Overview

The tech industry, renowned for its contributions to global innovation, has historically been a male-dominated arena. Despite growing efforts to increase gender diversity, women remain significantly underrepresented in various technological roles, from coding to leadership. However, fostering an inclusive environment where women thrive is essential for driving innovation and achieving business success. This article examines the current landscape of women in technology, the obstacles they face, and the initiatives aimed at creating a more equitable future. Women in the Tech Sector: A Snapshot Around the world, women constitute a small percentage of the tech workforce. In the U.S., for example, they make up about 35% of those working in science, technology, engineering, and mathematics (STEM). However, these numbers are even smaller when considering leadership roles within major tech companies. Top tech firms, including Google, Amazon, and Microsoft, report that between 29% and 45% of their workforce is female. Unfortunately, women in executive roles remain scarce, with fewer than one-third holding leadership positions. Barriers to Entry and Advancement Educational Gaps A significant factor contributing to the gender gap in tech is the disparity in educational attainment in relevant fields. Data from the National Science Foundation highlights that women earn just: 21% of computer science degrees, 22% in engineering, 35% in economics, and 39% in physical sciences. Enrollment numbers are even lower for women of color in STEM programs, underscoring a need to address systemic challenges that prevent many from pursuing careers in technology. Hiring Bias and Retention Challenges Although many organizations aim to diversify their workforce, biases persist in recruitment and retention. Surveys reveal that more than half of tech recruiters recognize the presence of bias in their hiring processes. Moreover, retention remains a significant concern. Nearly 60% of women working in technology roles plan to leave their positions within two years, citing limited advancement opportunities, a lack of mentorship, and inadequate work-life balance. Workplace Culture and Microaggressions Women often face microaggressions in the workplace, including interruptions during meetings and stereotypical assumptions about their abilities. Such behaviors contribute to an environment that can stifle women's confidence and hinder career progression. Leadership Disparity The absence of women in top leadership roles perpetuates the gender imbalance in technology. None of the major tech giants currently have a female CEO, and women hold only about 8-9% of senior leadership roles such as Chief Technology Officer or Chief Information Officer. Notable Achievements and Pioneers Despite these challenges, numerous women have broken through barriers and achieved remarkable success in technology: Reshma Saujani, founder of Girls Who Code, has dedicated her career to reducing the gender gap in tech by teaching coding skills to young women worldwide. Dr. Fei-Fei Li, an expert in artificial intelligence, co-directs the Stanford Institute for Human-Centered AI and advocates for ethical AI practices. Susan Wojcicki, as the former CEO of YouTube, has set a benchmark for female leadership in the tech space. Emerging Opportunities for Women in Tech Generative AI and Upskilling Generative AI is transforming the tech landscape, presenting new opportunities for women to advance in the field. Yet, a recent report revealed that 60% of women in tech have not yet engaged with AI tools, compared to a higher engagement rate among men. Bridging this gap will require companies to provide targeted AI training and mentorship programs that encourage women to embrace new technologies. Entrepreneurship and Funding Challenges Female entrepreneurs face unique obstacles when securing venture capital. In 2022, women-led startups received just 2.3% of total venture capital funding. However, female investors are more likely to support women-owned businesses, which highlights the need for more diverse representation among venture capitalists. Initiatives such as All Raise and the Female Founders Fund are working to connect women entrepreneurs with the resources and funding they need to succeed. Strategies for a More Inclusive Tech Industry Promoting STEM Education To increase the number of women entering the tech industry, schools and universities should: Offer scholarships and mentorship programs for women, particularly from underrepresented backgrounds. Highlight female role models in STEM fields to inspire the next generation. Fostering Inclusive Workplaces Businesses can create more welcoming environments by: Implementing policies that address bias in recruitment, promotions, and daily interactions. Providing clear pathways for career advancement tailored to women. Supporting work-life balance through flexible schedules and parental leave. Encouraging Women in Leadership Leadership development initiatives can help women achieve executive roles by offering: Sponsorship programs where senior leaders advocate for high-potential female employees. Training programs focused on key skills such as negotiation and strategic decision-making. Leveraging Technology for Equality Digital tools can play a pivotal role in reducing biases and improving equality in the workplace. For instance: AI in Recruitment: Algorithms that assess candidates based on skills and experience can help reduce biases in hiring. Mentorship Platforms: Online networks connecting women with mentors can provide guidance and support for career growth. Key Takeaways for a Brighter Future The path toward gender equality in technology involves recognizing barriers, celebrating achievements, and pursuing actionable solutions. We've explored the challenges women face, from educational disparities to workplace biases, and highlighted steps businesses and organizations can take to promote inclusivity. For women considering a career in tech, understanding these dynamics is essential. Knowledge is power, and armed with this insight, women can navigate their paths more effectively, advocate for change, and inspire future generations. Businesses, too, can harness the potential of a diverse workforce by investing in policies and programs that address these disparities. The future of tech will be shaped by those who dare to innovate and include. Let's ensure that women are part of this transformative journey.

