Took a Career Wrong Turn? Melanie knows all about it!

Melanie Packer’s career journey is a remarkable story of reinvention, self-discovery, and determination. Starting her professional life as a Town Planner, she now thrives in the digital world as a Power BI Developer at NHVR, specialising in data analytics.

Her transition from Urban Planning to the tech industry has been anything but linear, but her story is proof that it’s never too late to change paths and chase new dreams.

Early Career: Navigating the World of Town Planning

Melanie’s initial career in town planning was driven by her natural ability to think spatially. Growing up, she was the “chief navigator” of her family, and with the encouragement of her parents, both of whom were teachers, she developed a love for both technical and humanities-based subjects.

“I wanted to study something technical, but I didn’t have the math grades for engineering, so planning seemed like the perfect balance,” Melanie recalls. For years, she worked as a development assessment planner, negotiating with property developers and making her mark in urban planning. While she enjoyed her role and the team she worked with, a sense of repetitiveness started to creep in. This sense of stagnation led her to reconsider her career path, though making a change was daunting.

The Turning Point: From Planner to Coder

In 2018, Melanie took a break and traveled for three months, using this time to reflect on her next steps. “I decided to create a WordPress blog to share trip updates with friends and family,” she explains. Little did she know, this side project would ignite a new passion. She became so engrossed in coding and redesigning her blog that she realised her future career had to involve tech.

The decision to leap into the tech world wasn’t easy. “It was scary to try something completely new when I had an established career,” she admits. But the thrill of learning to code outweighed the fear of starting over.

Melanie’s journey into tech wasn’t without challenges, with the biggest hurdle being her confidence, or lack there of. Entering the tech space after years in a different industry felt like being back at square one. But she approached her learning with the same patience she’d have extended to a junior colleague.

“I had to give myself the space to learn.”

A key moment in her journey was when she took up rock climbing—a hobby that became a metaphor for her professional growth. “Climbing helped me build confidence and self-worth outside of work. It reminded me that I could succeed in other areas too.”

Leveraging Skills from Town Planning in the Tech World

Though Melanie initially felt her background in town planning didn’t help much in the tech world, over time she realised that her soft skills were invaluable. Her experience negotiating with developers taught her how to handle high-pressure situations. “In planning, sometimes I had to say ‘no’ or ‘I’m not sure’—those skills have carried over to my current role,” she shares.

Her urban planning background also equipped her with the ability to think three steps ahead, a skill that has proved crucial in data analytics. “Urban planning teaches you to think about how people interact with their environment, and I apply that same forward-thinking to data projects.”

One of the biggest obstacles Melanie faced during her career change was the technical learning curve—specifically, statistics. “I hadn’t studied math since high school, and I had to re-learn basic equations,” she recalls. Despite these initial challenges, Melanie persevered, crediting her resilience as one of her proudest accomplishments. “What I’m most proud of is my ability to keep pushing even when it felt like it would never happen.”

Finding Balance Between Work and Personal Passions

Rock climbing, which played such a crucial role in Melanie’s confidence-building, continues to help her maintain balance between her personal and professional life. “Movement keeps me healthy, mentally and physically,” she says. Although balancing a demanding job with climbing can be difficult, she remains committed to making time for her personal passions.

It’s Never Too Late to Change

Melanie’s story is a testament to the power of resilience and self-belief. For those considering a career change, she advises, “It’s never too late. There were times when I felt like I was too far down the wrong path to turn back, but I learned that you can always pivot.”

Reflecting on her journey, she emphasises the importance of community. “When I first joined Women in Digital, I was a planner trying to break into tech, and chatting with other community members gave me the confidence I needed.”

Today, Melanie’s role is a blend of technical skills and stakeholder engagement. “My team develops and maintains Power BI reports, but my background in planning means I also handle project coordination and stakeholder relationships.” Her career path may have changed dramatically, but she has found a way to meld her technical and interpersonal skills, and she couldn’t be happier.

For Melanie, the journey hasn’t been easy, but it’s been incredibly rewarding. “If I could tell my younger self anything, it would be that it’s okay to be on your own path—just because you feel behind, doesn’t mean you are.”

Melanie’s story serves as a powerful reminder: it’s never too late to change direction, and the stories we tell ourselves are just as important as the skills we bring to the table.

From Awareness to Action: Driving Change on Equal Pay Day

Despite all the work happening behind the scenes regarding gender equity, Australia continues to face a persistent challenge: the gender pay gap. As the tech and digital sectors continue to innovate and grow, women are still not paid equally for their expertise and contributions.

WGEA has announced the date for this year’s Equal Pay Day as 19 August, marking the 50 days into the new financial year that Australian women must work to earn the same, on average, as men did last year.

This year’s theme is “it doesn’t add up.”

What causes the gender pay gap?

The disparity in average earnings between women and men is shaped by a complex web of social and economic factors that diminish women’s earning potential throughout their careers.

Key contributing factors include:

Conscious and Unconscious Bias: Discrimination in hiring and pay decisions, both overt and subtle, continues to disadvantage women.
Industry Segregation: Women and men often work in different industries and roles, with female-dominated sectors typically offering lower wages.
Workplace Inflexibility: The lack of flexible work arrangements, particularly in senior positions, hampers women’s ability to balance work and caregiving responsibilities.
Part-Time Employment: Women are more likely to work part-time, which affects their overall earnings and career advancement.
Career Interruptions: Women’s career progression and opportunities are often stalled due to taking time out of the workforce for caregiving duties.
Unpaid Labor: Women shoulder a disproportionate share of unpaid domestic and caregiving work, further impacting their earning capacity.

“The gender pay gap is fueled by a mix of unconscious biases, industry norms, and societal expectations. To close this gap, we need leaders with courage, innovative solutions, and a collective push for change from everyone—individuals, companies, and communities alike.” – Alex Hanlon, Negotiation Navigator

How can you start driving change today?

