President of Strategic Alliances, EMEA at IGEL, and Divya Saggar, Director for IGEL Ready, for moderating these panels.  The experiences shared during these two sessions left us feeling motivated and encouraged about what’s next for EUC and the important role that women play in shaping the future of work.

Focusing on Allyship in recognition of Ada Lovelace Day

In conjunction with Ada Lovelace Day, which celebrates women in STEM, IGEL CEO Klaus Oestermann hosted a webinar that explored Ada’s legacy. The webinar focused on allyship, or how we can support each other in our careers, foster strong networks, and create a more inclusive environment for women.

Leading the discussion was Orla Power, Senior Principal Consultant, Leadership Development for the UK & Ireland, at Lee Hecht Harrison, a global HR solutions provider. During the webinar, Orla discussed behaviors that help women excel and the benefits of being intentional allies in the workplace. She emphasized that while the journey toward gender equality in tech is ongoing, be we can all be inspired by the achievements of women like Ada Lovelace, formally known as Augusta Ada King, Countess of Lovelace, who was also the daughter of the famed poet, Lord Byron.

The insights shared during the webinar reinforce the need for sustained advocacy, mentorship, and leadership development to foster a diverse, inclusive, and innovative tech industry that supports women in STEM.

Playing an instrumental role in bringing new employee benefits to IGEL

In 2024, the IGEL4Women Employee Resource Group was also instrumental in the proposal submitted by the IGEL People Team to enhance the benefits for employees in North America and the UK. With the support of IGEL leadership, IGEL now offers paid maternity and paternity leave in NA and additional benefits for maternity and paternity in the UK.

Participating in industry events

In addition to promoting the advancement of women within IGEL, IGEL4Women has actively participated in external activities and events to advocate for women in STEM. Some of the events we took part in during 2024 include:

• Women in Tech USA, an empowering, inspirational gathering of women leading the way in technology
• Women of Silicon Roundabout, the UK’s largest technology event for women
• FIT Congress, hosted by the Women’s IT network and focused on diversity and visibility for women in IT
• The Channel Company’s Women of the Channel East, the meeting place for women from across the IT channel who are looking to advance organizational diversity

IGEL is committed to encouraging and supporting more women in technology and the IGEL4Women resource group is fully supported by IGEL’s senior leadership team. We are deeply grateful to all our panelists, participants, and supporters who have made 2024 a meaningful year for IGEL4Women.

The post Celebrating Success: Three Ways IGEL4Women Excelled in 2024 appeared first on IGEL.

The growing influence of women leaders

Throughout their careers, each of our panelists has often found themselves as the “only woman in the room” in various situations. This includes being the only female on senior leadership teams, and over time, this has become a topic very close to their hearts. Each reported great progress within their organizations in terms of improvements being made in terms of gender diversity.

Each of the panelists observed that within their organizations, more women are taking on leadership roles – a positive change has led to a stronger sense of community and belonging for women overall. Additionally, over the last several years, they have seen their companies as each offering a more supportive environment for women, with a focus on mentorship. All of this points to great progress being made in terms of diversity and inclusion within the technology sector.

The impact of AI on work cultures

We are amid changing work cultures as we move from hybrid setups to more remote or less hybrid arrangements and various combinations. With this in mind, we asked the panelists if a surprising moment or trend in the recent past has caught their attention.

Our panelists highlighted the co-pilot as a game-changer, especially with support roles within companies decreasing. This is due to its ability to summarize meetings and prepare notes for distribution. They also see its potential to enhance creativity. There was also some discussion around the rapid advancement of chat GPT, including the significant improvement in coherence and accuracy, and reduced errors in a short period. This rapid evolution suggests that while its future capabilities might seem daunting, embracing, understanding, and responsibly managing this technology for beneficial outcomes is essential.

The evolving nature of work

With the shift to remote work due to COVID-19, many employees have experienced the ability to work from home. Curious to know the current situation in the panelists’ organizations, I asked them whether people are returning to the office or choosing to work from home and how their company is handling this hybrid work model.

