30572_Kao Data Critical Careers_Pages - Flipbook - Page 78
What are the challenges you’ve faced as a
woman in the industry?
What are the unique perspectives women
bring to the industry?
he biggest challenge has always been balancing childcare, maternity
leave, and the gaps they create in a career, but that’s not unique to this
industry. I’ve always had a project going, even while on maternity leave
so my con昀椀dence and connection to work never fell off a cliff. Having said
that, juggling childcare with a growing career, especially in the early days of
motherhood was a huge weight.
T
his is a funny one because I believe in the individual vs their gender and
that everyone brings their unique qualities to the table. In general, women
might be perceived as less risk-averse and perhaps more oriented towards
fostering harmony, but it’s essential to remember that these traits aren’t universal to
all women, nor are they absent in men. It’s really about what each person brings to
their speci昀椀c role.
T
Early on, I was cautious about discussing my kids too much at work, worried it
might impact how I was perceived professionally. As I got older, I got more sure
of my capabilities and I’m better able to have con昀椀dence in the outcomes and
impact of my work. I’m more assured to be myself, warts, mistakes, and all, but I
know that comes from experience, authority and my own mindset and it’s not the
case for all.
In my own experience, I’ve seen how having a mix of people from different
backgrounds, genders, and ethnicities can signi昀椀cantly enhance the dynamics within
the data centre industry. It’s not so much about generalizing what women or men
might bring, but rather appreciating the value of thinking differently - cognitive
diversity. The more varying voices get the opportunity to input, the more innovative
and effective solutions can be.
The sentiment is shifting across many industries too, not just ours, which is a
huge help. Now, it’s common to discuss family openly at work, which is a huge
change. Arranging meetings for 9.15am around the school run or staying home
for a sick kid is now as likely to be a man in the workplace as it is a woman.
Younger generations of men and women are prioritizing better life balance,
which helps normalize these conversations and level the playing 昀椀eld.
If you have a diverse looking group of people, educated in the same types of
universities, sitting in the same meeting rooms and companies year after year, that’s
not diversity of thought. People of different backgrounds, experiences, emotions,
risk pro昀椀les, up-bringing – that’s where we can get real diversity.
Work 昀氀exibility has been a game-changer, too. I’ve had the opportunity to
work from home long before it became a standard practice, which has been
invaluable. And it’s not just me—this 昀氀exibility is something that bene昀椀ts
everyone and is increasingly demanded across the board. It’s especially
supportive of women and minorities, balancing the scales more than ever.
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Being conscious of including people who think differently—whether that’s due to
gender, ethnicity, or any other factor—is crucial. When we consciously diversify our
teams, it brings a broader range of experiences and perspectives that challenge the
status quo and push the boundaries of what we can achieve in data centres.
This isn’t just about having diversity for the sake of it; it’s about leveraging that
diversity to enrich our strategies and outcomes.
