Insights Unlocked Podcast: Actionable Tips on Empowering Women in Tech

Release Date: January 20, 2025

Introduction

In this compelling episode of Insights Unlocked, hosted by Leah Hogan, the conversation centers around empowering women in the tech industry. Recorded at the highly attended Human Insights Summit in October, the panel features distinguished leaders—Stacy Sherman, author and advisor at doinc Xright; Alida Joyce, UX Researcher at Google Cloud; Monique Lalonde, Director of Product Design at REI; and Leah Hogan herself, Principal of Experience Research Strategy at UserTesting. The discussion delves into critical areas such as closing the gender pay gap, increasing leadership representation, and enhancing mentorship opportunities for women in tech.

Closing the Gender Pay Gap

The panel opens with a stark revelation about the persistent gender pay gap. Monique Lalonde highlights, “Women earn 84% of what men do, $10,000 less annually, and the gap has remained nearly constant for a decade” (02:25). The conversation swiftly moves to actionable steps to address this disparity:

• Corporate Strategies: Stacy Sherman shares her experience in leadership roles, emphasizing the importance of establishing core competencies and consistent pay banding across roles. “We worked with our HR team to set clear expectations for professional development and ensure fair compensation” (04:02).

• Individual Approaches: Alida Joyce advises women to advocate for themselves proactively. “If your corporations aren't giving you what you're looking for, always be looking elsewhere... staying competitive and moving around can help” (02:25). Leah Hogan echoes this sentiment, encouraging women to negotiate their salaries assertively. “When negotiating that first offer, ask for more money. Men almost always ask for more, and women may be one out of five” (03:07).

• Legal and Organizational Support: Leah also points out the significance of leveraging pay equity laws. “A colleague requested her pay be evaluated and received a 10% raise by asking HR to evaluate her pay in the market” (03:07). She recommends asking companies about their pay equity measures during the hiring process.

Increasing Leadership Representation

Transitioning to leadership, the panel discusses the underrepresentation of women in senior roles. Monique Lalonde states, “Women hold only 35% of senior leadership roles, although they make up 58.4% of the workforce” (05:30). The panelists propose several strategies to bridge this gap:

• Company Culture and Leadership: Leah Hogan emphasizes the impact of having women in top roles. “Companies that have had a woman CEO at one point tend to have more women in leadership” (06:31). She advises women to assess a company's leadership diversity when considering employment and to communicate their leadership aspirations clearly to management.

• Personal Support Systems: Stacy Sherman highlights the importance of balancing professional ambitions with personal life. “You need to have a supportive partner and a real plan around managing responsibilities to be successful in the office and at home” (08:16). This balance is crucial for women pursuing leadership roles while managing family responsibilities.

• Self-Belief and Visibility: Monique Lalonde reinforces the idea that women should not self-limit their aspirations. “It's not either or, it's both. You can have your career and be in a leadership role in your family” (09:37). Encouraging women to believe in their capabilities and express their leadership intentions is vital for increasing representation.

Enhancing Mentorship and Sponsorship

A significant portion of the discussion focuses on the role of mentorship in advancing women's careers. The panelists agree that effective mentorship can bridge gaps and foster career growth:

• Proactive Mentorship Seeking: Alida Joyce advocates for accessible mentorship. “Find people... talking to me is like therapy” (11:15). She emphasizes active listening and understanding mentees' goals.

• Structured Mentorship Approaches: Leah Hogan suggests being specific when seeking mentors. “For example, 'I want to grow my career into a leadership role. Could you help me develop my presentation skills?'” (12:15). She also encourages seeking male mentors for diverse perspectives and sponsorship.

• Creating Mentorship Opportunities: Stacy Sherman and Monique Lalonde discuss the importance of building connections and communities. Monique shares her initiative of creating a LinkedIn group, “Women Leaders Making a Difference,” to foster support and networking (13:38).

• Effective Mentorship Practices: The panel underscores that mentorship is a two-way street requiring commitment. Monique Lalonde advises mentors to be skilled in giving feedback and mentees to be open to constructive criticism. “If you're the recipient, learn how not to totally take feedback personally” (16:45).

Concluding Insights

The panel concludes with an emphasis on continuous learning and self-reflection. Stacy Sherman encourages introspection after interactions, asking, “What did I learn? How did I get smarter?” (16:01). This practice helps individuals grow and extract value from their mentorship experiences.

Key Takeaways

1. Advocate for Pay Equity: Women should negotiate salaries confidently and utilize legal frameworks to ensure fair compensation.
2. Foster Leadership Opportunities: Organizations must cultivate inclusive cultures that support women in leadership, while individuals should actively pursue and communicate their leadership aspirations.
3. Enhance Mentorship Systems: Both formal and informal mentorship initiatives are essential. Mentors and mentees should engage proactively, with clear goals and open communication.
4. Balance Professional and Personal Life: Supporting structures, such as partners and flexible work arrangements, are crucial for women navigating leadership roles alongside personal responsibilities.
5. Create and Participate in Supportive Communities: Building networks and communities, both within and outside the workplace, can provide the necessary support and resources for women to thrive in tech.

Conclusion

This episode of Insights Unlocked offers a wealth of strategies and personal insights aimed at empowering women in the tech industry. By addressing the gender pay gap, advocating for greater leadership representation, and enhancing mentorship opportunities, the panelists provide a roadmap for creating more equitable and supportive workplaces. Whether you’re at the beginning of your career or aiming to shape the culture of your organization, the actionable tips shared in this discussion are invaluable for driving meaningful change.

For more episodes and insights, visit usertesting.com/podcast and subscribe on your preferred podcast platform.

Timestamps:

• [02:25] Monique Lalonde on Gender Pay Gap Statistics
• [03:07] Alida Joyce on Corporate Limitations and Self-Advocacy
• [04:02] Stacy Sherman on Core Competencies and Pay Banding
• [05:30] Monique Lalonde on Leadership Representation Statistics
• [06:31] Leah Hogan on Company Culture and Leadership Diversity
• [08:16] Stacy Sherman on Balancing Professional and Personal Life
• [09:37] Monique Lalonde on Self-Belief and Dual Roles
• [11:15] Alida Joyce on Accessible Mentorship
• [12:15] Leah Hogan on Structured Mentorship Approaches
• [13:38] Monique Lalonde on Creating Supportive Communities
• [16:01] Stacy Sherman on Continuous Learning and Introspection
• [16:45] Monique Lalonde on Effective Mentorship Practices