Breaking into the IT industry can be both exciting and challenging, especially for women in a traditionally male-dominated field. These ten practical tips are designed to empower, inspire, and provide actionable advice for women looking to carve out a successful career in technology. 1. Build a Strong Foundation Begin by learning the core concepts of IT, whether it's programming, networking, system administration, or another area that excites you. Start with beginner-friendly resources like free coding bootcamps, online platforms such as Coursera or edX, or even community college classes. Don’t rush—take the time to truly understand the fundamentals, as they will be the building blocks for your career. Tip: Focus on hands-on practice. Setting up a personal project, like building a website or configuring a home server, will make your learning more concrete and engaging. 2. Seek Mentorship and Allies Finding a mentor can accelerate your learning and provide a support system as you navigate your career. Look for someone who has experience in your field and aligns with your values. Organizations like Women in Technology (WIT), Black Girls CODE, or local meetup groups can connect you with mentors and peers. Tip: Don’t limit mentorship to formal programs. Informal relationships, such as learning from a senior colleague or participating in discussion forums, can be equally valuable. 3. Join and Contribute to Communities IT thrives on collaboration. Join communities where you can learn, ask questions, and share your experiences. Platforms like LinkedIn, Reddit (subreddits like r/learnprogramming or r/sysadmin), GitHub, and Discord are great starting points. Tip: Actively participate. Sharing your journey, posting about challenges you’ve overcome, or simply engaging with others’ questions can help build your reputation and confidence. 4. Cultivate Soft Skills While technical skills are crucial, IT professionals often collaborate across teams and departments. Developing soft skills like communication, empathy, and adaptability will set you apart. Practice presenting your ideas clearly, whether in emails, meetings, or technical documentation. Tip: Seek opportunities to explain complex technical concepts to non-technical audiences. This will not only improve your communication skills but also deepen your understanding of the subject. 5. Stay Current with Technology Trends IT evolves rapidly, and staying informed is key. Subscribe to tech newsletters, follow industry leaders on platforms like Twitter, and regularly explore new tools or technologies. Attend conferences (many offer virtual attendance) to network and learn from experts. Tip: Dedicate specific time each week to professional development. Consistency, even if it’s just an hour, will keep you ahead of the curve. 6. Build Confidence Through Action Confidence comes from doing. It’s natural to doubt yourself, but every small success will build your belief in your abilities. Remember, imposter syndrome is common in IT, and even seasoned professionals experience it. Tip: Keep a journal of your achievements, whether it’s debugging a challenging error, finishing a project, or learning a new concept. Reflecting on your progress will reinforce your confidence. 7. Identify Your Niche IT is a vast field with endless opportunities. Whether it’s cybersecurity, cloud computing, DevOps, or data analysis, find an area that excites you and aligns with your strengths. Exploring different roles early on will help you discover your passion. Tip: Volunteer for projects at work or in your community to gain exposure to different IT areas without the pressure of committing to a specific career path. 8. Invest in Certifications and Continuous Learning Certifications can validate your skills and make your resume stand out. Start with entry-level certifications like CompTIA A+, Network+, or Google IT Support Professional Certificate. As you advance, consider specialized certifications like AWS, Cisco, or Microsoft Azure. Tip: Choose certifications that align with your career goals, and don’t be afraid to ask your employer for sponsorship—they often support continuing education. 