Our panelists believe that the hybrid work model holds significant value, especially for those living close to the office who can work there for two or three days a week. They discussed how the hybrid approach can enhance human connection and collaboration, turning the office into a hub for collaboration. This approach can be advantageous for those early in their careers, as being physically present in the office allows for unplanned learning opportunities from colleagues.

The panelists also pointed out that the hybrid model can address the feelings of isolation experienced during COVID-19 while also promoting teamwork. Additionally, it provides flexibility, particularly benefiting women, as it can create more equality in household and childcare responsibilities among partners. This flexibility has also led to increased innovation and productivity, as it gives both men and women space to focus both on their work and their families.

The hybrid work model is not without its challenges, however. Panelists noted the emergence of proximity bias, where those working in the office may have advantages in career opportunities due to more face-to-face interactions with executives. This is why leadership training that equips managers with the skills to effectively lead diverse and remote teams in this new hybrid working environment is so important.

AI, gender diversity, and inclusion

One other area we addressed with our panelists is whether leaders are ensuring that policies and checks are in place to minimize biases when adopting AI practices and technologies.

Panelists highlighted AI’s role in HR by enhancing diversity through neutral job descriptions and anonymizing CVs for unbiased hiring. AI also assists in analyzing and addressing the gender pay gap, offering valuable tools for improving recruitment practices. Also emphasized during the discussion was the importance of refining AI algorithms to prevent perpetuating biases. They advocated for using diverse and ethical data. They highlighted the benefits of diversity for companies and society and stressed the need for a collective effort to champion these values and leverage AI for social good. Furthermore, they encouraged women to lead by example in using AI ethically and effectively.

The often overlooked but critical role women play in organizations, particularly in administrative capacities, was also addressed. Panelists talked about how women have skills beyond basic tasks and that using AI to take over routine duties could let them apply their skills and leverage their strengths, like empathy and organization, more effectively, leading to significant organizational improvements.

Our panelists also pointed out the need to support young talent, particularly advocating for more diversity, especially among females, in university degrees through sponsorships and internships. This would enable businesses to bring fresh perspectives into their fold. Changing the input is crucial; what we invest in determines the output. Therefore, investing in a diverse future talent pool through internships and sponsorships is essential for fostering innovation and inclusivity in our workplaces.

Concluding thoughts

We are grateful to our panelists, Jane Ashworth, Worldwide Strategic Partnerships for Lenovo; Maryam Alexandrian-Adams, Global Sales Leader for EUC at Nutanix; and Sarah Swatman, Senior Director, Solution Engineering – Digital Workspace, EMEA for Omnissa, for highlighting the evolving role of women in leadership within the tech sector. Thank you also to Patrizia Fioretti, Vice President of Strategic Alliances, EMEA at IGEL, and Divya Saggar, Director for IGEL Ready, for moderating the panel.

Reflecting on Ada Lovelace Day 2024, the path to gender equality in tech is ongoing but filled with optimism inspired by the achievements of leading women in the field. The insights call for continued advocacy, mentorship, and leadership development to overcome barriers for women in STEM, stressing a collective effort to foster a diverse, inclusive, and innovative tech industry.

The post What’s Now and Next for Women in Leadership: Insights from a Panel Discussion on Innovation, Diversity, and Inclusive Business Practices appeared first on IGEL.

A few weeks ago, I had the privilege of moderating an enlightening panel on Women in Technology at the IGEL DISRUPT 24 event in Miami. The panel comprised three exceptional women leaders: Patty Winzenread, Senior Director and General Manager for Healthcare at Lenovo; Stacy Scott, Senior Director of Microsoft Business Development at Citrix; and Maryam Alexandrian-Adams, Global Sales Leader for EUC at Nutanix.

During the panel session, we discussed the changing nature of work in the aftermath of the COVID-19 pandemic. Our conversation centered around the growing trend of hybrid and remote work models. Additionally, we explored the crucial role of AI development, emphasized the significance of diversity in the workplace, and delved into the distinct challenges and opportunities that women face in technology and leadership positions.

The insights and experiences shared by our panelists left me feeling motivated and encouraged about what’s next for EUC and the important role that women play in shaping the future of work.

