August 2011 Archives

Nikki Walker, diversity & sustainability director at Cisco Europe guest blogs for WITsend. Nikki joined Cisco in 2009 and won the inspiration of the year award at the 2011 CWT everywoman in technology awards

I've been watching a TV series called You Can't Take it With You in which business guru Sir Gerry Robinson helps bring families together to write their wills. Given the differing values, priorities, perspectives and emotional sensitivity of those involved, it's unsurprising that - if not visible, then just below the surface - there's always a degree of tension or even conflict amongst family members.

What many of the individuals do - like so many of us in the workplace - is try to avoid that tension or conflict altogether, or simply ignore it. If we can't say something nice, our mothers taught us, don't say anything at all. Of course, Sir Gerry's task is to help the families tackle these difficult challenges and decisions. Inevitably, tension or conflict becomes unavoidable, and with it the potential for it to get disagreeable or even destructive.

So what is surprising is just how often he manages to pull off a minor miracle and turn conflict into collaboration. From favouritism, to boys versus girls, to judgments about people's lifestyles to plain old-fashioned prejudice, Sir Gerry has helped negotiate a way through them all.

The typical strategy says Sir Gerry is to avoid conflict and close down dialogue and discussion ("I'm not prepared to talk about it"). Whilst this approach appears to work for many, stubbornness and inflexibility set in. And when tensions bubble to the surface, people already convinced of the rightness of their view become increasingly polarised around conflicting positions and values. The result he says is 'destructive conflict', which is personal, vindictive, and a source of pain.

Other strategies include reducing tensions and stresses by one party simply accommodating the wishes of the other - a one-sided 'win-lose' situation. But this simply glosses over the issue - something Sir Gerry won't accept. Another widely accepted means of resolving conflict is to accept that there needs to be give and take on all sides, involving a series of 'concessions'. A 'win-some, lose-some' strategy.

But Sir Gerry believes that when managed properly, conflict can have many positive aspects and even bring about innovative solutions. His 'constructive conflict' approach works because those involved have a positive learning experience from the event and see that theirs is not a case of 'right against wrong' so much as 'right against right'. By creating the conditions for each party to both speak and listen he ensures they understand both the what and the why of their differences. By opening up dialogue and sharing and assessing the reasons for the conflict, issues can be clarified which results in more possible alternatives and opportunities to solving the problem. A clear 'win-win' strategy.

So how do we manage conflict so that it's a positive not a negative force? I think it starts with the simple notion that we can disagree without being disagreeable. And that we have to make it "safe" to be different, to take opposite points of view and to disagree. When people know they can stand up and say what they believe without being castigated, guess what? They will!

At Cisco we have a 'More Together' strategy which was developed to engage the majority within the organisation to be inclusive and drive lasting cultural change.

What does your organisation do to encourage staff to open their mind?

Dana Crandall, managing director and CIO at BT Operate, has been in the role for two years. She talks to WITsend about driving business transformation, managing a global team and working with other women 

With over 20 years experience in the sector, Dana Crandall is an engineer, IT professional and business leader.

Being responsible for improving business processes and technology within the finance, human resources and other BT Group functions across the firm, Dana is currently working to reduce and simplify BT's legacy estate.

Simplifying BT's legacy estate

Dana is in charge of a $60m investment to "deliver transformational change across the integrated IT and network estate" as part of a project called Operate 2014.

Changes include improvements to development and end-to-end testing processes as well as reducing IT systems and networks within the division. BT Operate has also adopted Agile development techniques.

"BT's legacy has many networks and applications. The future of being agile and cost-competitive means recognising the need to simplify our estate," she says.

She continues to say, "We're really focused on creating lean foundations across end-to-end, support and front-line systems to drive improvements."

"Rationalises can cut slices of cost out of business."

To drive rapid changes, Dana uses a "hot-housing" planning technique to speed up the development process of new services and products.