9. Advocate for Diversity and Inclusion Women have a unique perspective that is vital to the IT industry. Join initiatives that promote diversity and inclusion in tech, and use your voice to foster an environment that welcomes others from underrepresented groups. Tip: Amplify the voices of others. Share their work, encourage participation, and support colleagues who may not feel confident speaking up. 10. Celebrate Your Wins and Prioritize Self-Care IT careers can be demanding, but it’s important to recognize your progress and give yourself credit for your hard work. Taking breaks and setting boundaries is equally crucial for long-term success. Tip: Celebrate milestones, big or small, with something meaningful—a treat, a day off, or even just sharing your accomplishment with friends or a supportive community. Top 5 Positions to Start Your IT Career Help Desk Technician Average Salary: $40,000 - $55,000/year Best Cities: Dallas, Atlanta, Chicago, Seattle, Austin Schooling Requirements: A high school diploma or equivalent is often sufficient, but an associate degree in IT or a CompTIA A+ certification can give you an edge. A great entry-level position where you’ll gain experience troubleshooting hardware, software, and network issues while building customer service skills. Junior Developer Average Salary: $55,000 - $80,000/year Best Cities: San Francisco, New York City, Austin, Boston, Denver Schooling Requirements: A bachelor’s degree in computer science or software engineering is common, but bootcamp graduates or self-taught individuals with a strong portfolio are increasingly hired. Perfect for those interested in programming. You’ll assist in writing and maintaining code under the guidance of senior developers. IT Support Specialist Average Salary: $50,000 - $65,000/year Best Cities: Phoenix, Raleigh, Indianapolis, Portland, Tampa Schooling Requirements: Typically requires a high school diploma and certifications like CompTIA Network+ or Google IT Support Professional Certificate. Some employers prefer an associate degree in IT. Focused on maintaining and troubleshooting computer systems, this role offers a broad understanding of IT operations. System Administrator Average Salary: $65,000 - $85,000/year Best Cities: Washington D.C., Charlotte, Houston, Minneapolis, San Diego Schooling Requirements: A bachelor’s degree in information technology, computer science, or a related field is preferred. Certifications like Microsoft Certified: Azure Administrator or CompTIA Server+ are highly valued. Ideal for those who enjoy working with servers and networks. You’ll manage and configure systems, ensuring smooth operations. Cybersecurity Analyst Average Salary: $75,000 - $100,000/year Best Cities: Washington D.C., San Jose, Austin, Los Angeles, Miami Schooling Requirements: A bachelor’s degree in cybersecurity, information security, or computer science is often required. Certifications like CompTIA Security+, CISSP, or CEH can significantly enhance your credentials. Start securing networks, monitoring for threats, and addressing vulnerabilities—a growing and highly rewarding field. Final Thoughts Starting a career in IT is not just about technical skills, it’s about resilience, curiosity, and a willingness to learn. The tech world is better when diverse voices and perspectives are represented. Your journey matters, and your contributions will inspire others. Together, let’s continue breaking barriers and building a more inclusive and innovative industry.

