As we mark International Women’s Day 2024, a time for reflection, we talked with our Managing Director in the Nordics, Polly Hussain, who brings over 20 years of experience in the Tech Industry. Polly shares her valuable insights on the industry’s evolution concerning inclusion and the challenges that persist.

Additionally, we had the privilege of speaking with our colleague, Sandra Green, who shares insights about her involvement in Netigate’s ESG (Environment, Social, and Gender) initiatives.

At Netigate, we celebrate the progress made in recent years. However, we also recognise that there is still much work to be done in achieving equality and inclusion.

Polly Hussain, Managing Director Nordic, and Rest of the World, Netigate

Polly has been working in the tech industry for over 20 years. Since then, numerous changes have happened in the field. As a leader in the tech industry, she is passionate about inspiring other women and promoting diversity and inclusion.

When you look back at your time in the Tech industry – what are the biggest changes you have noticed when it comes to inclusion and gender equality?

During my 20 years in the tech industry, I have witnessed significant changes. When I started, it was mainly male-dominated, with few women in tech companies. The workplace culture back then was often unwelcoming towards women, making it challenging for us to succeed and progress in our careers. However, I have seen substantial improvements over the years, particularly in terms of gender equality and inclusion within the industry. I have also noticed a shift before and after the #MeToo movement. The normalisation of treatment towards women in the workplace was frequent before #MeToo, but I have witnessed the impactful change it has brought about.

Numerous tech companies have implemented various initiatives aimed at increasing the representation of women and other underrepresented groups. Additionally, I have also noticed a greater commitment from leadership teams and CEOs, who are holding themselves accountable for addressing issues in these areas.

Another significant change I have observed is the increased awareness surrounding diversity and inclusion. Many organisations now recognise the advantages of having diverse teams and workplaces, actively striving to create more inclusive environments. Numerous tech companies have implemented various initiatives aimed at increasing the representation of women and other underrepresented groups. Additionally, I have also noticed a greater commitment from leadership teams and CEOs, who are holding themselves accountable for addressing issues in these areas.

What challenges do you still see?

Although we have made progress, I believe that sometimes we unintentionally exclude others without realising it, often because it’s easier to hire someone familiar to us. Given that most tech companies are still led by men and most funding goes to male founders, we still have a long way to go. Despite plenty of research highlighting the advantages of having a diverse workplace, including diversity in gender, nationalities, backgrounds, and more, we still have work to do. By fostering openness and inclusivity, we can unlock numerous benefits, such as gaining different perspectives, opinions, and ideas that lead to better innovation and problem-solving.

What do you as a leader do to inspire inclusion?

I’m very passionate about inclusion and diversity, and in my role as a leader, I strive to lead by example, demonstrating my commitment to diversity and inclusion through both my words and actions, as actions speak louder than words. For me, it’s always been about finding the right person for the right role, regardless of gender or nationality.

As leaders, we must have the ability to recognise the contributions of those who may not always speak up.

True equality, to me, is about recognising the experience, drive, and determination that individuals bring to the table, rather than focusing solely on gender. It’s crucial to ensure that everyone has a voice, not just those who speak the loudest. As leaders, we must have the ability to recognise the contributions of those who may not always speak up. I hope that my own experiences as a woman of different nationalities, combined with my role, will inspire other women.

Sandra Green, Insight Consultant, Netigate

Sandra Green has extensive experience in various HR roles and currently works as an Insight Consultant at Netigate, where she plays a crucial role in assisting customers with engagement scores and surveys, and leads Netigate’s ESG project. ESG covers Environmental, Social and Governance.

Tell us about the ESG work at Netigate

At Netigate, we have had a heavy focus on social responsibility by creating projects and goals for diversity and inclusion, with a focus on gender but also considering other perspectives.

We use the SHE index to define key areas and set targets for fostering a more diverse and inclusive workplace. This tool enables us to compare ourselves to other organisations in our industry. Initially, our score was below the industry average. One year later, our score has increased to match the industry standard. While there’s always more to do, this progress marks a positive start for us.

Can you tell us more about the actions we took to reach the goal?

To enhance our score, we established targets across various categories outlined in the SHE index tool, including recruitment, gender balance, parental leave, salary, discrimination, and harassment. Then, we determined specific targets for each category and devised corresponding actions necessary to achieve our objectives effectively.

One thing we did was identify the gender balance across all levels and departments, setting targets for upcoming hirings and for teams with imbalances. In our recruitment processes, we implemented changes to mitigate unconscious bias.

We have also updated existing policies and conducted a comprehensive survey among all employees covering aspects such as workplace inclusion, experiences of discrimination, and awareness of procedures to address harassment or discrimination.

Netigate insight consultants are ready to support you in your inclusion efforts. Book a meeting with us today and we will tell you more.

What would you recommend to companies working with this?

In my experience, this area can be tricky to navigate because it’s broad, and everyone has their own ideas about it. Unfortunately, many companies don’t give it the attention it deserves.

When we talk about diversity, it’s not just about numbers like the count of men and women. There’s a lot more to it. We need to look at the workplace culture and how people are treated. Are opportunities fair for everyone, like promotions and parental leave? Do managers have the right knowledge and tools to ensure everyone gets equal chances?

Given the abundance of studies confirming that a diverse and inclusive workplace leads to higher productivity and increased profitability for companies, there is truly no excuse not to prioritise this. For these initiatives to succeed, they must be supported by top management who need to believe in them wholeheartedly. Without their commitment, progress in this area will be difficult to achieve.

When we talk about diversity, it’s not just about numbers like the count of men and women. There’s a lot more to it. We need to look at the workplace culture and how people are treated. Are opportunities fair for everyone, like promotions and parental leave? Do managers have the right knowledge and tools to ensure everyone gets equal chances?

These are things we can measure through anonymous surveys, which is important to be able to follow up on a strategic level. But we also need to ensure we have an environment where it’s safe to address and discuss these matters. It’s crucial to involve managers in this and make sure they prioritise it in their daily work. Of course, it’s also important to have updated policies and guidelines but they shouldn’t just be documents hidden away; they need to be talked about and followed so that everyone knows about them.

Want to get started with inclusion and diversity surveys?

Netigate is ready to help you! Book a meeting with us today and we will tell you more. You can also sign up for a 30 day free trial to test our feedback platform, and send your first surveys in a minute. Or, why not visit Netigate EX Engage – our dedicated employee platform to discover more?