1. Educate and Advocate

Stay Informed: Continuously educate yourself about the gender pay gap, its causes, and its impact. Understanding the nuances of the issue is crucial for effective advocacy.

Raise Awareness: Use your voice to spread awareness about the importance of gender equity. Share relevant articles, statistics, and personal stories on social media, in your workplace, and within your community.

Engage in Conversations: Start and participate in discussions about gender equity in the workplace. Encourage others to join the conversation and understand the importance of closing the gender pay gap.

2. Support Policy and Organisational Changes

Advocate for Transparency: Push for salary transparency in your workplace. Encourage your employer to conduct regular pay audits and openly share the results.

Support Legislation: Back policies and laws aimed at closing the gender pay gap. This can include supporting local, state, and national legislation that promotes gender equity.

Encourage Best Practices: Promote and support workplace policies that help reduce the pay gap, such as flexible working arrangements, parental leave, and career development opportunities for women.

3. Take Personal Action

Negotiate Your Salary: Be proactive in negotiating your salary and benefits. Research industry standards and come prepared with data to support your request.

Mentor and Sponsor: Mentor and sponsor other women in your industry. Share your knowledge, provide guidance, and help them navigate their career paths.

Continue Professional Development: Invest in your own professional development. Attend workshops, pursue further education, and seek out opportunities to enhance your skills and advance your career.

If you don’t ask, you won’t get

Alex Hanlon from Fairpay Negotiations is presenting at our upcoming ‘How To Negotiate A Pay Rise’ webinar and has a series of blog articles to help you deal with common pushbacks that arise in pay negotiations. Check them out here:

“Negotiating your salary isn’t just about seeking more money; it’s about understanding your value and standing up for what you deserve. Arm yourself with information, be confident in your achievements, and don’t hesitate to have that essential conversation.” – Alex Hanlon, Negotiation Navigator

3 ways employers can take action to end the gender pay gap

Gender Pay Gap Analysis Guide

The WGEA Gender Pay Gap Analysis Guide helps employers to plan and execute a pay and composition analysis in order to identify the drivers of their gender pay gap.

→ Access it here

WGEA Action Planning Tool

The Action Planning Tool helps employers who report to WGEA identify actions they can take to improve gender equality in their workplace.

→ Access it here

Capacity Building Live Masterclasses

WGEA has a series of live masterclasses and learning events to help employers deepen their understanding of workplace gender equality and take effective action to narrow their gender pay gap.

→ Access it here

What next?

As we mark Equal Pay Day in 2024, it’s clear that achieving pay equity in the tech and digital sectors is both a pressing need and a significant opportunity for growth. By understanding the unique challenges in our industry and taking proactive steps—whether it’s advocating for transparency, supporting policy changes, or negotiating confidently—we can all play a pivotal role in driving meaningful change.

Let’s encourage our collective power to bridge the pay gap and ensure that every contribution is recognised and rewarded fairly. Together, we can turn the promise of gender equity into a reality, setting a new standard for fairness and excellence in Australia’s tech and digital landscape.

Join us at our upcoming ‘How To Negotiate A Pay Rise’ webinar

To help recognise Equal Pay Day, and to help you gain invaluable knowledge and strategies to confidently navigate the negotiation process and advocate for your worth, Alex Hanlon from Fair Pay Negotiations will be helping us master negotiation strategies for a successful outcome. Alex is a seasoned executive who brings in depth experience of complex problem solving, strategy development, crisis management and recovery.

Register Today

From Teaching to Tech

Yvonne’s Inspiring Journey from Teacher to Senior Business Analyst

Originally from Ireland, Yvonne Hill now calls Wollongong, NSW, home. She lives there with her husband, three kids, and two dogs. With a decade of experience teaching primary school students in both Ireland and Australia, Yvonne decided to make a significant career transition during the COVID-19 pandemic. Moving from the classroom to the digital industry, she embarked on a journey to become a UX designer through the Mantel Group Flagship Traineeship Program. Today, she applies her user-centric learnings as a Senior Business Analyst at Mantel Group, where she drives innovative solutions across industries like health insurance, retail, and technology.

Yvonne’s interest in becoming a Business Analyst was sparked by a sense of stagnation in her teaching role. To explore new avenues, she began studying Graphic Design part-time, which eventually led her to UX design. Her journey took a pivotal turn at Mantel Group, where she participated in their Traineeship Program in 2021. This 12-week, full-time, paid program was designed to support women and gender minorities transitioning to tech careers. Through on-the-job training and mentorship, Yvonne put her newly acquired design skills to use, ultimately finding her niche as a Business Analyst.

Her background in teaching provided a solid foundation for her transition into the digital realm. The skills she developed as a teacher – working with and helping people, being organised, and fostering creativity – were directly transferable to her new role in UX design and business analysis. These skills enabled her to thrive in environments that demand empathy, structure, and innovative thinking.

However, the transition was not without its challenges. Yvonne recalls the difficulties of feeling like the oldest newbie in the room and the discomfort of stepping into an entirely new industry. She learned to embrace change as a synonym for growth and trusted the process, even when it meant not having all the answers right away. As Nedd B famously said, “You have to get comfortable being uncomfortable.” This mindset helped Yvonne navigate the uncertainties, self-doubt and imposter syndrome that accompanied her significant career shift.

Throughout her journey, Yvonne found solace and strength in the support of friends and colleagues who had undergone similar transitions. The shift into the digital space also brought unexpected benefits. Yvonne now enjoys a much better work-life balance, with the flexibility to work from home and spend more time with her family. Simple pleasures, like being able to pick up or drop off her kids at school, have added immense value to her daily life. Additionally, Yvonne had the opportunity to speak at Design Outlook, an experience that stretched her out of her comfort zone and offered valuable learning.