Looking for flexible work this festive season? Temporary jobs peak during Christmas, offering great opportunities for job seekers to earn competitive wages, gain valuable skills, and explore new career paths. Discover the top 7 retailers for temp work this year, based on research from Oriel Partners, and see why seasonal roles are more rewarding than ever. View the full list of employers and perks to make the most of this year’s hiring boom!" Career Attraction Team

by: Tatiana P Lilly Vasanthini VP and Delivery Head – Eastern Europe, NORDICS and Switzerland, Infosys Even a tiny little thing that my teams win or do is a celebration for me, and this is how I stay prepared and not get scared. “Twenty-eight years ago”, I embarked on a journey with Infosys that has been nothing short of extraordinary. As the VP and Delivery Head for Eastern Europe, Nordics, and Switzerland, I’ve been blessed with countless opportunities to learn and evolve. I’m truly grateful for this incredible experience.” The beginnings in the field of technology Technology emerged as both a choice and an opportunity. In December 1984, I officially embarked on a career in Electronics and Communication Engineering. Upon graduation, I gained valuable experience in India’s prestigious defense sector, working on state-of-the-art telecommunications technology. This role provided an ideal blend of technical expertise and business acumen, aligning perfectly with my career aspirations. 2 years later, I was fortunate to join a leading telecom R&D organization in India. This early exposure to cutting-edge research and development was a significant boost to my career. The unwavering support of my family and in particular my husband, raising a young son, was instrumental in my success. Joining Infosys My career took a significant turn in 1997 when I joined Infosys. Starting as a Telekom technical training prime, I progressed to management training and eventually became a program manager. In this role, I led implementations for clients across geographies for close to seven years. My career at Infosys has been marked by a constant drive for change and innovation. Change brings both disruption and new opportunities Change is a catalyst for growth. Every technological advancement disrupts the status quo, presenting both challenges and opportunities. While traditional methods may be challenged, new products, work processes, and business models emerge. For example, the rise of e-commerce transformed retail, but it also spawned countless new opportunities. I embrace technological advancement as a positive challenge. As technology evolves, we’re compelled to think critically and build teams with the necessary skills. This continuous adaptation journey fosters innovation and accelerates progress, especially when we approach it with curiosity. Lilly’s strategy to adapt to a constantly changing field“Change” has never been something to fear. To navigate it effectively, I’ve focused on three key aspects: 1. Embrace Learning: Infosys is a dynamic organization that prioritizes continuous learning. By leveraging internal platforms and partnerships with renowned institutions like Stanford and Kellogg’s, I’ve cultivated a mindset of curiosity and a commitment to staying updated. This enables me to anticipate industry trends, adapt to evolving technologies, and empower my teams to excel. 2. Foster Strong Relationships: Building and nurturing a strong network is crucial. By connecting with colleagues, mentors, and industry experts, I gain diverse perspectives, receive valuable support, and collaborate effectively. This collaborative approach enhances my problem-solving abilities and fosters innovation. 3. Focus on Core Strengths and Celebrate Success: While adapting to change is essential, it’s equally important to build upon my core strengths. By honing my leadership skills and empowering my teams, I ensure we deliver exceptional results for our clients. Additionally, celebrating milestones, no matter how small, keeps me motivated and fosters a positive work environment. Ultimately, a positive mindset and a belief in one’s own abilities are paramount. By embracing change, building strong relationships, and focusing on core strengths, we can thrive in an ever-evolving landscape.” Find out more: Lilly Vasanthini: https://www.linkedin.com/in/lilly-vasanthini-882553/ Infosys: www.infosys.com/nordics The post Forum 2024 Role model blog: Lilly Vasanthini, Infosys first appeared on Women in Tech Finland.

