A full recap of our Meet the C-Suite Brisbane Event

The Meet the C-Suite event, powered by QUT Entrepreneurship, brought together aspiring professionals and Brisbane’s top tech executives for a series of group mentoring sessions. These sessions provided an invaluable chance for participants to gain insights from seasoned leaders, helping to shape their career trajectories. Throughout the night, one theme resonated clearly: the importance of mentorship in career growth.

The Value of Mentorship in Career Growth

Mentorship is more than just receiving advice; it’s about having a trusted guide to help you navigate your career path, identify opportunities, and avoid potential pitfalls. A good mentor can accelerate your growth by offering perspectives shaped by experience and offering the support needed to thrive.

Angela Jones, CIDO at Workcover QLD, spoke to this directly:

“There’s no secret sauce to building high-performing teams, but having a vision creates connection, clarity, and kindness.”

This kind of vision and connection is what great mentors can help cultivate in rising professionals. Through shared experiences, mentors can help mentees recognise that they don’t have to fit a mould to be successful. Angela encouraged participants to not count themselves out for roles, even if they felt underqualified.

Thriving in a Relatable Environment

In any career, the culture of your workplace can greatly impact your personal and professional well-being. Angela Ryan, CIO at Auto & General, reinforced the idea that since so much of our confidence comes from our jobs, it’s important to find an environment that understands and supports this.

“For better or worse, we get a certain amount of confidence from our jobs. It’s important that the culture of the workplace understands that.”

Workplace environments that foster trust, transparency, and inclusivity allow individuals to thrive. Leaders like Tracy Whitelaw, CDO at LGAQ, emphasised the importance of building relationships to create these environments. Her approach of connecting with each team member through regular coffee catchups exemplifies how strong relationships foster a thriving work culture.

“At my level of responsibility, my job is about relationships. Clear is kind—be direct when giving feedback.”

Growing Your Career and Building Confidence

Mentorship also plays a key role in building confidence. Often, we may doubt our qualifications for certain roles, as Angela Jones mentioned, but mentors help challenge those doubts. Offering clarity on where strengths lie and how they can be applied, mentors can propel individuals into new opportunities.

Karishma Darr, CIO at CleanCo, reminded attendees of the importance of taking risks in their careers:

“Sometimes you feel like you are failing, but you have to take the risk to make it work.”

This sentiment was echoed by Dr. Joni Sytsma, CTO at iLAuNCH, who offered a unique perspective on failure:

“Failure is what success smells like.”

Both leaders encouraged participants to see failure not as a deterrent but as a stepping stone to growth. This shift in mindset is essential for career advancement, and mentors can play a vital role in fostering this outlook.

Leading with Transparency and Trust

Several of the mentors spoke to the importance of transparency, direct communication, and building trust in teams. Remona Murugan, Head of Technology Platforms at Rio Tinto, emphasised that clear and direct feedback is essential for cultivating trust within teams. For her, storytelling is a key tool when leading teams and connecting with stakeholders.

“Transparency and clear, direct feedback create trust.”

Remona also shared her strategies for balancing professional demands with personal commitments, such as dedicating thinking time and prioritising family dinners—an important reminder that success also involves setting boundaries. “Dinner with family is non-negotiable.”

Leaders like Wendie Lee, CPO at Flight Centre Travel Group, echoed these thoughts, emphasising the importance of asserting your worth, while managing expectations clearly.

“Know your worth and fight for it. When you can’t employ people into your team, you must develop your team, or your team won’t be set up for success.”

Her advice to ask for what you want also struck a chord. She encouraged participants to speak up for their needs, as leaders may not always know them unless explicitly communicated. “Ask for what you want—your leader doesn’t know if you don’t ask.”

Career Growth Requires Intentional Leadership

The mentoring sessions also provided deep insights into intentional leadership. Juliet Alabaster, COO at BEDA, highlighted the importance of continuous professional development, particularly focusing on honing soft skills to enhance leadership effectiveness.

“Soft skills are important. Being able to flex is key.”

Alexa Kane, CCO at Felix also shared advice on becoming more data-driven and commercially focused in leadership roles. Her emphasis on observing before stepping in to offer insights and ideas encourages intentional, thoughtful leadership.

“Being data-driven and commercially focused is critical, particularly when presenting insights.”

Final Thoughts

The Women in Digital Meet the C-Suite event was a powerful reminder of the importance of mentorship, not just for professional development but for personal growth. The insights shared by the Brisbane tech executives provided invaluable guidance on building relationships, taking risks, thriving in supportive environments, and navigating the path to leadership.
This event was a testament to the power of community and mentorship in shaping future leaders. We’re excited to see how these conversations will inspire career growth and create lasting impacts within our community.

Become a Women in Digital Member

Are you passionate about connecting with like–minded humans? Is professional development important to you? Do you want to take active steps towards creating your own career opportunities? Welcome to Women in Digital’s Individual Membership!

Whether you’re looking to expand your circle, score your next promotion, build professional recognition, return to the workforce, make a pivot in your career, or shape the future for women in digital or more broadly, the future of technology… we want to help YOU achieve your goals with the support of our welcoming community.

Become a Member

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.

The Juggle Is Real: Insights from Our Perth Event on Finding Balance

Women in Digital made its debut in Perth in August, and what an incredible evening it was! Hosted at The Melbourne Hotel, the event brought together some of Western Australia’s most inspiring female digital leaders to discuss a challenge facing many of us: finding balance in our personal and professional lives.

The panel, powered by our new corporate members auDA and delivered in collaboration with WiTWA, featured insights from Esther Anderson (Founder and Digital Strategist at Teck Design & Marketing), Bec Nguyen (Founder and Director at Upbeat Digital), and Tina Ambrose (Co-Chair at Women in Technology WA Inc.). Moderated by Andrew McCallum, the discussion was as enlightening as it was empowering, offering attendees practical advice and a sense of solidarity in their shared experiences.

Our Top Three Takeaways:

💡 Have Empathy for Yourself

One of the most resonant messages of the evening was the importance of self-compassion. In a world that often demands perfection, it’s easy to be hard on ourselves when we fall short. The panellists reminded us that it’s okay to acknowledge our limits and to treat ourselves with the same kindness we would extend to a friend. Balance starts from within, and that means prioritising our well-being just as much as our responsibilities.

💡 No One Size Fits All When It Comes to Balance

The quest for balance is deeply personal, and what works for one person might not work for another. The panellists shared their unique approaches to managing the many demands of life, emphasising that there’s no universal formula. Whether it’s structuring your day differently, seeking support, or redefining success on your terms, the key is to find what works best for you.

💡 When It Does Come Time to Stop or Take a Break, Don’t Let Work Into Your Safe Space

In our daily lives, the lines between work and personal life can easily blur. The panellists stressed the importance of protecting your personal time and space from work intrusions. Whether it is setting boundaries with your devices or creating a physical space where work is off-limits, maintaining this separation is crucial for recharging and preserving your mental health.

The evening wasn’t just about listening—it was about connecting. The energy in the room was palpable, and it was clear that everyone left feeling a little more empowered and inspired.

Looking Ahead

This event was just the beginning of our journey in Perth. As we continue to grow, we’re excited to bring more opportunities for connection, learning, and support to women in digital across Australia. Stay tuned for more events, and if you missed this one, don’t worry—there are plenty more chances to get involved.

Thank you to everyone who attended, and a special thank you to our panellists and partners, auDA and WiTWA, for making this event possible.

Here’s to finding balance, together.

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

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 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!

“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.

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