Last week, I had the privilege of speaking on a panel discussion at the annual Women of Silicon Roundabout event, hosted this year at East London’s Tobacco Docks.
The event aims to bring together women working in technology to provide inspiration and ideas on how to advance their career, advance the career of others and improve diversity across the sector.
It’s no secret that the IT industry is particularly male dominated but as technology becomes an integral part to everyday life, we must ensure that women are empowered and prepared to thrive in the digital era.
The panel session I took part in discussed the art of mentoring, exploring the importance of role models, how companies can approach this and ultimately, how we can create the next generation of female leaders in technology. The other panelists were distinguished leaders from a variety of major companies, including: LinkedIn, Expedia and ASOS.
What I found most interesting was the varying opinions on what being a mentor is and what it means to individuals. One of the panelists described this as the ‘magic of mentorship’, a completely unique relationship in which the mentor and mentee learn from each other, whether it be a simple catch-up or a focused discussion on how to achieve a particular goal.
I know from personal experience the benefit of having a mentor, someone to guide you and prepare you for the next stage of your career, or life. That’s why I am a great advocate of TCS’ iConnect platform. This internal initiative provides each employee with a mentor and sends reminders to both the mentor and mentee to meet up and maintain regular contact. We have found that this more formal process of bringing together employees to learn from each other, has ultimately helped to make our overall network a stronger one.
TCS is actively addressing gender diversity across our employee network. More than a quarter of our UK workforce is female while it’s over a third globally. But, the change needs to be systemic and these numbers will only improve across the technology sector by educating young people and inspiring them to pursue a career in IT. Through our IT Futures programme, we’ve reached over 170,000 young people across the UK in less than 4 years. Through inspirational talks from female leaders and partnerships with organisations such as MyKindaFuture and the Engineering Development Trust (EDT), we’ve worked hard to engage the next generation of young women in technology and demonstrate what is possible.
The conference aimed to encourage and inspire those who want to get into technology, helping individuals and businesses alike to understand the role that talent acquisition, retention and development of females has to play.
There’s still a way to go but I look forward to being part of more events and initiatives such as this, and continuing to meet more and more women that are set to play a major role in this sector, and wider society.
Nupur Singh Mallick is Director of HR at Tata Consultancy Services UK & Ireland
by Emma Birchall, Head of Research, Future of Work
Not a particularly catchy phrase is it? Yet, it was perhaps the loudest message to attendees of a recent conference on gender in the workplace.
The delegates, predominantly 20- and 30- somethings, were treated to a line up of some of the most incredible women in the fields of business, government, finance and media. Many of these inspirational leaders attributed their success to good networks, a strong sense of purpose and never shying away from risks and opportunities when they arose. Interestingly, however, many also emphasised the importance of “finding the right husband.” And in this case, the right husband was one who would be prepared to raise the kids, relocate for your career as quickly as he would for his own, and who would accept your long working hours, high stress levels and long periods of absence.
Now, few women, even us stereotypically independent Millennial types, would reject the benefits of having a supportive, caring and kind partner to turn to while we navigate our complex careers. What we might perhaps find less palatable is turning this “nice to have” into a “business critical”. (This sentiment was echoed by one attendee, who posed the question “What advice would you give to single mothers because I’d hate to add ‘find a husband’ to my to-do list?” That this question received a rapturous round of applause, spoke volumes.)
With 42% of marriages in the UK ending in divorce, finding the right husband is not a particularly resilient career plan, nor is it advice that anyone can really act on unless partner-finding takes on the same rigour as the average recruitment campaign (and while there are signals that this is the approach favoured by some, it is thankfully not yet accepted by many). Instead, perhaps we should be encouraging men and women to create sustainable and resilient networks of support including, but not limited to, a husband/wife should they desire one, find one, marry one and manage to avoid divorcing one. Likewise, the advice should perhaps be for a stronger call for real flexible working arrangements that cross something off the to-do list of single parents rather than adding to the workload.
The advice was of course well-intentioned and drawn from the particular experiences of some of the guest speakers in attendance. To request they recommend anything else would be insincere. Instead, we’ll do well to take the principle of the recommendation – building good support networks – and then tailor the rest to suit the lifestyle we ultimately half create and half have bestowed upon us by luck, circumstance and events beyond our control.
Perhaps the phrase should instead be “Behind every great leader is a support network, future-focused organization and an awareness that relationships can rarely be project managed.”
Still not very catchy though is it?