"When we're looking to solve a business problem, we bring together all the functional teams involved. We set out the business requirements when coding prototype solutions. That frames the basis for longer-term business development. Once we've clarified and learnt about technical challenges, we can use that as a basis."

"The hot-house day usually runs from 7am in the morning until 10pm at night. The idea is all about speed and being faster to market."

How Dana manages a global team

Dana also manages the global Multiprotocol Label Switching (MPLS) data network as well as 2,500 outsourced managers.

"I have a strong direct report team with technology and business experience across the organisations," she says.

"I spend about 40-50% of my time working with teams that build information-driven business capabilities including new ways to get to data."

"I spend a lot of time within the organisation making sure everyone is on the same page. It's important to bring people together. Direct front-line is a key part of keeping people with you."

Despite the importance of communication among teams, Dana believes women fail to support each other in the workplace.

Women don't support each other

"Women aren't the best at supporting each other in a business environment. The challenge is that women are successful by emulating the way men operate in a competition-based manner. I think women are naturally more collaborative. Women in business often forget that," she says.

Dana thinks women are important in the workplace to create balance in an organisation and encouraging the next generation of women into male-dominated careers will become increasingly important.

Future technology trends

Dana sees public and private cloud infrastructure as the future IT platform for businesses.

"The industry still has a lot to learn about how to manage large clouds. It's a game-changer economically as an opportunity to enter into the market and grow without large capital investment."

Mobility will also change the way we work.

"We're only beginning to scrape the surface in untethering people in the office to spend time face-to-face with customers. I have a Blackberry, iPad, second mobile and laptop. I need them all and don't know how to operate without all those devices."

BT has now deployed web-based email to allow employees with personal Apple iPad devices to access corporate data and applications.

Dana's background

Dana did an undergraduate degree in electrical engineering. She left education and accepted a job with AT&T on a fast-track scheme. Within five years she became district manager. Later she went to work for a technology start-up, Qwest Communications, building fibre optic networks along US railways.

"I loved that part of my career," she says. "When you work at a start-up, you do five or six different roles, which stretches you. That was one of the big triggers to go back to school and get a MBA," she adds.

After staying at Qwest for 15 years, Dana moved to London. She became CIO and MD at BT Operate in 2009.

I'm honoured to be able to say that I recently discovered I am among the 100 women worldwide to be recognised by the International Alliance for Women as a recipient of their 2011 World of Difference 100 Award under the Corporate (Individual Women) category.

Among the previous winners are some truly courageous human beings who have fought for the empowerment of women where they are oppressed, at great personal risk to themselves, who have helped to alleviate poverty and who have dedicated their lives to advancing other women's careers.

To be recognised amongst these inspirational people is amazing and completely unexpected.

When Women in Technology began as a simple website back in 2005, I could never have predicted the journey that lay ahead. It was originally intended as just an advisory resource for female technologists, but within days we began receiving requests from businesses to advertise their jobs on the website.

The organisation has since gone from strength to strength and we now have over 7,000 members.

We have organised over 40 successful networking events for women in IT and have also run multiple soft skills development training courses to help our members become well-rounded technology professionals who will succeed in business.  

However, there is still serious work to be done within the world of gender politics in the workplace. We still haven't achieved equal pay and a glass ceiling still exists, despite the numerous determined women who have managed to break through it.

Compared to some of my fellow World of Difference winners, my contribution to the cause may be modest, but I am still determined in my goal that every female professional in the technology industry in the UK should have some contact with us as an organisation - from simply following us on Twitter, through to be a regular attendee at our events or finding a new job through us. There are huge and lucrative opportunities within the sector and nobody should miss out on them because of their gender.

Being involved with Women in Technology has completely transformed my life. I have met so many great people, heard such amazing stories and had the privilege of watching and helping their careers blossom. It is those people who make up the heart and soul of what we are trying to do and I'm extremely grateful to them.