“Reflecting on my journey, I am proud of my perseverance and willingness to embrace the unfamiliar. If I had any advice for my younger self, and anyone considering a career change, it is to remain calm and accept that it’s okay not to know everything on day one.” – Yvonne Hill

Yvonne’s story is a testament to the power of adaptability and the impact of supportive programs and communities in facilitating career transitions. Her journey from teaching to tech illustrates that with the right mindset and support, it’s possible to transform your career and find fulfilment in new, unexpected places.

Mantel Group Flagship Traineeship Program

Mantel Group’s flagship Traineeship Program, spanning 12 weeks, aims to upskill career transitioners, those returning after a significant break, and individuals identifying as women or a gender minority. They have welcomed participants from diverse fields such as hospitality, nursing, finance, optometry, and architecture, all bringing unique perspectives to our culture.

The program includes an immersive two-week induction, eight weeks of technical skills development, and a chance to practice learned skills in a safe environment on a real-life internal project, supported by a dedicated Mantel Group mentor.

Mantel Group has supported 81 trainees through the programs so far, with 75 people securing permanent roles at Mantel Group. They are also incredibly proud of receiving the 2024 Tech Diversity Award, recognising the significant impact of their traineeship on both Mantel Group and the industry.

Find out more about the Mantel Group Flagship Traineeship Program

Stay tuned for more inspiring stories from our members, showcasing the incredible journeys and achievements of Women in Digital!

The Game Changers: Women in Sport & Tech event, hosted with the support of our partners Cisco and Data #3, marked a pivotal moment in the journey toward inclusivity and innovation in both sports and technology. Set against the backdrop of the Brisbane 2032 Olympic and Paralympic Games, this event highlighted the significant opportunities for women in these fields and explored how we can collectively drive technology collaboration in the lead-up to this global event.

The event was a melting pot of ideas and insights from trailblazing women reshaping the landscape of sports and tech. Our speakers shared their experiences and strategies for fostering inclusivity and diversity, offering a roadmap for how companies, especially those led by women, can drive technological advancements and create more opportunities in the lead-up to the 2032 Brisbane Olympics.

Emphasising Representation and Mentorship

Highlighting the importance of representation, Annie Devitt, Founder at iNSPIRETEK, emphasised the need for more women in non-female-founded companies and on boards and tables. She shared her journey with iNSPIRETEK, demonstrating how she leveraged opportunities to raise funds and hire a (male!) CEO, even after interviewing 30-60 women, promoting allyship and equality. Annie’s story is a testament to the power of representation and the impact of seeing women in leadership roles.

Advocating for early intervention, Thelma Dzwowa, Community Operations Manager at Brisbane Broncos, discussed the necessity of running mentoring programs in schools. By exposing young girls to different pathways and current industry plays, we can inspire them to pursue careers in sports and tech. This early exposure is crucial in maintaining their interest and participation as they grow older.

Adoption of Sports Tech

Technological advancements are revolutionising fan engagement and athlete performance. This technology is now being rolled out across the Brisbane Broncos, with Thelma providing insights into how football tokens and engagement are taking off in Europe, sports betting is booming with an $89 billion market, and fantasy sports are rapidly growing. Holographic technology and AI are customising and enhancing fan experiences, making sports more interactive and engaging.

Promoting Equality and Allyship

Addressing the topic of equality, Elia Hill, Managing Director of Connecting in Consulting, spoke passionately about handling it with eyes wide open. She highlighted the importance of equal prize money, as seen in tennis, and emphasised that we must “get that ladder and lift them up.” Her message was clear: true progress comes from deliberate actions to promote equality and support one another.

“Get that ladder and lift them up”

The Importance of Storytelling

Stressing the power of visibility, Natalie Cook, Founder of The Aussie Athlete Fund, reminded us that “you can’t be what you can’t see.” She emphasised the importance of telling and sharing our stories and by doing so, we create unexpected connections and opportunities. Her journey in fundraising, learning to handle rejection, and persevering is a powerful example of resilience and determination.

Strategic Planning for 2032

Focusing on long-term strategy, Annie shared her insight on how 95% of her revenue comes from international markets. She stressed the importance of starting now for the 2032 Olympics by objectively analysing strategic plans to play a part in the games. Companies must ask themselves, “How can we impact the games?” and align their strategies accordingly.

Opportunities and Challenges

The Game Changers: Women in Sport & Tech event was a celebration of the trailblazers and innovators driving progress at the intersection of women, sports, and technology. By sharing experiences and strategies, our speakers provided actionable solutions for fostering inclusivity and diversity. As we look towards the Brisbane 2032 Olympic and Paralympic Games, it is up to all of us to ensure women are given equal opportunities across both the sports and tech sectors.

Join us in this journey as we continue to advocate for change, inspire the next generation, and celebrate the women changing the game in tech and sport.

Do you know someone who is forging their leadership path? Nominate them for the 2024 Women in Digital Awards!

“Conscious reinvention throughout your career will get you where you need to be.” – Susannah Rosoman, Managing Director at Accenture

In an era where technology drives transformation across all sectors, the need for diverse leadership has never been more critical. Women in Digital recently hosted our Melbourne showcase event “Leadership at Every Level: Forging Your Own Path”, aimed at inspiring and empowering women to break barriers and ascend to leadership roles in the tech industry. The event brought together CEOs and founders from the tech and digital industry, each at different stages of their careers, to share their insights, experiences, and the lessons they’ve learned on their journey to success.

The Current Landscape

Despite women making up half of the Australian workforce, they remain underrepresented in key decision-making roles. According to the Workplace Gender Equality Agency (WGEA), women hold only:

19.4% of CEO positions
32.5% of key management positions
33% of board memberships, and
A mere 18% of board chair roles.

At this pace, gender parity in CEO roles will not be achieved until 2100. This stark disparity underscores the importance of events like Women in Digital, which aim to accelerate progress by showcasing the achievements and strategies of successful women leaders in tech.