by: Women in Technology As a woman navigating the world of tech and subsequently leadership, you’re likely all too familiar with the unique challenges that come with the territory. Whether it’s battling imposter syndrome or finding your voice in rooms where you might be the only woman, the journey can sometimes feel overwhelming. One thing I’ve learned through my own experience is that you don’t have to go it alone. In fact, mentorship has been one of the most important elements in my own growth, and it continues to shape how I approach my career. But here’s the thing: mentorship isn’t just about having one person by your side throughout your entire career. Your needs change as you grow, and the mentors who help you early on might not be the same ones who guide you when you’re at a senior leadership level. The beauty of mentorship lies in its fluidity, allowing you to seek out different people at different stages of your career to help tackle the challenges you’re facing in that moment. When I think back to some of the biggest hurdles I’ve faced as a woman in tech leadership, it’s clear that they were not just about technical competence. Sure, mastering technology skills was critical early on, but as I grew into leadership roles, the challenges became more nuanced. There was the pressure to prove myself in a field where women are still underrepresented, the occasional frustration of having my ideas dismissed in meetings, and the delicate balance between being empathetic and authoritative—a balance that women often feel they must manage more carefully than men. You may have felt the same way—wondering how to assert yourself without being labeled as “too aggressive,” or finding that work-life balance is an ongoing struggle, especially if you’re juggling family responsibilities alongside the demands of your role. These challenges are real, and they can sometimes make you question whether you belong in the room at all. But you do. And this is where mentorship becomes so important. In the early stages of my career, I sought out mentors who could help me sharpen my technical skills and build confidence. One of my first mentors was my manager at Freddie Mac—Angie Enciso. Angie was assertive, a thorough technologist and data engineer. The larger the problem, the calmer Angie became. I approached her expressing my desire to learn from her style and being transparent of how nervous production support calls would make me as a brand-new NOC Sybase DBA. Angie taught me how to handle the pressure of tight deadlines while still delivering high-quality work. I leaned on her guidance as I found my footing in a complex field. Then there was female leader in my tenure with Fannie Mae who taught me how to operate in male-dominated executive spaces, providing insights I wouldn’t have been able to see from my own perspective. She wasn’t just a strategic advisor—she helped me understand the unwritten rules of networking and how to ensure that my voice was heard even when I felt overlooked. Later on, as I transitioned into leadership, the nature of my mentorship relationships changed. When I joined Capital One, I did not have the experience of managing large teams. I had been a people leader before, but nothing could prepare me for the scale I was required to operate at within Capital One. I found a great mentor in my leader Raghu Valluri who helped me see the bigger picture—how to lead teams, navigate corporate politics, and make decisions that had a broad impact. He was instrumental in helping me develop a leadership style that was true to myself, even when the pressure was to conform to traditional, sometimes rigid, leadership molds. Through that mentor-mentee relationship, I found my footing and effective ways to lead my team through multi-million-dollar initiatives which had significant revenue and partnership impacts for the larger organization. Very recently, I transitioned back to federal contracting and was contemplating establishing my venture in the field. I leaned on mentorship again and approached Gautam Ijoor, the CEO of Alpha Omega and unashamedly asked for the opportunity to establish a mentor-mentee relationship. Gautam was kind, made time for me from his extremely busy schedule and graciously guided me through a process which helped me realize the very goals I was intending to walk towards. It was through those conversations and eventual contemplation that I realized how I can effectively navigate the next steps in my career journey. These experiences taught me that mentorship is not about sticking with one person for the long haul. Instead, it is about finding the right people who can help you with specific challenges as they arise. The mentor who guides you through technical growth may not be the same one who helps you navigate the boardroom. And that is ok. One thing I’ve come to believe strongly is the importance of having diverse mentors. Just as you need a variety of skills to succeed in leadership, you also need different perspectives to tackle the challenges that come your way. Whether it’s a mentor who’s walked in your shoes as a woman in tech or