The Shift to Hybrid and Remote Work

The COVID-19 pandemic has undoubtedly hastened the implementation of remote work, compelling organizations to reconsider their work models and adopt more flexible arrangements. Patty Winzenread and Stacy Scott pointed out how the health crisis fueled innovation in healthcare technology and led to an unexpected rise in the adoption of Virtual Desktop Infrastructure (VDI).

Maryam Alexandrian-Adams contributed to the discussion, sharing insights on how VDI has become a necessity in the post-pandemic work environment, but also highlighted how there have been differing opinions regarding the transition to hybrid and remote work.

Scott, who has been with Citrix for 20 years, noted that during her time there, she has observed significant changes in work culture, especially in the past few years. While the pandemic initially brought people together and fostered a sense of unity and adaptability in remote work, there has been a surprising reversal as many companies have begun to adopt return-to-office strategies.

Debates around work-from-home policies and the search for a balanced approach to remote and in-office work have become common. Striking the right balance between returning to the office and accommodating employees’ preferences for hybrid work is challenging. However, the panelists agreed that the hybrid model, if managed correctly, could improve work-life balance.

The Role of AI in Shaping the Future of Work

During the panel discussion, the attendees discussed the inclusion of AI in the workplace. They stressed the importance of security, ethical development, and the potential of AI to create more inclusive and equitable meeting experiences.

Alexandrian-Adams emphasized AI’s pervasive and evolving nature in the business world, highlighting its potential for enhancing productivity and decision-making across various sectors such as healthcare and financial services. She also noted the challenges, especially regarding security risks like ransomware, exacerbated by the rapid adoption of remote work practices during the pandemic. She explained that the lack of initial policies and procedures for secure operations is a concern. She showed cautious optimism while recognizing AI’s benefits and stressing the importance of governance to prevent negative outcomes.

The panelists also discussed the significance of diverse data sets and human supervision in AI development to prevent bias and ensure that technology serves everyone equitably. Additionally, the conversation highlighted the advantages and disadvantages of AI and automation, noting that while together they can streamline operations and create leadership opportunities for a more diverse group of candidates, there is also a risk of disproportionately affecting women’s jobs. To counter this risk, Alexandrian-Adams identified upskilling as a crucial strategy.

Gender Perspectives in Problem-Solving and Leadership

During the conversation, an intriguing topic was the differences in problem-solving approaches between genders in the workplace. Scott emphasized the significance of having different perspectives when making decisions. She stressed the importance of actively seeking out various mentors, including both successful women and male mentors, to gain diverse perspectives on problem-solving and career advancement. She went on to share that learning from male mentors helped her discover a different approach to tackling problems and planning, characterized by less overthinking and more proactive action.

Scott went on to explain that despite some initial reservations about the “seeking forgiveness rather than asking for permission” approach, it proved to be a valuable mindset shift for her, especially in overcoming self-imposed and gender-based limitations. Scott advised that women should adapt some of the straightforward, action-oriented strategies of their male counterparts to their own style without feeling the need to know everything before taking on challenges. For male allies, she stressed the importance of proactive mentorship and support for women, encouraging them to offer guidance and help without waiting to be asked, as this can significantly ease the barriers women might face in seeking mentorship and advancing their careers.

This diversity is beneficial and essential for fostering innovation and empathy within organizations. Winzenread shared with us the importance of developing a squad of people you trust and have different experiences. She noted that these people can be advisors as you navigate life or move along in your career, adding how mentorship impacted her and that she is in the position she is in today at Lenovo because of an ally who empathized and advocated for her.

Winzenread added that she advises the women she works with, especially those she has mentored, to make the most of their unique strengths. She pointed out that we all have different talents, and it’s important to leverage these assets to our advantage. Our gender is a part of who we are, so we should embrace it and make it a strength.

Alexandrian-Adams spoke about the importance of self-confidence and having a voice, especially for women and minorities in the workplace. She emphasized that people often limit themselves unnecessarily and stressed the significance of having a point of view and building credibility in areas where one has expertise. She also observed the challenges that women face in the technology sector and other industries, such as balancing caregiving responsibilities with work. She suggested that remote and hybrid work models offer solutions that call for more support for women by creating work environments conducive to their needs, recognizing their achievements, and providing necessary training or support. This approach benefits not only women but also enhances the productivity and diversity of the organization, she added.