Embracing Challenges and Leading Boldly

A recurring theme throughout the event was the importance of embracing challenges and leading boldly. Dr. Morley Muse, Co-Founder and Director at iSTEM Co, highlighted the power of expertise and confidence. She emphasised that being exceptionally good at what you do can overshadow any biases or preferences others might have. This sentiment encourages women to hone their skills and assert their worth, regardless of the obstacles they may face.

In contrast, Nikita Fernandes, CEO and Co-Founder at Fora Health, shared a different yet equally powerful perspective: the value of cautious, considered action. She candidly admitted to feeling fear but emphasised the importance of trusting one’s gut and making bold moves despite it. Her approach resonated with many, underscoring that leadership does not require the absence of fear but rather the courage to act in spite of it.

The Power of Reinvention

Susannah Rosoman‘s (Managing Director at Accenture) journey illustrated the power of reinvention and staying curious. She spoke about the necessity of continuously evolving and surrounding oneself with the right people. This mindset of conscious reinvention ensures that one remains relevant and adaptable in an ever-changing industry.

The insights shared by the panelists provided practical, relatable advice that can be applied by women at any stage of their careers. From knowing one’s boundaries and worth to trusting in one’s value and making strategic decisions, these takeaways were not only inspirational but also actionable.

Building a Future of Inclusive Leadership

At Women in Digital, we believe representation matters. “You can’t be what you can’t see” is more than a mantra; it’s a call to action. The lack of female representation in leadership roles not only limits opportunities for women but also stifles innovation and diversity of thought within organisations. Research consistently shows that companies with greater gender diversity in leadership positions outperform their less diverse counterparts, achieving higher financial returns, greater employee satisfaction, and better decision-making.

The sentiment delivered by the expert panel underscored the transformative power of inclusive leadership. By stepping up to lead at every level, women can drive significant change within their organisations and beyond.

Moving Forward

As we look to the future, it is clear that more needs to be done to bridge the gender gap in leadership within the tech industry. Women in Digital, alongside the work being done by women such as Dr Morely Muse, Susannah Rosoman and Nikita Fernandes, will continue to create platforms for women to connect, learn, and inspire each other. By amplifying the voices and stories of women leaders, we aim to encourage more women to pursue leadership roles and forge their paths in tech.

Do you know someone who is forging their leadership path? Nominate them for the 2024 Women in Digital Awards!

“Impact is the new black” -Jenna Leo, CEO & Co-Founder of Like Family

Global events continue to influence the digital industry in Australia, and the intersection of social entrepreneurship and impactful change has become a focal point for technology-driven companies, especially those that have a high female representation. Recently, our ‘Women in Digital Building a Better World: Women in Tech Driving Social Impact‘ event highlighted this powerful synergy, bringing together remarkable female leaders who are making significant strides in their respective fields. The insights shared during the event were not only inspirational but also a testament to the transformative power of technology and social innovation.

Pioneering Change Through Social Impact

The showcasing of social enterprises and their contributions to sustainability, diversity, and inclusion is vital to understanding how technology can be harnessed to address some of the most pressing social issues of our time. From ending loneliness and social isolation to fostering cultural safety and promoting sustainable practices, leaders within the digital industry have been able to demonstrate the multifaceted impact of social entrepreneurship.

The recent discussions at the Women in Digital ‘Building A Better World’ event highlighted how we can be using technology to drive social impact across diverse communities.

Leveraging Technology to Combat Loneliness and Social Isolation

Voicing her compelling mantra that “Impact is the new black” Jenna Leo, CEO & Co-Founder of Like Family, highlighted the importance of community and human connection in an increasingly digital world. By leveraging technology, organisations are creating spaces where people can find support and companionship, addressing one of the most pressing social issues of our time – loneliness and social isolation.

Creating Inclusive and Supportive Communities

One of the core messages delivered by Lisa Sarago, CEO & Founder of Land on Heart, was the importance of building communities that align with your missions and values. With an emphasis on how creating inclusive and culturally sensitive environments can drive meaningful change, fostering such communities and highlighting the role of technology should be a core driver when connecting people and amplifying diverse voices.

Tackling Complex Problems Sustainably

Another key theme was the need for sustainable solutions to complex problems. Elakkiya Ramarajan, Lead Data Scientist at VAPAR, underscored the growing necessity for tech solutions that consider long-term impacts on both the environment and society. What was also illustrated was how innovation and curiosity can lead to sustainable practices that not only solve immediate challenges but also contribute to a better future.

Insights and Takeaways

With a treasure trove of valuable insights, particularly in addressing unconscious bias and making a meaningful impact as allies in the tech industry, we should all be considering how technology has the power to be a great equaliser, offering solutions to some of society’s most pressing issues.

Building communities that align with our missions and values should allow us to explore ways of creating opportunities that advance diversity and inclusion in the tech sector.

The work being done by organisations such as Land On Heart, Like Family, and VAPAR demonstrates the real-world impact of social enterprises and exemplifies how technology and innovation can drive social change and sustainability, inspiring others to follow suit.

Looking Ahead

As we move forward, it is essential to continue these conversations and build on the momentum generated by the amazing work being done by social enterprises and tech for good projects. By supporting and empowering women in technology, we can collectively contribute to a better, more inclusive world.

The intersection of social entrepreneurship and impactful change offers a promising path forward, one where technology serves as a catalyst for positive social transformation.

Do you know someone who is building a better world? Nominate them for the 2024 Women in Digital Awards!

“Once people are aware of their biases, are open about how those were formed and, how damaging they can be to those who they are directed towards, the path to changing that mindset can begin.”