Without such a huge network of phenomenal, tenacious and strong women, we might well have remained just a simple advisory website. For that reason I'd like to thank them for all of their hard work and involvement. There may only be 100 women across the globe who have received this award this year, but to me, there are hundreds, even thousands of you who have made a world of difference to me.

Click here for a full list of this year's winners

FDM is hosting a free "Women in IT Advantage Session" event for female graduates to encourage more women to work within the IT industry.

The event, which will take place on 17th August at FDM's London Bridge offices, aims to provide IT career options and support.
 
Sheila Flavell, FDM chief operating officer, said, "We are delighted to be holding this event with the aim of promoting the lucrative world of IT to this latest generation of female graduates."

Other representatives from UKRC and Women in Technology will give presentations aimed at inspiring and motivating attendees through case studies and advice. 
 
"If you are female and considering an IT related career, then take advantage of this rare opportunity to hear from the experts and start building relationships with people who can support you throughout your career," said Flavell.
 
The FDM "Women in IT Advantage Session" will take place between 5pm-7pm on 17th August at FDM's office in London Bridge. Attendees are able to bring a guest. Those interested must RSVP in advance.

Email name and contact details to advantage@fdmacademy.com or complete the online form.

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Computer Weekly has launched an information resource called ITworks to empower the digital economy through IT skills and training (ie. help you get a job).
 

• Follow ITWorks on Facebook
• Join the debate on Twitter using the hash tag: #itworksCW

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Lately I've noticed a lot of pessimism among female professionals about the prospect of equality in the workplace. For example Dragon's Den star, Hilary Devey, was recently quoted in the media saying that "men and women will never be equal at work."

Many might feel that this bold statement could just be a cynical ploy for media coverage, but Devey's opinions do sadly reflect the wider feeling among many women.

In a recent study by the Future Foundation and Friends Life, 55% of women believe there will still be a significant pay gap between the sexes in 2020, while 53% think that they will still be struggling much more than men to secure senior roles.

The results correspond closely with a survey we conducted at Women in Technology. Our study, entitled 'Women's Careers in IT', revealed that little progress has been made towards gender equality in the workplace since the last report in 2007.

If little headway towards closing the gender pay gap has been made in the last three to four years, and this trend continues, we may well see that by 2020, not much will have changed.

So what are the issues causing women to take such a bleak outlook on the future of gender equality?

The 'Working Women' report indicates several potential reasons, many of which are centred around maternity and motherhood issues - and employers being slow to implement ways to manage potentially long absences from the workplace.

The solution to all of the problems that arise from this is dependent on a change in attitudes - both by employers and by women. Although it's important to be realistic, a defeated attitude is unlikely to shift the status quo.

Yes, a lot of change starts with businesses and HR, but statements from people like Hilary Devey proclaiming that change will never happen are counterproductive.

Devey's argument is that, as a fact of life, women give birth and men don't. This means that men can have it all but women can't. In my opinion, this is a simplistic view of society that only serves to perpetuate the myth that children spell the end of a career.

The truth is that, although progress is slow, and more businesses need to be better equipped to assist working mothers, there are many initiatives that are designed to make this process easier. For example, although some employers are reluctant to offer flexible working, results of our 'Women's Careers in IT' survey showed that it proves very successful in that it allows them to work a full day and still maintain a healthy work-life balance.

Paternity leave is now available to men, enabling couples to share childcare responsibilities and reduce the time they are away from work. Several organisations, such as Asda, have schemes to keep women in the loop while they are away from the office.

It's not that nothing is being done, it's that we need to fight harder for reasonable ways to make family life and work life compatible, rather than making big personal sacrifices to get to the top. It's time for some optimism. Who's with me?

IBM recently hosted a girl-only event aiming to encourage school pupils to consider continuing with STEM (science, technology, engineering and mathematics) subjects.

But perhaps rather than encouraging the girls to opt for STEM subjects, it served to highlight the use of science and technology across all sectors - and a different mindset. 