Concluding Thoughts

The panel discussion ended on a positive note, highlighting the significant role of women in shaping the future of technology. It was emphasized that as the industry progresses, the insights shared by each of these leaders reinforce the critical role women play in driving innovation and adapting to new challenges.

The key takeaway for me from this panel is that, as an industry, we need to embrace flexibility, leverage the diverse talents and unique strengths that surround us, and promote an inclusive culture. I’ve also learned that it’s crucial for us to continuously enhance our skills in these current trends, enabling us to leverage them as tools rather than viewing them as threats. These are not only moral imperatives but strategic advantages that will define what’s next for EUC.

The post Navigating the Future of Work: Insights from a Panel Discussion on Technology, Diversity, and Women in Leadership appeared first on IGEL.

IGEL has transitioned from a mid-sized hardware manufacturer to a global leading innovator, delivering the secure enterprise endpoint OS for Now & Next. This transition and development is enabled by the experienced, skilled and diverse workforce.

To mark International Women’s Day, the IGEL4Women in Tech Employee Resource Group met with two of our female leaders, Andrea Illing and Divya Saggar.

Andrea Illing – Senior Marketing Manager, DACH

What leadership lessons have you learnt during your career?

In my career, I’ve learned that effective leadership is rooted in empathy, resilience, and the ability to inspire and empower others. Empathy has enabled me to understand and connect with my team on a deeper level, fostering a culture of trust and collaboration. Resilience has taught me the importance of navigating challenges with grace and adaptability, demonstrating to my team that obstacles are opportunities for growth. Lastly, empowering others by recognizing their strengths and potential has not only driven success but has also cultivated a supportive and innovative team environment.

How important is it for women to support each other in the workplace and what does that mean to you?

Support among women in the workplace is paramount. It means creating an environment where women feel valued, heard, and empowered to achieve their full potential. To me, it signifies the importance of mentorship, networking, and advocating for one another’s successes.

As a woman in a senior position in the technology sector what do you think are the most important characteristics to get you to that level?

To reach a senior position in the tech sector, I believe resilience and adaptability are key. The tech industry is fast-paced, so staying adaptable and open to learning new skills is crucial. Moreover, resilience has been vital in overcoming biases and challenges. Lastly, effective communication and leadership skills have enabled me to lead diverse teams and drive innovative projects successfully.

Based on your own experience working in technology, what advice would you give to women looking to progress in the tech industry?

The technology sector offers immense opportunities for innovation and leadership. My advice would be to embrace continuous learning, seek out mentors and allies, and not shy away from advocating for yourself and your ideas. Building a strong network and being proactive in your career development can open doors to these opportunities. Your unique perspective is invaluable in driving innovation and change.”

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Divya Saggar – Director IGEL Ready

What leadership lessons have you learnt during your career?

“Build your tribe.” The most important lesson I’ve learned is that to be a good leader, you need to empower your people. Provide your team with the tools and the trust they need to perform to their full potential and you will instill confidence and belief in your leadership. Lead by example and be kind. Give people a hand up rather than a kick down. This will get you to where you want to be and, at the same time, enable you to surround yourself with people who trust you and who will always have your back. I’ve also learned that you can learn just as much, if not more, from the people and teams you are leading as they can learn from you. 

How important is it for women to support each other in the workplace and what does that mean to you?

“Pass on the legacy by mentoring.” Supporting other women provides opportunities for mentorship and the creation of positive role models. By sharing experiences, knowledge, and guidance, women can help each other navigate professional and personal challenges. This mentorship can be invaluable in helping women progress in their careers, build confidence, and achieve their goals.

As a woman in a senior position in the technology sector what do you think are the most important characteristics to get you to that level?

“Never give up and keep your team motivated.” Since an early age, I have always enjoyed setting and striving to achieve goals for myself, even if this has forced me outside of my comfort zone. And now, with years of experience, I realize that it is much more enjoyable to accomplish something together with your team. Nothing is more satisfying in business than working together as a team to overcome challenges and barriers along the road to success.

Based on your own experience working in technology, what advice would you give to women looking to progress in the tech industry?

