Follow MAV Technology Conference 19th-21st August 2015

Presidential themes My 3 aims for the Presidency year are: Membership – building further on Corporate Membership Shared Services – learning from experiences of those who have done it Women in IT – encouraging young women to start careers in IT

Product breakdown structure President Aims MembershipWomen in IT Shared Services Shared Services Corporate Membership Leadership academy Build on launch of corporate Membership Shared service discussions at regional meetings Shared service case studies Insight briefing on different shared services Career aspiration package Sharing of issues, good practice => insight briefing Role models, Leadership support & awards

Women in IT initiative An immediate goal: to address the under-representation of women in the Society (and more widely) Improve/increase membership numbers Improve visibility, contribution and participation Address the workforce under-representation (diversity and inclusivity) Gain insights into the barriers preventing women joining IT and progressing their careers Longer term aim: working with young women to assist and identify ways and means to support them into IT and IT management. Work experience initiative Working with schools

Where are the gaps in Socitm? Socitm members – approx 35% women 4 women Presidents in a period of 28 years - Angela Waite 2005; Rose Crozier 2007; Kay Brown 2012, Nadira Hussain 2015 Presidential Team – one woman out of 5 roles No Socitm Exec Directors are women 2 women out of 12 regional chairs (Scotland and West Mids) and 2 women among 12 regional secretaries (Northern Ireland and South

Broader comparisons Gartner research: % of women taking the CIO role has remained largely static at 14% since 2004 women occupied 11.2% of technology leadership roles in Europe, the Middle East and Africa compared with 18.1% in North America, 13.4% in Latin America and 11.5% in Asia

The challenges 1. Pre decided gender orientated characteristics and expectations o Perception that women are less likely to be managers and leaders o Managerial characteristics are traditionally associated with male characteristics o Female leaders displaying leadership characteristics are perceived less favourably by employees at large 2. Resistance to female leaders and leadership style o Pre-conceived Leader/Manager roles affect women’s leadership style 3. Work/family conflict o Family demands can weigh more heavily on females o Women perceive career advancement as incongruent with their expected family role 4. Underinvestment in social capital o Family demands limit women’s investment in social capital

What are the benefits? Performance improvement – the diversity dividend Transformed talent pool – identifying candidates outside the traditional recruitment pool Safeguarding future talent – build a resilient employee base Enhancing leadership – inclusive leadership is proven to support business growth Customer conversation starters – engage with different segments of customer base (top talent, leadership) in a different way Recognition as a good employer – a tangible effect on brand recognition Improved culture – a diverse culture is innovative, exciting and engaging

What are the benefits? External orientation Innovation Work environment and values Direction Accountability Coordination and control MotivationCapabilities Leadership Which aspects of org health change with more than 3 women on the Exec Team/Board?

What are the benefits? External orientation Innovation Work environment and values Direction Accountability Coordination and control MotivationCapabilities Leadership +3 pts +1 pts +7 pts +4 pts +6 pts +1 pts +5 pts Better results on all nine dimensions of organizational performance

Recommendations 1. Acknowledge the issue 2.Celebrate the successes 3.Support the Socitm Women in IT Group 4.Review what your organisation is doing raise the profile 5.Proactive engagement and comms

Contact details Nadira Hussain