someone who offers a completely different viewpoint, having a range of voices to turn to is invaluable. For women in tech leadership having both male and female mentors can offer a well-rounded perspective. Female mentors can share their experiences of navigating the same biases and barriers you might be facing. They can offer practical advice on how to make your voice heard, how to lead authentically, and how to manage the constant balancing act of work and life. Meanwhile, male mentors can help you understand the dynamics of male-dominated spaces, giving you insights into how to succeed without losing your sense of self. Mentoring Others: Paying it Forward As I’ve progressed in my own career, one of the things that brings me the most satisfaction is mentoring others. There’s something incredibly rewarding about helping someone else see their potential and guiding them through the same obstacles I once faced. I’ve mentored people at various stages of their careers, and one thing I always emphasize is that you don’t have to do it all alone. If there’s one piece of advice I can offer from my own experience, it’s this: don’t be afraid to seek out mentorship throughout your entire career. You don’t need to have all the answers, and you certainly don’t have to figure everything out on your own. By finding mentors who understand your challenges—whether it’s mastering technical skills, building leadership confidence, or navigating the complexities of work-life balance—you can grow in ways you never thought possible. And as you grow, remember to pay it forward. Mentoring others isn’t just about giving back; it’s about continuing the cycle of growth, empowerment, and inclusion in an industry that needs more diverse voices. Together, we can create a tech leadership landscape where more women thrive—and where mentorship plays a pivotal role in making that possible. If you’re looking for direction and knowledge for career advancement and success, or have insight to pass on to professional women, learn more about the WIT Mentor-Protégé program here: https://www.womenintechnology.org/mentor-protege-program Reha Malik is Vice President of Data and ML tech at Alpha Omega, Technology Executive, Graduate teaching faculty at George Mason University and WIT Member

by: Girls Who Code Tue, 29 Oct 2024 16:19:25 GMT As we wrap up October’s spooky season, let’s remember: the only things that should be creeping up on you are witches and vampires, not cyber threats lurking in the shadows! As many of you know, October is also Cybersecurity Awareness Month, which makes sense, because what could be scarier than having your personal information spread without your permission? At Girls Who Code, we’ve spent the last few weeks providing our students with resources, tools, and tricks to keep themselves safe online. But, we’re also committed to helping our community build a secure world all year long. Because cybersecurity is about more than making sure they have the strongest password possible (though, that’s extremely important, too). It’s also about making sure they have all the protection and knowledge they need to keep malicious actors from slithering into their digital world. Let’s be honest, all our lives are becoming more and more online. By the time our students reach high school, they’re using the internet for homework, for research, and for communicating with teachers and classmates. Hundreds of seemingly basic tasks are automated through apps, and social media has made students visible to millions of people around the world. While this has made the lives of so many young people easier, more exciting, and more expansive, it’s also made them vulnerable in ways we may not even realize. That’s why we were so excited to work withThe Achievery, created by AT&T, to roll out some essential cybersecurity Learning Units for 9th-10th grade students. In today’s tech-driven environment, understanding cybersecurity isn’t just a nice-to-have — it’s essential. Our students are diving into practical tips, like keeping software up to date and spotting phishing emails, while also learning the importance of visiting secure websites (you know, those with https:// instead of http://). We also want them to feel empowered to share this knowledge within their communities. Plus, they get useful checklists for adjusting browser settings on their devices. With units like “Online Privacy,” “Defend Against Malware and Viruses!,” and “DNS (Domain Name System) Uncovered,” we’re not just teaching them about cybersecurity; we’re helping them build a safer online future for themselves and others. We encourage our community to check out these, and so many other free and accessible tools, on The Achievery, which works to make digital learning more entertaining, engaging, and inspiring for K-12 students everywhere. As Cybersecurity Awareness Month wraps up, let’s keep empowering our students to embrace the internet’s benefits while confidently navigating its challenges. All young people deserve to protect themselves while enjoying a safer online experience that inspires them to thrive in the digital world.