“Be confident in being yourself.” Be true to yourself. You do not need to be a version of someone else to be successful. Be you. Go for what you want, and do not be afraid to ask for the opportunity to prove yourself. Find out your “special sauce” and use it to your advantage. Time and again, take moments to reflect on the successes you’ve had and what achievements you are most proud of. Use these to guide how you shape your career.

Over the years, have you encountered any barriers to your success or growth as a female leader?

“Find your workaround.” There are always going to be barriers to achieving your goals. And these have not just emerged in my career but in everyday life as well. I’ve learned that, instead of trying so hard to knock down barriers, it’s often better to walk around them. I’ve done a lot of that in my life, and I’ve learned over time that can be a much faster path to achieving my goals.

Can you share a book or podcast that has inspired you?

“The Happiness Advantage by Shawn Achor.” The book describes how happiness is actually a work ethic, and how we can incorporate positivity into our work life for better outcomes. This seemed a very interesting and life-changing concept to me. We become more successful when we are happier and more positive, not the other way around.

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If you would like to influence the future of technology, be part of IGEL’s journey, and are looking for a role in the tech industry that embraces equality and offers equal opportunities then take a look at IGEL Careers.

The post International Women’s Day 2024: Interviews with IGEL Leaders appeared first on IGEL.

IGEL’s Augsburg office moved from Hermanstraße to Melli-Beese-Straße in February 2023. This is a good opportunity to take a closer look at the life of Melli Beese, an unwavering German aviation pioneer, who was born 137 years ago in Dresden.

Role Model for Women in the Technology Industry

The determination and resilience with which Melli Beese succeeded in becoming the first German woman to obtain a pilot’s license makes her a role model for all those who advocate for women in technology.

“Yes to flying women,” is what Amelie Hedwig Boutard-Beese, better known as Melli Beese, said to herself while studying sculpture at the Royal Academy of Liberal Arts in Stockholm from 1906-1909.  She read about the Wright brothers’ flying experiences in the newspaper. “Flying. I wanted to learn to fly. But that was also all I knew I wanted,” Melli Beese records in her autobiography. (Tatjana Dietl „Sie wollte fliegen, immer nur fliegen“)

Woman Hood in the Empire Days

Unthinkable for a woman in those days. For her, the role of housewife and mother was intended, admiring her husband and adorning him with her pretty appearance. Women were prevented from competing with men. Academic training was not desired, and certainly not in the technical field. Women on airplanes were not even to be thought of; that could only bring bad luck.

Melli as the first German Pilot

So how did Melli Beese manage, in this environment, to become the first German woman to obtain a pilot’s license on September 13, 1911? What made her so strong to defy the strict social conventions? Even more than 100 years later, female pilots are a rarity: in civil aviation, there are only 2-3% female captains and co-pilots. (Gisela Zimmer „Wer will kann, Teilzeit fliegen) What can women in technological professions learn from Melli Beese and apply in their daily lives and careers? To understand, I will start with a brief outline of her career.

Melli’s Path to Becoming a Pilot

After returning to Dresden from Stockholm as a sculptor, she attended lectures in mathematics, naval architecture, and aeronautical engineering at the Polytechnique in Dresden. At the same time, she was looking for a flight instructor with whom she could learn the practice of flying. After being rejected at three schools, with slogans such as “Women are no good for flying”, she found the flight instructor Robert Thelen in Switzerland, who reluctantly agreed to give her flying lessons.

Flying Lessons at Ad Astra airline and Rumpler Factories

Melli Beese went through a tough school here. Not only because she crashed and injured herself on one of her first flights, but above all because she had to deal with constant sabotage from her male colleagues. They manipulated her flying machines by replacing spark plugs with rusty ones or emptying the fuel tank and loosening wings. In addition, the male colleagues were preferred for flying lessons, often an entire day passed at the airfield without Melli being able to fly at all. In addition, there were verbal attacks, which were a psychological burden. Nevertheless, through a trick, she managed to pass the exam for her pilot’s license in the early hours of the morning on her 25th birthday with witnesses. The Berlin press wrote: “The young candidate, dressed in her flying outfit, boarded the school machine and flew off dashingly … She flew the prescribed test flights in very good style” (Martin Herzog „Melli Beese besteht die Flugprüfung“). She was the 115th person in Germany to obtain a pilot’s license and the first woman. A little later, she took part in a flying competition and set a new altitude and endurance flight world record for female pilots with a passenger. For this, she flew 825 m (about 2706.69 ft) high and stayed in the air for 2.5 hours.