The event, called IBM think.IT, took place at IBM's development laboratory at Hursley Park near Winchester.

What the teenagers thought

One of the pupils who took part included 14-year-old Olivia Dalton from Thornden School.

Olivia said the two day event involved the attendees working in groups to design products around a theme of One World - considering how technology has brought the world closer together.

More than simply designing a new product, the attendees had to consider how to market and make money from it.

Other tasks, such as making a paper chain, emulated the support stages of IT product development.

Olivia said her group designed a smartphone app that allowed users to take photos of clothes they liked and told you where you could buy them and how much.

Rather than talking about the technology, Olivia focused on how the app would make money, being free for the first month and including advertising after two weeks.

Another participant, 14-year-old Nicola Watt from Thornden School, said she decided to take part in the event because it was something she'd never done before - even though she wasn't particularly interested in science previously.

Despite the event, Nicola plans to go into the police force but said she realised how much science is involved in every job.

"I want to do something with science. Maybe become a vet," said 14-year-old Anna Copland - another event goer.

Rather than talking about technology specifics, all the girls either focused on the business aspects of making money from technology or recognised the use of science and technology in all jobs.

Perhaps this reflects the younger generation's different mindset. Instead of 'thinking about IT' as a separate entity and career path, for future employees, technology is integrated within all jobs and tasks - and daily life.

According to IBM's survey results, 80% of attendees agreed technology is fun by the end of the event compared to 60% at the start.

But translating technology being fun into future IT professionals is still a challenge.

The long-term STEM problem

Science teacher, Mark Buckley from Thornden School, - who organised the school trip - said it's a long term problem with girls not studying STEM (science, technology, engineering and mathematics) subjects.

Interestingly, Mark said previous science-based school trip events, which weren't "girl-only", had received limited response from girls. However, the girl-only think.IT IBM event was so popular with the girls he had to pull names out of a hat.

Mark observes STEM subjects start changing to become male-dominated during secondary school - particularly around age 12-13. Boys are willing to take risks whereas girls pursue subject they feel they can excel in.

"Girls say they can't do science but there's plenty of evidence that they can. Girls tend to defer to the boys when it comes to computing and physics, not because they can't do it but because the boys push themselves forward. The boys have greater confidence when they get it wrong," he said.

Mark said the event was a small progression in the direction of changing stereotypical career choices.

"Career choices are affected by an accumulation of experiences," he said.

 "Girls that carry on [STEM subjects] are typically good at it. If they judge they're average, they won't carry on," said Mark.

"I don't know where they pick it up but a lot of girls would underrate own ability in physics," he said.

IBM believe simply raising young people's awareness of IT careers will increase the number of young people entering the sector.

Changing stereotypes

Mark Wakefield, responsible for community programmes and corporate citizenship in UK and Ireland at IBM says the problem of women being underrated in the workforce is a simple process of raising young people's awareness of careers in IT. He added that applying technology to a business context will help change stereotypes.

"Girls need to realise a career in IT doesn't have to be a tragic, geek-like existence," he said.

However, Catherine Hawthorne, responsible for IBM's community programmes in Hursley, says it will take time to change stereotypes. She said it has taken time to change since she was one of two girls studying physics at sixth form.

"We're not trying to turn them into computer programmers. We're showing them that whatever the career, technology will be part of it."

But what is the future of the IT sector if young people fail to recognise technology as a stand-alone career option?

Winning ideas from IBM think.IT

FiBi: find-it-buy-it would be a smartphone application that would allow a user to take a picture on their phone of something they liked, and then take the user to the online shop where they could buy it.

Allergy Alert!: in a sign of the times, another smartphone application. This one would allow users to register their allergies; then, using the camera function on their phone, scan a bar code on a packaged food item. The application would warn users if it was safe to eat, thereby avoiding the effort and strain of reading a package's small print.