by: Always Sia Strike 2024-07-31T23:29:54-07:00 My the year is flying by. I haven’t written in a while - not for a lack of thoughts, but because time, life, probably could be time managing better but oh :whale:. We’re back though - so let’s talk work community. During this year’s Black in Data Week, there was a question during my session about how to get to know people organically and ask questions without fear when you start a new job. After sharing what has worked for me, the lady with the question came back to me with positive feedback that all the ideas were helpful. I didn’t think anything of it until Wellington, one of my friendlies from the app whose mama named it Twitter, twote this and had me thinking: He’s so right. No one is going to care about your career more than you do. However, one of the people who can make the effort to drive your development is your manager. Wellington and I had an additional exchange in which he echoed how important community is. This brought me back to June and that lady’s question during BID week - so I thought to share, in a less ephemeral format, what building a community at work looks like. About Chasing Management Before I share some tips, one sword I always fall on is - chase great management. If you can afford to extend a job search because you think you could get a better manager than the one who is offering you a job, do it. Managers are like a great orchestra during a fancy event. You don’t think about the background music when it’s playing and you’re eating your food (this is what I imagine from all those movies :joy:). But you will KNOW if it’s bad because something will sound off and irk your ears. When you are flying high and your manager is unblocking things, providing you chances to contribute, and running a smooth operation, you hardly think of them when you wake up in the morning - you just do your job. But if they’re not good at what they do, you could wake up in the morning thinking “ugh - I gotta go work with/for this person?”. It changes the temperature in the room. So if you can afford an extra two weeks on a job search to ask questions and get the best available manager on the market, consider investing in your mentals for the long term :heavy_exclamation_mark: I’m sure you’re like yeah great, Sia - how do I do that? Well not to toot toot, but here are some questions I like asking to learn a bit more about my potential new culture. Additionally, listen to one of my favorite humans and leaders, Taylor Poindexter, in this episode of the Code Newbie podcast talking about creating psychological safety at work (shout out to Saron and the team!). Taylor has been one of my champions at work and such a great manager for her team - I’m always a little envious I’m not on it :pleading_face: but I digress. Keep winning, my girl! Additionally, I’ll start here a list of the best leaders I know - either from personal experience working with and/or for them, interviewing to work on their teams, or from second hand knowledge of someone (I trust) else’s 1st hand experience. As of this writing, they will be listed with a workplace they’re currently in and only if they publicly share it on the internet. Taylor Poindexter, Engineering Manager II @ Spotify (Web, Full Stack Engineering) Angie Jones, Global VP of Developer Relations @ TBD/Block Kamana Sharma (Full Stack, Web, and Data Engineering) Nivia Henry, Director of Engineering Bryan Bischof (Data/ML/AI) Jasmine Vasandani (Data Science, Data Products) Dee Wolter (Accounting, Tax) Divya Narayanan (Engineering, ML) Dr. Russell Pierce (Data/ML/Computer Vision) Marlena Alhayani (Engineering) Andrew Cheong (Backend Engineering) - I’m still trying to convince him he’ll be the best leader ever, still an IC :joy: This is off the top of my head at 1:12am while watching a badminton match between Spain and US women round of 16, so I may have forgotten someone, my bad - will keep revisiting and updating as I remember and learn about more humans I aspire to work with. Now the kinda maybe not so good news - you cannot control your manager circumstances all the time. Reorgs, layoffs, people advancing and leaving companies happen. And if you’ve had the privilege of working with great managers, they will leave because they are top of the line so everyone wants to work with them. That’s where community matters. You can’t put all your career development eggs in one managerial basket. Noooooow let’s talk about how you can do that!! (I know, loooong tangent, but we’re getting there). Building Community at Work (Finally :roll_eyes:) Let’s start with the (should be but not always) obvious here - you are building genuine relationships. They therefore can’t be transactional. This is about creating a sustainable community that carries the load together, and not giving you tips on how to be the tick that takes from everyone without giving back. With that,… Find onboarding buddies There are people you started working on the same day with. They will likely have the most in common with you from a workplace perspective. If you happen to run into one of these folks, check in about what’s working and share tips that may have worked for you. When I first started working at my current job, I e-met Andy - a senior backend engineer. We chatted randomly in Slack the first few weeks while working on onboarding projects and found out that we would be working in sister orgs. Whenever I had questions, I’d ask him what he’s learning and every so often we’d “run into each other” in our team work slacks. Sometimes Andy would even help review PRs for me because I had to write Java, and ya girl does not live there. How sweet is that? Medium story short, that’s my work friend he a real good eng … you know the rest! Ask all the questions!! Remember that lady I told you about in the beginning? She