Demand for Diverse Perspectives: Women Leaders in SAP and Tech
What an honor it was to moderate Tuesday’s keynote panel hosted by SAPInsider. They made the bold decision to open up their virtual event focused on the topics of diversity and inclusion and driving progress for women in leadership roles, particularly in the tech industry. Joining me were four amazing women with diverse perspectives who offered concrete advice that wrapped around their amazing experience in the tech field:
· Ada Salas: Director, IT Process Owner for Manufacturing and Supply Chain; Merck KGaA
· Alison Biggan: Chief Operating Officer, Marketing COEs & Operations; SAP
· Judith Williams: Head of People Sustainability and SVP, Chief Diversity & Inclusion Officer; SAP
· Mervi Lampinen: Senior IT Executive; MSD Merck Sharp & Dohme GmbH
Leaders, indeed. These are groundbreaking individuals who are making a positive difference in our world.
Mervi speaks eight languages and has the most diverse team in her company, in gender, and based on a composite of seven nationalities. Ada has experience in IT and digital transformation and leads the women@IT network at Merck KGaA, now 400 strong and growing. Among Judith’s many accomplishments, she was instrumental in implementing Google’s widely praised unconscious bias training program, which was the first to call out hidden prejudices as a major contributor to the systemic lack of diversity in tech. Alison was instrumental in the innovation and launch of SAP HANA in 2010, a major accomplishment, and is an advocate for the power of diverse teams to improve business results. She has been active in sports marketing and is passionate about youth sports and the power of teamwork and competition.
These ladies shared experiences, spoke about why there is a lack of female leaders, and gave some invaluable practical advice, including the following:
- It all starts with flexible policies and awareness that one-size-fits-all office hours don’t work for today’s modern workforce. Did we really need a pandemic to give us the ability to work from home and have flexible schedules?
- They emphasized the importance of mentorship and sponsorship, and the important distinction that one can’t ask for sponsorship — it is earned. In seeking mentors, be clear about what you’re seeking from the relationship and have mentors both inside and outside the company.
- Hire not just for what’s needed in the role but what’s needed in the team. One can’t have a team of 12 quarterbacks — you need diverse skills with the ability to play different positions. Each position is different, with its own merits. Round out the team and make sure you bring in what the team needs.
- Start programs early — reach back into schools to nurture interest in STEM subjects. Encourage girls, in particular, to participate in STEM programs with other girls. With support, they can do it.
- Measure diversity and inclusion just like you’d measure sales. Solve for it like you would any other business problem. There’s an old saying that what gets measured gets managed. Do the same with these goals: Make sure they’re visible and don’t forget the “A word”: accountability.
- Women can let go and let things get done a different way, especially at home. We don’t need to control all outcomes — our husbands or partners will do just fine if we let them.
There was so much more. I hope this is the beginning of a powerful conversation and one that goes on and on. And more so, I hope that it is not just a conversation but the catalyst for lasting change in the field of women in technology in leadership roles.
SAPInsider — amazing job today, creating the forum for this discussion. May it last and last and last, and may it bring lasting change.
Check out the recording of the session here!