In August, Women in Digital hosted our annual long lunch, powered by Cisco, on the topic, “The Path to Progress: How we can be better allies on the road to gender diversity”. For this conversation, we pulled together a panel of some of Australia’s top leaders in the Australian digital industry to share share, learn, and discuss how their organisations work to improve gender diversity and how together we can all worth together to create gender parity. The panel included Chio Verastegui (Head of Strategy & Growth, LeapFrog Investments), Michael Reid (Chief Executive Officer, Megaport), Shaden Mohamed (Chief Customer & Marketing Officer, ex SilverChef, Google, Expedia), Antony Stinziani (Chief Information Officer, the City of Gold Coast) and was moderated by Kate Jones (Executive Director, Tech Council of Australia and Advisor, Soda).

So many incredible insights were brought to the surface, particularly from our audience Q&A at the end of the panel. But with so many questions flooding in, we unfortunately ran out of time to answer them all! So we reached out to the wonderful Shaden Mohamed to get her thoughts on some of the top questions from the afternoon.

Here are Shaden’s truly pithy and must-read insights:

What can people do to address people’s misogynistic biases? Are there are any biases you have had to personally overcome?

Recognise they exist, including by those who are well intended. You can’t undo generations of conditioning in one training session. It must be an ongoing dialogue and learning process.

Are there any biases I’ve had to overcome? That, my friend, could be a book series.

What would you say is the first step to increase diversity when hiring?

Ensure the recruitment team have a clear mandate and goal to bridge the gap. What is measured is done.

Secondly, ensure they are trained to identify transferable skill sets for the role, as not all candidates will follow a traditional career path. Especially women who are more likely to take career breaks to be caregivers.

Strong women are often told they’re ‘intimidating’. Are there any quick ways to scale this down?

No. Haha… language or statements like this are another way to punish women who do not conform to the norms attached to gender. Just like the perception that men who do not display strength are considered weak. There is no quick way because these norms are deep rotted into our culture from a young age. Our little boys are told not to cry, or not to ‘act like a girl’. It’s time we stare into these damaging stereotypes head on and find ways to break the cycle.

How can allyship effectively address intersections of gender with other identities e.g. race, ethnicity, sexuality, ability?

Once people are aware of their biases, are open about how those were formed and, how damaging they can be to those who they are directed towards, the path to changing that mindset can begin.

Confidence vs. capability: Do you think hiring managers are truly in tune to the confidence gap in women? How can we work towards bringing men on that journey?

Yes I believe they are. I just don’t think they make allowances for it. How do you tell a hiring manager to hire someone who isn’t confident? Or who presents as less confident? Managers (both men and women) need to help their female team members build that confidence, and there are various ways to do that in the work place, in preparation for that opportunity when it does arise.

What are the top three skills needed for someone wanting to get into the digital space in the next 3 years?

The technical skills (practical and/or theoretical) are critical for digital generally speaking. However in the next 3 years, a focus on AI, analytics and 1st party data management would be the ones I’d foresee becoming even more important. In addition, project management and BA skills will be more important as vendors play an increasingly larger role in transformation.

About the speaker:

Shaden Mohamed is the former Chief Customer Officer at SilverChef who led their Global CX team in Product, Marketing and Customer Success. Recognised by iMedia as one of the world’s top 25 marketing innovators of 2015, Shaden has over 15 years’ consulting and corporate experience in sales, operations, strategy, marketing and ecommerce across APAC, North America and the Middle East.

Prior to her role at SilverChef, Shaden worked at Google, Expedia and the Wotif Group, Backcountry.com, Auto & General and The Travel Corporation over which time she has consulted for a number of Fortune 500 companies across several industry verticals including travel, tech, telco, retail, FMCG, media, finance and automotive. As a business leader, a first-generation Australian and a woman of colour, Shaden has built a formidable career as a woman in digital and is now paving the way for future women in digital while being an incredibly strong advocate for DEI.

Don’t want to miss out on our next event announcement? Subscribe to Women in Digital here.

Camille Socquet-Clerc is the quintessential woman in digital. Originally from France, Camille has always been passionate about marketing and has extensive experience working as a Marketing, Communications and eCommerce Manager within global brands including Michael Hill, Alpha Digital, Mountain Designs and L’Occitane to name a few. We can’t help but be in awe of her career!

In 2019, Camille founded Bloom – an impact investing platform that helps people invest in cleantech and clean energy projects. And just last year, she did that thing that all founders dream (and fear) doing… Taking the leap and leaving full-time employee life behind her to focus all her time on Bloom.

Camille holds a very dear place in our heart at Women in Digital HQ for her passion for diversity in tech and being a long time Women in Digital community member. We were thrilled to chat to her about her career journey from Marketing Queen to impact entrepreneur and diversity ambassador.

These are incredible professional accolades, but tell us, who is Camille the person?

I was born in the French Alps and spent my childhood skiing and being out in nature. As a result, I love being outdoors! I spend as much time as possible hiking, surfing, swimming… But I also love learning and problem solving, which means my work has always had a lot of meaning to me. I am passionate about my work. And as a person, I guess I am a very sensitive person, who loves to connect with people on a deeper level.

What is something that not many people know about you?

I absolutely love dancing. I am that person that will dance until the music stops.

What’s the most useless talent you have?

I used to be a ski teacher, not very useful when you live in Brisbane!

You have recently founded Bloom. Looking back, when did you decide to ‘take the leap’ and put this idea into action?

I decided to go full time when we got accepted into the University of Queensland’s iLab program. It is a competitive and quite prestigious startup accelerator program, which gave me confidence that it was the right time to go all in. At the same time, our community was growing really fast, which also gave me extra validation that I was on the right track and needed to take the plunge. I have to admit as well that my partner has been pivotal, he encouraged me to go all in and accepted the financial risk – I owe him a large part of the courage it took to leave my full time job.

What has been your biggest career challenge and how did you overcome it?

