Challenges faced by women in the datacentre industry and how to overcome them
In this guest post, Sarah Draper, general counsel and chief risk officer at colocation giant Telehouse Europe, opens up about the challenges women face in the workplace when fighting to get their voices heard
During the course of our careers, as leaders we frequent hundreds of work meetings. As women, these meetings can offer opportunities to showcase our professional knowledge, deep industry knowledge, demonstrate our value to the business and exhibit our leadership skills. Yet many of us approach important meetings, whether in the boardroom or during client calls, with apprehension when it comes to speaking up, and it’s not due to lack of preparation or fear of public speaking. It’s because our voices have historically been less heard than men’s.
Why in 2025 are we still having this conversation, you may well ask. While it’s undeniable that significant strides have been made towards gender equality, subtle yet profound barriers remain—barriers that were highlighted during the recent “Spilling the Tea – Women and Their Allies’ Afternoon Tea” event hosted by Telehouse, which I attended alongside both my female and male colleagues. The stories shared by the remarkable women in our company were both enlightening and sobering, and highlighted that, while progress is evident, the journey towards genuine equality is ongoing.
Fighting to be heard
Over the years, many women have experienced being overlooked for promotions despite excelling at their roles. There’s a famous anecdote, popularised by Sheryl Sandberg, former CCO of Facebook, in her book, that men often apply for jobs when they meet 60% of the requirements, whereas women typically apply only if they meet 100%. Whilst only an anecdote, it does resonate with discussions I’ve had with female peers many times.
Looking at the FTSE Women Leaders Review published in February 2024, women now represent 30% of executive committee members in FTSE 100 companies, marking a significant milestone. The FTSE 350 also saw an increase, with women holding 42.1% of board positions – a record high that suggests a growing momentum for gender diversity. In addition, there are no all-male boards remaining in the FTSE 350. However, despite these advances, the number of women in CEO roles within the FTSE 350 has stagnated, showing no significant change.
Even today, the struggle to be heard in meetings dominated by male voices continues to be a recurring theme. Many of my female peers share similar experiences: when we’re speaking and a man interrupts without acknowledgment, it often discourages us from rejoining the conversation. Women also feel far more frequently interrupted, ignored or challenged when presenting ideas in meetings than men. If we do raise our voices, we are often accused of being “aggressive”, whereas a man would likely be described as “assertive”.
Tasks like note-taking are still often assigned based on gender rather than skill, presenting a stark reminder of outdated biases that are lingering in pockets of many workplace cultures. Returning from maternity leave poses its own set of challenges. New mothers frequently feel undervalued or sidelined upon their return, as if the very act of balancing work and family somehow diminishes their professional worth. It can also cause unnecessary stress when trying to balance childcare with standard “office” hours.
All of these examples often lead to women developing feelings of self-doubt and inadequacy. In fact, a KPMG study found that 75% of female executives across industries experience imposter syndrome at some point in their careers, with 57% experiencing it the most around the time of promotion or while transitioning to a new role. The importance of strong leadership and visible role models, both male and female, in dispelling self-doubt and fostering confidence cannot be overstated. Recognising and celebrating our achievements amidst lingering doubts is crucial for personal and professional growth.
Changing the status quo
Changing the status quo requires a concerted effort from all levels of the organisation and beyond. While progress has been made, true equality in the workplace remains elusive. The responsibility for driving meaningful change lies not only with leadership but also with each individual committed to fostering an inclusive environment.
One crucial step is to challenge unconscious biases and create awareness around different communication styles. Encouraging inclusive meeting practices where all voices are heard and respected can shift the dynamics that perpetuate gender disparities. Actively inviting contributions from quieter voices and ensuring that interruptions are minimised are actionable strategies that can make a tangible difference.
Moreover, addressing systemic issues such as pay inequity and career advancement barriers is essential. Maternity leave policies, flexible hours and return-to-work programmes must be designed to support rather than sideline women, ensuring they return to roles that recognise their skills and contributions.
Education and awareness from the early school years are also pivotal to make change happen. Frequent business initiatives like our “Spilling the Tea” event can serve as platforms to educate both men and women about the challenges women face in the workplace. We have to acknowledge that some male leaders simply may not be aware of the issues faced by women, and talking openly about them is the only way to start addressing them. By engaging male allies and involving them in discussions about gender equality, we can broaden perspectives and foster greater empathy and understanding.
Looking forward, organisations must commit to implementing and sustaining diversity initiatives. Actually doing them, rather than talking about them. Mentorship programmes that pair senior leaders with aspiring female professionals can provide guidance and support crucial for career advancement.
I’ve been fortunate to have had mentors and coaches inside and outside my workplaces who generously offered guidance and support and have advocated for me throughout my career. Their support has been invaluable in navigating the complexities of my career path. Whether through formal mentorship programs or informal advice from seasoned professionals, I’ve realised that learning the language of business and cultivating the presence to be heard are essential skills.
Additionally, advocating for policies that promote work-life balance and flexible working arrangements benefits all employees, regardless of gender. But all initiatives will be lost if we, as women, don’t celebrate each other’s successes and uplift each other more often. From small wins to big policies, we are powerful and can drive the change that we wish to see.