Melli as an Entrepreneur

Melli Beese met her future husband Charles Boutard at the airfield in Berlin Johannisthal. Together with him, she fulfilled a dream. Together, they founded a flying school, based on their own new concepts, and later an aircraft factory. They built aircraft under license and developed new ones, including a flying boat. Between 1912 and 1914, they filed several patents. Their business was flourishing, and they seemed to have made it when the First World War broke out on July 28, 1914, and everything changed.

The war changes everything

Through her marriage to a Frenchman, Melli Beese had obtained French citizenship. With the outbreak of the war, both were considered undesirables in Germany and lost the flight school and the factory in 1915. They were also forbidden to enter the Johannisthal airfield and to do business at all. Their planes broke down and were given to the general population to heat their homes. Finally, the couple was exiled to Wittstock in Prignitz, where they lived in the poorest conditions and fell ill.

After the War

After the war, the two were faced with nothing. “However, we were faced with a shattered life, sick, deprived of all our own resources and possessions – we had literally been ruined” (Melli Beeses „Fliegerleben – Selbstporträt im Telegrammstil“, Berlin 1923). However, it should not be assumed they gave in to defeat. No, on the contrary. They recovered and made new plans. This was anything but easy since they had very few financial resources. They hoped for government compensation payments for the destroyed flight school and the flying machines, but it came only sparingly or not at all and cost a lot of energy. Charles Boutard and Melli Beese planned a flight around the world. This required a renewal of their flying license. During a test flight in Berlin-Staaken, Melli crashed. Although she was not injured, this event made the barrel of defeats overflow. Marital problems, depression, financial worries, and recognition as a woman after the war were even more difficult than before… all this led Melli Beese to commit suicide on December 21, 1925, at the age of only 39. She shot herself with a revolver and left behind the motto: „Volare necesse est, vivere non necesse!“ – „ Flying is necessary, life is not! “

What makes Melli Beese so special, what was her special power?

What is the secret of Melli’s success? Where did she get the strength to achieve the impossible?

She knew what she wanted

She had one goal: “I wanted to learn to fly! – that was also all I knew I wanted…” (Melli Beeses „Fliegerleben – Selbstporträt im Telegrammstil“, Berlin 1923) and she relentlessly followed this goal, despite all obstacles. She was determined.

She was ready to leave her comfort zone

At 20, she left her home country to study sculpture in Stockholm, which she was denied in Dresden. Later, in search of a flight instructor, she moved to Switzerland. She was independent, self-reliant, and strong. To achieve her goals, she was ready to enter unknown terrterritory and break away from family security.

She was extremely interested and talented

To be recognized as a woman, she had to be better than the men. Any small weakness would have been immediately used against her. She could only achieve her position in the male domain because she was incredibly talented in what drove her: curiosity about technology and flying.

She was tough

She has had to put up with a lot of physical and psychological injuries over the years. Plane crashes, bullying, injustice, financial hardship, illness… Time and again she got up and kept going. She was not afraid of death: “For the first time, life and death in her own hands – in immediacy unlike any other sport!” (Tatjana Dietl „Sie wollte fliegen, immer nur fliegen“).

She was smart

Not letting blockades stop you also means finding loopholes, thinking strategically, recognizing opportunities, and taking advantage of them. This was the only way she could get her pilot’s license against the resistance of her fellow pilots. This was the only way she could learn to fly.

She had supporters

On the one hand, there were her parents, who supported Melli’s career ideally and financially.

She had her husband, with whom she built up her company and made future plans, who provided her with emotional support.

When she founded her aviation company, she was financially supported by Karl August Lingner, the inventor of the mouthwash Odol.