My biggest challenge was to create my own company in a field (financial services) that was new to me. I did overcome my impostor syndrome and doubt by doubling down on work, and making sure that I methodically ticked all the steps to head into the right direction. Surrounding myself with mentors and advisors has been key to giving me confidence and accountability.

What are you currently watching/reading/listening to?

I am passionate about impact investing so one of my favourite podcasts is ‘Good Future‘. I am also a fan of Guy Raz (NPR journalist) so I highly recommend ‘How I Built This‘ or ‘Ted Radio Hour’. I purposefully don’t have Netflix to make sure I spend as little time as possible watching TV, but my guilty pleasure is “Adventure Time” – An American fantasy animated series. It’s incredibly witty and cute and only last 10min per episode – perfect after a long day of work.

Who is your professional inspiration?

I admire other female founders who have done really well in the green-tech field such as Katherine McConnell, Founder & CEO of Brighte. In general, my inspiration comes from entrepreneurs who have been bold in their vision and who are driven by making a positive impact.

What’s on repeat with your work playlist right now?

I don’t work with music – I need deep focus to do my work. In the past I actually suffered in noisy open-plan office environments! However I listen to music everyday when I run in the morning – I love the ‘Discover Weekly’ playlist on Spotify, always new things to discover and energising music to raise my energy levels and motivation.

What’s your most recommended Business/Marketing resource?

I love everything Harvard Business Review (podcast, magazine, website) – because it is nuanced and backed by research most of the time.

I recommend the book ‘Talking to Humans‘ (a practical guide to the qualitative side of customer development) by Frank Rimalovski and Giff Constable. This is one of the best resources I have come across to build my startup. Talking to your customers is so simple YET so few people truly do it. To me this is a skill and resource that should underpins any other business or marketing strategy.

From global brand names to Australia’s largest cleantech startup accelerator, how did this transition evolve?

My career took a turn in 2018, when I started learning more about Climate Change. I could no longer reconcile working for an industry that did not actively provide solutions to the climate crisis. As soon as I made the decision to be aligned with my value, a Communication Manager role at EnergyLab was advertised and I knew it was my chance to do the work I was meant to be doing.

What do you think can be done to improve diversity in the digital industry?

We need leaders and people in position to hire to develop progressive HR and diversity policies. We need leaders to educate themselves on the many benefits of diversity (Women in Digital activities and events are a great place to start!) – there is now overwhelming research linking diversity and performance for businesses, there is no excuse for any leader in business to be passive on this matter.

What technology development is most exciting to you at the moment?

I am excited by blockchain for its potential to create more transparency in supply chains and revolutionise the way people consume energy across the world.

What is next for you?

Launching our App later this year! For now people can sign up to our waitlist here.

A big thank you to Camille for taking the time to chat with us. If you haven’t already, go ahead and follow Camille on LinkedIn and learn more about starting your climate impact investment journey with Bloom here.

Want to see more career spotlights on incredible women in digital? Head over to our socials and follow us on LinkedIn, Facebook and Instagram.

Insights from the WID Squiggly Careers Evening…

The following points are my squiggled down reference notes from an interesting Women In Digital International event that I attended in February 2020. The topic was Squiggly Careers with guest speakers Bernadette Stone, Zoe Caplen-Black and Karen Whiteford.

I picked upon a few common themes as I listened to these three distinguished female professionals during the course of the evening. Throughout their squiggly careers they have retained their positive attitude and embraced the change that was thrown their way. I won’t try to summarise their stories, rather expand on a few points that I found particularly interesting.

Look after people and all the rest will follow

From the outset, my handwriting couldn’t keep up with all the golden nuggets of information Bernadette shared about what was important to her as a successful leader. Her message, put quite simply; look after people and all the rest will follow. As a leader myself, I strive to surround myself with the best; people that embrace change and have a desire to keep learning. Surrounding our self with the best, as an example, could mean hiring people that are better than ourselves in the areas we need knowledge in. As I continued to listen and squiggle down note after note, I couldn’t help but feel a sense of relief knowing that we don’t have to feel as if we have to ‘do it all’. Whether that be in the home or in the workplace, we tend to juggle and forget to ask for help. Be kind to yourself, give yourself a break. Hiring people with strong leadership and EQ will prevail over capability sets when faced with challenging situations.

Choose values, skills and capabilities and NOT role titles

As a Program Manager by trade, I live and breathe project plans so it’s probably no surprise that I used to have a career plan in my 20s. That was until I actually hit my goal. What then? I found myself unsure of where to go from there because I was searching for a specific role title to put ‘in the plan’, yet I knew it was important to keep planning to help stay driven and focused. Bernadette, Karen and Zoe, all suggested that when career planning, stay away from choosing specific role titles and focus on what values, skills and capabilities sets you’d like to acquire, what it is that you want to achieve from the role and what you want to do, rather than exactly what it is. With that in mind, start to think about what makes you happy and what you’re good at. Do what you believe in. Do what you love. If you focus on your strengths, then you are more likely to shine. Although it’s good to have a career plan, ensure you’re continuing to scan, internally (self) and externally (market), not for the purpose of jumping ship but to validate you’re still on the right track – plans change, and so do you. If you hit a roadblock within your plan, remember that failure isn’t fatal. In fact, it can quite often be seen as an opportunity, at the very least for learning how to do things differently next time. If what you tried didn’t work, jump back in and start again. The failures will have taught you a lot and have helped define what your ‘non-negotiables’ are when looking for that next role. Don’t lose confidence with a failure. Communicate your value proposition with the value you are bringing to the next opportunity. When that time comes, ensure you are interviewing the organisations as much as they are interviewing you.

Don’t forget to acknowledge your current success (it’s not all about the next big move)

While executing this career plan, it’s important to self-reflect and remind yourself that ‘this’ is what you wanted. My husband reminds me of this often, as many years ago I wrote on my career plan that I wanted to be a project coordinator, then project manager and now a program manager. It seemed so far away at the time but before you know, through a combination of steps, you’ve reached your goal and onto the next challenge. So, remind yourself that ‘this’ is what you wanted, don’t forget to acknowledge the success rather than continuously trying to get to the next big move.

