In the ongoing pursuit of gender equality, the workplace stands as a crucial battleground for change. Mickaella Glynn, Chief People Officer at CWSI Group, offers invaluable insights into how organisations can foster inclusivity and empower women in leadership roles. Join us for an illuminating discussion on embracing equality in the workplace.
What positive shifts or advancements have you observed in terms of gender equality throughout your career?
While I’m not a fan of quotas, I do support initiatives like the 30% Club, which aim to increase female representation on boards. Women often bring a different perspective to discussions and debates, enriching the dialogue.
In recent years, there’s been a notable increase in opportunities for women. For instance, Microsoft Ireland has had a female Managing Director for the past two decades, and many other prominent companies now boast female CEOs and greater female representation on their boards. This trend is encouraging for all women, as it demonstrates that such achievements are attainable.
We’re witnessing a global shift toward greater female representation and opportunity. The evolving nature of our world and the influence of social media serve as reminders that women are capable of achieving as much success as men.
Could you share a specific accomplishment from your career that you take pride in?
There are a few moments that stand out to me. During my time at Vodafone, I was part of a highly driven team competing for a particular role. Despite facing stiff competition from my male counterparts, I put myself forward and ultimately secured the promotion.
Similarly, here at CWSI, I found myself in a technical meeting with 16 attendees, where I was the only woman present. Despite being outnumbered, I actively contributed to the discussion and made my presence felt.
Reflecting on these experiences, I take pride in being able to thrive in a predominantly male-dominated industry, coming from a rural background in Ireland. It’s moments like these that remind me of my ability to speak up and achieve my goals.
Do you have any advice or recommendations for women who want to step out of their comfort zone?
First and foremost, believe in yourself. While it’s comfortable to remain within familiar territory, sometimes taking a leap of faith is necessary. Remember, it’s okay to stumble along the way, as long as you use those setbacks as learning opportunities.
I encourage all women to actively seek out opportunities. If you come across another woman in a mentoring role, don’t hesitate to engage with her. We can all benefit from stronger female-to-female mentorship, so don’t be afraid to initiate conversations and learn from others’ experiences. Having someone in your corner, whether internally within your organisation or externally, can provide invaluable support and boost your confidence levels. Ultimately, what do you have to lose by giving it a try?
How do you, as a female member of the senior leadership team at CWSI, feel inspired to be included?
As a female member of the senior leadership team at CWSI, feeling inspired to be included stems from our collective efforts to address gender balance within the tech industry. While historically, achieving gender balance has been a challenge, particularly in tech, it’s essential to recognise that technical skills aren’t the sole requirement for roles within this sector. There are numerous supporting roles, such as marketing, finance, sales, or project management, that can attract more women. At CWSI, we’ve embraced inclusivity as a core value. Last year, Jo, our Group People Experience Manager, and I spearheaded initiatives aimed at making our workplace more female-friendly. We examined ways to attract more women into the business, fostering a diverse and respectful environment conducive to meaningful debate and driving towards increased gender balance. While we’ve made significant progress, I believe this remains an ongoing challenge that requires continued dedication and effort.
How can the workplace better support and encourage women to pursue leadership roles?
One way is through educational programs. At CWSI, we’ve implemented coaching programs and offered short diplomas to make these opportunities accessible to women. However, we acknowledge that finding time for training can be challenging for women who often juggle household responsibilities, whether they have children or not.
Additionally, it’s crucial for women to see other women succeeding within the company. In our Belgium and Netherlands regions, for instance, there have been relatively few female employees. During last year’s interviews, we made it a point to discuss what it’s like to work here as a woman, emphasising our commitment to being a female-friendly organisation. Providing a flexible workspace is another way we strive to support work-life balance.
Ultimately, at CWSI, there are opportunities available, but success depends on the willingness to put in the effort.
Would you say this approach also supports long-term change within the business?
Certainly. While it may not be easy to increase female representation on boards and senior leaderships teams in a smaller business within the next 12 months, we’re committed to fostering the growth of female senior managers. We do this by providing opportunities for professional development, such as coaching programs and diploma courses, and consistently challenging them to enhance their skills. By preparing them to step into leadership roles when the opportunity arises, we contribute to long-term change within the organisation.
You mentioned observing changes in gender equality within the tech industry over the years. How do you stay informed about developments in this area?
Keeping abreast of information is crucial, given the constant flow of updates. One key source for me is the gender pay reporting across Europe, as we will be subject to it. Transparency is essential, so being well-informed enables us to navigate these regulations effectively.
Additionally, staying informed about different forms of career leave available in various territories is important. We have access to advice from diverse sources within these territories to ensure compliance and support for our employees.
Lastly, actively participating in industry events focused on gender equality and staying updated on news allows us to anticipate and adapt to changes as they arise. This proactive approach ensures we’re prepared to address challenges and foster a more equitable workplace.
To close off, what main change would you like to see for the next generation?
As a mother of a ten-year-old girl, I witness first-hand the complexities and pressures faced by young women today. Unlike when I was growing up, modern life is inundated with technology and social media, imposing unrealistic standards and expectations on individuals, particularly women. There’s immense pressure to conform to certain norms, both in appearance and behaviour, while still maintaining individuality and authenticity.
My hope for the next generation is that we’ve reached the peak of this pressure and can return to embracing diversity and imperfection.
Did you miss out on the first part of our International Women’s Day Interview Series with CWSI’s Chief People Officer, Mickaella Glynn, as she reflects on the dynamic landscape of gender equality? Discover part one here.