Conclusion

Melli had good prerequisites. She was very talented, curious, thirsty for knowledge, and willing to go beyond boundaries and she had important supporters in her close environment. But all that is not enough in a society that excludes certain groups because of their gender, their origin, or for other reasons. It is precisely diversity, versatility, and different perspectives that are important to bring forth innovations and make the world a better place. Let us not give up our talents just because they belong to the wrong group. A society can only reach its full potential if everyone can participate on an equal footing.

The post Yes, to Flying Women appeared first on IGEL.

IGEL has transitioned over the past 6 years from a mid-sized hardware manufacturer to a global leading innovator of software for secure access to any digital workspace. At the core of IGEL is an experienced and skilled workforce, who are hired for their skills and not gender.

To mark International Women’s Day, the IGEL4Women in Tech Employee Resource Group met with three of our female leaders, Helen Carroll, Anja Schulz, and Christiane Ohlgart.

Let’s begin with Helen Carroll, Senior Vice President of Global Marketing at IGEL.

Helen is a strategic marketing leader with twenty plus years of experience in the technology sector. Having worked for companies such as, Ivanti, Heat Software, BMS Software and Sun Microsystems [now Oracle]. A worldwide team builder focused on developing individuals to grow and achieve in a result driven environment and delivering an exceptional customer experience.

Today Helen gives us insight into some of the lessons she has learnt during her career.

Q1: What leadership lessons have you learnt during your career? 

Having worked for many different leaders, I’ve witnessed varying styles. From the Dictatorial style, great if you want to increase your company attrition rates, not so great if you want a productive team. Through to All-Inclusive Leaders who are great communicators, build teams based on skills and not gender, and empower their team to drive the right outcomes.

Leadership for me is about being authentic, teamwork and trust. Treating people, the way you’d like to be treated. Be humble, accept advice, input and knowledge.

Q2: How important is it for women to support each other in the workplace and what does that mean to you?

This topic is especially important to me. My early career was in the Financial Services sector, at the time it was a very male dominated industry. I remember vividly on my second day, the assistant branch manager telling me that “girls” should be in the home producing families and not in the Bank. He said that I’d never have a career. I was shocked but annoyed, I remember thinking “how dare he tell me what to do”. I had no one to turn to and ask for advice. The Banking industry then was very male dominated, there was no support network. From that day on, I’ve never let anyone get in my way of doing what I want with my career I’m glad the world is changing and becoming more inclusive, I wish it had been like that for my younger self!

Q3: As a woman in a senior position in the technology sector what do you think are the most important characteristics to get you to that level?

Teamwork. Without a team, I wouldn’t have my role today [or any of my previous leadership roles]. Empathy, Transparency, Clear communicator, Inclusivity and Trust. Be confident. If you have a dip in your confidence, there’s no shame in seeking reassurance from others. Having a mentor as you grow your career is a great way to receive constructive input.

Q4: Based on your own experience working in technology, what advice would you give to women looking to progress in the tech industry?

Be determined and ask for help when you need it. If you know where you want to go to but are not sure how to get there, just ask. With IGEL, we have many great female leaders that would be delighted to provide advice and share their personal experiences. There will always be someone that can help you.

Q5: Can you name one woman who has inspired you?

It’s not just women that have inspired me as leaders but men too. I’ve been lucky to work with and for inspirational male leaders. If you look back at historical figures, there have been many inspiring female and male leaders that have broken the mould and gone beyond what was previously possible.

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Anja Schulz, Managing Director & General Counsel Legal Compliance

Anja offers extensive experience in legal advice and consultation to management boards in digital environments and in building and leading legal teams focused on adding value to the company. Experienced in contract negotiation as well as employment law topics.

Anja shares her experiences in her career in the technology sector.

Q1: What leadership lessons have you learnt during your career?
“Walk the talk” – build trust by being reliable and transparent in your decision making and share the information your team needs to do the best job they can.
Listen and foster the personal growth of your team members, give them the opportunity to grow, develop new skills and encourage them to learn new things.

Q2: How important is it for women to support each other in the workplace and what does that mean to you?
I think it is key to equality. Men have been supporting each other for the past hundred years, it is time for women to stop being afraid or envious of other females and start supporting each other. Look out for other talented females and encourage them to take on new projects. Present and open opportunities to female colleagues for which they would not ask by themselves.