Choose a mentor that will challenge you to grow

The other person to assist with career planning is a mentor. Quoting Zoe “don’t just choose a ‘carebear’ mentor”, choose someone who will help you critically think and improve. Although it’s important to have inspiring people around you who make you feel good, choose someone who tells the truth, always pushing you to the next level. Seek diversity in guidance. This person might also be able to help you define what your non-negotiables are when looking for the next role.

Bring everyone along on the journey to diversity

Lastly, and maybe an apt way to finish the Women In Digital International event as we near International Woman’s Day, it was interesting to hear where the Q&A honed in on. There was a strong focus from the audience’s question on the importance of equality. Specifically, how can we find ways to learn from our male colleagues and leaders and involve them in diversity and equality conversations. We need their help. We can’t and shouldn’t do this alone as we have a lot to learn from each other. I felt that was an insightful way to end a jam-packed evening as Women In Digital International actually have a strong focus to include both male and females on their Board, within their speaker selections and in their event attendance. Let’s keep the diversity of thought alive by inviting your Man-bassador along to the next event!

Words by: Julia Morton

For more information on upcoming community events, follow our Women in Digital Facebook page.

Inspired. Motivated. Focused. Three words summarising how I felt walking out after two days at the Liquid Learning, Women in ICT and Digital Leadership Summit 2019.

I’m Emma Judd, Group Marketing Manager at Place Design Group and I was the lucky winner of the Women in Digital LinkedIn competition, to attend this Summit from July 23 2019 to July 24 2019.

You may have seen, I took over the @womenindigital Instagram Stories for the duration of the conference and can view my stories on their highlights here.

While it was two days jam-packed with an amazing lineup of speakers, the below will give you a brief insight and share some knowledge nuggets and relatable advice I personally took from this event.

DAY 1: 23 July

On day one of the summit we heard from some fantastic speakers, with the line-up including:

Joanna Murray, Program Manager, Transformation & Innovation, Boral
Chris Locke, Chief Information Officer, Flight Centre
Deb Assheton, Expert Facilitator, The Amplify Group
Wendy Bryant, Chief Information Officer, Transport for NSW
Keli Saville, Regional Head of Data, AsiaPac, Vanguard
Niamh Collins, General Manager, Digital, HFC
Jade Carson, Director, IT Investments, Department of Education & Training
Kirsty McKay, Group Manager, Program Delivery & Digital Transformation, Coates Hire
Katie Payten, Director, Technology Assurance & Governance, Australian Securities & Investments Commission
Kylie McLean, Chief Digital Officer, Australia & New Zealand, IBM
Simon Noonan, Chief Information Officer, SportsBet

The first day, the first speaker at a conference is always exciting and generally sets the tone for what you can expect and Joanna Murray, Program Manager, Transformation & Innovation at Boral, did just that.

Setting us up for the day, Joanne asked us to reflect back to the start of our careers. Did we know what we wanted to be, and how we planned to get there? I know myself. I definitely had a plan and thought it would go a certain way but reflecting back, it was actually a very different path I’d taken. I think this is a really positive thought to reflect on, especially if you are a mentor or in a leadership role guiding your team through their career journey.

My favourite quote from Joanne’s presentation was, “Great leaders don’t think they’re great; great leaders think they’re human.”

From career reflection to career reflecting. Chris Locke, Chief Information Officer, Flight Centre, shared some great career advice which I’ve shared below:

Don’t be afraid of trying different things in different industries
Make a plan and make it happen
Be resilient, but patient
Get experience – think outside the square

This was also a lovely flow into the third speaker, Deb Assheton, Expert Facilitator, The Amplify Group, who spoke on the importance of true self-confidence, the value of vulnerability and gratitude along with self-awareness.

A nice reminder that Deb left us with was that the struggle ends where gratitude begins. Practising daily gratitude makes us 5-10% happier, and costs us nothing.

“What are you grateful for today?”

I think one of my favourite, most thought-provoking parts of the day was Wendy Bryant’s presentation. Wendy Bryant, Chief Information Officer, Transport for NSW, spoke on ‘Unconscious Bias’. To explain this, Wendy made this really relatable asking us all to discuss at our tables if there were any roles we automatically associate with a man or a woman; knowing perfectly well that both genders actually worked in that particular role. For example, when one thinks of a pilot, a doctor, a nurse or a kindergarten teacher, does one stereotype a particular gender? Needless to say, most people, by default of unconscious bias, did so.

Wendy also reflected on her time as the only woman in an IT team working with all men. She refused to be the ‘cake cutter’ at workplace celebrations, as the default was to ‘leave it to Wendy because she was the woman’. Reflecting on our own workplaces, I feel there is so much that can be consciously done or implemented to improve this default gender bias. Some ideas Wendy shared with us included:

Unconscious bias training
Focus on bias in AI – change your Siri voice to male
- I found this topic extremely interesting. Here is an article from Google that discusses it in more detail.
Specific actions on diversity in hiring processes and opportunities

Post lunch, we returned to the room for a panel discussion on ‘Whether work-life balance is possible?’. And great news – it is! And here are the panellists’ top tips for making it happen:

Find what works for you. If you play a sport or enjoy gym as an outlet – prioritise that and make a routine that works.
Plan holidays in advance and stick to them – If you’re busy, it’s easy to not plan your downtime, but time with family and friends is important. Book it in. Booking it in advance gives you something to look forward to.
Don’t hesitate to raise your hand if you need help. A great tip. Learn to delegate and ask those around you for help when needed.
Work smarter using smarter working techniques. Again something to Google, but what it comes down to is the fact that we all have 24 hours in a day. Use them wisely. The one thing money can’t buy is time.
As women in leadership, WE need to support flexibility. This is so important. If your team comes to you wanting to discuss flexible working options, be the change. Listen to their request and see what may be possible.
Flexibility in the workplace. Break down the barriers and become outcomes-based. This is such a positive and practical way to frame this thought process, as just because someone sits at their desk all day, it doesn’t mean they are being any more productive than someone working from home. Change the focus to be on outcomes, not on the number of hours sitting at a desk, and encourage flexible working arrangements.