had said (paraphrasing) Sia - I just got hired, how do I not look dumb asking questions and they just hired me? My response was they hired you for your skill on the market, not your knowledge of the company. You are expected to have a learning curve so take advantage of that to meet people by asking questions. If you have a Slack channel, activate those hidden helpers - they exist. You may know a lot about the coolest framework, but what about the review and releases process? What about how request for changes are handled? Maybe you see some code that seems off to you - it could be that it’s an intentional patch. The only way to know these idiosyncracies is to ask. I promise you someone else is also wondering, and by asking, you are Making it less scary for others to ask Increasing the knowledge sharing culture at your org/team/company Learning faster than you would if you tried to be your own hero (there’s a place and time, don’t overdo it when you’re new and waste time recreating a wheel) One of the best pieces of feedback I ever received at a workplace was that my curiosity and pace of learning is so fast. And to keep asking the questions. I’m summarizing here but that note was detailed and written so beautifully, it made me cry :sob:. It came from one of my favorite people who I have a 1:1 with in a few hours and who started out as … my first interviewer! Who interviewed you? Remember Andrew from my list of favorite leaders above? That’s who wrote that tearjerking note (one of many by the way). He was the person who gave my first technical screen when I was applying for my current job. After I got hired, I reached out and thanked him and hoped we would cross paths. And from above, you know now that he is also one of the best Slack helpers ever. Whenever I ask a question and see “Andrew is typing…”, I grab some tea and a snack because I’m about to learn something soooo well, the experience needs to be savoured. That first note to say, hey thank you for a great interview experience I made it has led to one of the best work sibling I’ve ever had. I also did the same with the recruiter and the engineering manager who did my behavioral interview. I should note - at my job, you don’t necessarily get interviewed with the teammates you’ll potentially work with. None of these folks have been my actual teammates, but we check in from time to time, and look out for each other. The manager was a machine learning engineering manager, Andrew is a backend person, I’m a data engineer - none of that matters. Community is multi-dimensional :heart: I got all my sister teams and me When you’re learning and onboarding, you get to meet your teammates and learn about your domain. It is likely your team is not working in a vacuum. Your customers are either other teams, or customers - which means you have to verify things with other teams to serve external customers. That’s a great way to form relationships. You are going to be seeing these folks a lot when you work together, you may as well set up a 1:1 for 20 minutes to meet and greet. It may not go anywhere in the beginning, but as you work on different projects, your conversations add up, you learn about each other’s ways of working and values (subconciously sometimes), and trade stories. It all adds up - that’s :sparkles: community :sparkles: Be nosy, Rosie Ok this last one is for the brave. As a hermit, I’m braver in writing vs in person so I use that to my advantage. This is an extension of asking all the questions beyond onboarding questions. You ever run into a document or see a presentation shared in a meeting, and you want to know more? You could reach out to the presenters and ask follow up questions, check in with your teammates about how said thing impacts/touches your team, or just learn something new that increases your t-shaped (breadth of) knowledge. Over time, this practice has a two-fold benefit. You get more context beyond your team which makes you more valuable in the long run because you end up living at the intersection of things and understand how everyone is connected. For me, whenever I’m in a meeting and someone says “our team is working on changing system X to start doing Y”, I’m able to see how that change affects multiple systems and teams, if there are folks who are not aware of the change who should know about it to plan ahead, and also how it changes planning for your team. This leads us back to our community thing because… You inadvertently build community by becoming someone your teammates and other teams (even leaders!) trust to translate information between squads or assist in unblocking inter-team or inter-org efforts. This is how I’ve been able to keep people in mind when thinking of projects and in turn they do the same. It also helped me get promoted as far as I’m concerned (earlier this year). You see, reader, I switched managers and teams a few months before performance review season. And the people in the room deciding on promotions were never my managers. They were all folks from other teams that I’d worked on projects with and because of the curiosity of understanding our intersections and being able to contribute to connected work, they knew enough about me to put their names on paper and say get that girl a bonus, promo, and title upgrade. I appreciate them dearly :heart: So what did we learn? All these things boil down to Finding your tribe from common contexts Leading with gratitude and having a teamwork mindset Staying curious a.k.a always be learning Play the long game and don’t be transactional in your interactions. Works every time. So as we now watch the 1500M men’s qualifiers of track and field at 3:13am, I hope you keep driving the car on your career and finding your tribe wherever it is you land. And congratulations to all your favorite Olympians!!