Q3: As a woman in a senior position in the technology sector what do you think are the characteristics most important to get you to that level?
Stamina and resilience, work hard and make yourself visible to the management. Take credit for your achievements and ask for opportunities to develop your skills and take on new projects. Be self-confident even if you don´t know it all (yet). Also, be patient your time will come.

Q4: Based on your own experience working in technology, what advice would you give to women looking to progress in the tech industry?
Build a network and look for mentors, female but also male mentors who support and inspire you on your way. Don´t give up after setbacks. Don´t take things personal, which are often institutional discrimination rather than personal attacks. Stay curious and ahead of new technologies to become of source of knowledge for others.

Q5: This year’s International Women’s Day theme is #Embrace Equity” and aims to get employers talking about why “equal opportunities are no longer enough”, what does that mean to you?
There is no “one size fits all” equity is picking up someone where they are coming from to help them getting to where they aspire to be. Look at the individuals needs and don´t let bias rule your decision. Don´t assume what people/women want, find out by listening and adapt the workplace environment to the needs. Equal is not always just or fair, as an employer we have to be conscious about that.

Q6: Can you name one woman who has inspired you?
Unfortunately not, not a lot of female role models in my childhood or in the early days of my career. What inspired me at one point was this quote by Shirley Chisholm: “If they don´t give you a seat at the table, bring a folding chair”. Become part of the conversation, don´t shy back from having and articulating your opinion, it matters as much as anyone else’s opinion.

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Christiane Ohlgart, Chief Financial Office at IGEL Technology

Christiane is an experienced finance leader and business professional with excellent leadership qualities and a broad range of skills and experience gained within the Software, SaaS and Cybersecurity Industry.

Christiane shares her experiences gained throughout her career in the technology sector.

Q1: What leadership lessons have you learnt during your career?
We can be our worst enemy. We question and doubt ourselves much more than men do. This reduces our self-confidence and belief in ourselves.

Q2: How important is it for women to support each other in the workplace and what does that mean to you?
It is important to share each our thoughts and observations, because we typically have a different meeting and communication style then men. For example when men can start a meeting talking about all kinds of sports leagues, women often think, can we come to the point, I have more things to do today

Q3: As a woman in a senior position in the technology sector what do you think are the characteristics most important to get you to that level?
I think it depends on the role you have in a technology company. I don’t think that there are specific characteristics that make us more or less successful in different industries, I think it is more a question of how many women “select” a specific type of job, and what is important to them.

Q4: Based on your own experience working in technology, what advice would you give to women looking to progress in the tech industry?
Independent of the industry or role, you need people that back you up and that support you. You need that support in the job, in your network as well as at home. We need to also learn to ask for help. Believing we need to do everything ourselves will not necessarily make us successful.

Q5: This year’s International Women’s Day aims to get employers talking about why “equal opportunities are no longer enough”?
Equal opportunity has a lot of different characteristics. On the one hand, we live in a world that is more and more global providing more opportunities for women, on the other hand we see and hear about more and more traditional thinking and traditional role models surfacing in some cultures impacting women’s rights. Even if there is progress for women’s rights and opportunities in the western world, male dominance, and traditional views may result in the reduction of women’s rights.

We also should not forget that equal opportunity is very closely related to education. Education is expensive and not everyone can afford to get educated. In addition, education often correlates with fewer children, as women want to gain work experience or pay off their student debt before they have children. In my view, it is important that education and careers do not negatively impact the ability to have a family. I am a firm believer that equal opportunity means there is choice and opportunity for both genders.

Unfortunately, it is not easy to answer this question with a simple short answer.

Q6: Can you name one woman who has inspired you?
I have been inspired by many people, but I don’t think I could point to one woman or man specifically.

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If you would like to influence the future of technology, be part of IGEL’s journey as a software-only vendor and lead the end-user computing market with the innovations that enable the digital workplace. Be confident, find an area that interests you and go after it!

If you’re looking for a role in the tech industry that embraces equality and offers equal opportunities then have a look at IGEL Careers.

The post International Women’s Day: An interview with members of IGEL Technology’s Executive Leadership Team appeared first on IGEL.