The final two presenters for day one, Kylie McLean, Chief Digital Officer, Australia & New Zealand, IBM and Simon Noonan, Chief Information Officer, SportsBet, touched on workplace culture. Kylie really drove home the message that as leaders, it’s so important to create a culture that gets your team to thrive. This was a fantastic leeway into Simon’s Case Study around transforming workplace culture, with SportsBet as an example. Honestly, SportsBet sounds like an amazing place to work with a fantastic culture. Guided by its purpose, and underpinned by its values, SportsBet doesn’t just have its values hung on the wall; they live its values, which makes all the difference.

DAY 2: 24 July

Inspired from day one, excited for day two and it did not disappoint. The fantastic line-up of speakers included:

Stuart Harrison, Chief Information Security Officer, Medibank
Megan James, Chief Executive Officer, Australian Data Centres & President, Women in IT & Communications
Arabella Macpherson, Founder & Communications Coach, Resonate Communications
Jade Carson, Director IT Investments, Department of Education & Training
Brendan Mills, Chief Information Officer, NIB Health Funds Limited
Sarah McCullough, Head of eTech Operations, Essential Energy
Kathryn Porter, Director, Customer Experience, Cisco
Joyce Harkness, Chief Information Officer, Avant Mutual Group Limited
Kirsten Murray, Director International, Faculty of Engineering & IT, the University of Technology Sydney
Catherine Nolan, Director & Principal Coach, Gender Gap Gone

Stuart Harrison, Chief Information Security Officer, Medibank, kicked-off day two proceedings by sharing some words of wisdom about realising your leadership potential. A key theme that came through reflecting on day one was to show vulnerability. As leaders, you do need to stay strong for your team, but vulnerability is not a sign of weakness, but a sign that you are human. Showing vulnerability can often lead to building rapport and relationships with your team. A really lovely reminder for all leaders.

From the importance of vulnerability in leadership to the importance of resilience as leaders. Resilience was the topic Megan James, Chief Executive Officer, Australian Data Centres & President, Women in IT & Communications, covered in her personal career journey she shared with attendees. Megan is a very inspirational woman, and since the conference, I have shared parts of her story with many of my colleagues. They say you may not remember what people say, but you will always remember how they made you feel. In this case, I remembered what Megan said because of how it made me feel and how much it resonated. If you get the opportunity to hear Megan speak, I would highly recommend you take it and hear her story first-hand. I will share my key takeaways from Megan’s presentation below and hope you take some inspiration from this too:

Stay in your lane and stand up for what you believe in – no matter what
Always hold true to your values – above all else
Value your soft skills – emotional intelligence
Be present and always show up
Everyone has a story – so listen
Engage with people – see how you get the best out of people – allow the creative opportunity
Don’t compromise on any of the above

As leaders and mentors, it’s always useful to have references or tools to provide the best possible guidance and advice to enable meaningful conversations with your teams and mentees. Arabella Macpherson, Founder & Communications Coach, at Resonate Communications shared with us some great tips for unleashing your power as a mentor. I’ve summarised them below:

Coaching
- Ask questions
- Make suggestions
- Share experiences
Chunking
- Use chunking to open up or delve deeper into topics
Matching
- Give all of your attention
- Match 60%: physically and vocally
- Repeat words and phrases back to show acknowledgement

Towards the end of day two, the discussion changed to be more around the future of work. Jade Carson, Director of IT Investments, Department of Education & Training, spoke passionately on the topic of engaging and attracting future female leaders to IT roles.

Some ideas and strategies Jade touched on started right back at engaging young girls to show interest in IT. Whether that be at home, at school or at play. It’s also about attracting girls and women to a career in IT by changing the image/perception of tech, promoting meaningful careers and addressing the unconscious bias. On top of this, growing the focus on the culture around tech, closing the confidence gap through training and education and having strong female mentors or sponsors will help attract female IT talent. Jade concluded that we should keep a focus on culture being equitable and reflective of diversity. And that job design or redesign for flexibility is important. Overarching, she highlighted female role models across the IT industry is key.

Continuing the future of work discussion, panellists’ thoughts covered:

The importance of business and IT partnerships – with the increase in technologies in the workplace, it’s important for businesses and IT leaders to work closely for the best possible outcomes
Portfolio careers – showing depth and breadth of experience
Being location agnostic – it’s not about where you’re physically working from. With technology, you are enabled to work from anywhere. This also ties into the earlier discussion around being outcomes focused.
Gig Economy – presents great opportunities but also new challenges

And that’s a wrap! Catherine Nolan, Director & Principal Coach, at Gender Gap Gone, was our facilitator across the two-day summit and presented a great summary of the insights from across the event. A few practical tips she left us with include:

Create a Vision Board – use Pinterest or Canva to get started. If you see it, you’ll achieve it.
Create your 40-page resume – a dumping ground for YOU only. List examples as they happen so that when the time comes, you have the content and are ready to apply for that dream job.
Watch the Amy Cuddy Ted Talk – ‘Your body language may shape who you are’

There were honestly so many fantastic insights and inspirational moments over the two days. I hope this blog post shares just some of that post-summit magic with you all.

Thank you for reading.

Emma Judd

Instagram: @emajudd

LinkedIn: https://www.linkedin.com/in/emajudd/

Do you have more insightful leadership tips? Share them in the comments below.

Older Posts