Vapour’s CEO Tim Mercer was invited to attend the much-talked-about Comms Vision event delivered by Comms Dealer at the beautiful Gleneagles venue in Scotland last month.
Here are his top 10 takeaways from the two-day discussions:
Vapour’s head of transformation and operations, Carol McGrotty, recently took part in a Q&A session for a feature on women in tech, with PCR magazine. If you missed it, you can read the article in full here...
1. Please could you provide name, job title, company
Carol McGrotty, Head of Transformation & Operations, Vapour
2. What is your professional background and how has this contributed to your current working position?
I joined the tech sector at the start of 2000, following a seven-year period working in insurance. Initially, this was in a provisioning role delivering projects to enterprise and public sector customers, whilst also contributing to process improvement workstreams and new-to-market product launches.
Having curiosity, a drive for purposeful transformation and a collaborative approach within the industry are still fundamentals in my position at Vapour today, as much as they were back when I began my tech journey.
3. What are your experiences of being a female tech leader?
For me it has always been a very positive experience, and I often refer to the fact that I am lucky in this regard – on reflection I wonder why this is, as surely it should be the norm for all females in this industry. When I started out in tech I had some very strong, knowledgeable and inspiring female leaders around me – who also then became my mentors. Having had this grounding from the start of my career in tech has made me feel extremely passionate about being the same to other upcoming females.
4. What challenge have you encountered, if any, being a female in the tech sector?
Not so much of a challenge, but as I attend events, meetings and focus groups, I can often be the only female in the room. At first, I could have seen this as a challenge – coupled with making it clear that you aren’t in attendance simply to take the minutes! But this is where relationship building comes to the fore, as does knowing your topic well, showing passion, listening to other peoples’ view points, and not trying to be someone else. As a female in tech if you’ve earned your right for a seat at the table, then you absolutely should be there.
5. What are your interests and passions in regards to working in the tech channel?
A key part of my role at Vapour is promoting our culture, leading by example on our company values and behaviours, and encouraging and supporting our teams in doing the same – through initiatives, committees, focus groups and sponsors. This aligns to another of my real passions, sustainability – not just at Vapour, but also within the industry as a whole and among our clients, by supporting their digital transformation with sustainable decisions. Our ESG strategy and execution is paramount.
6. How can the channel drive greater diversity in the sector?
We need diversity in the sector from the floor level to the boardroom, to ensure there are a diverse range of views – this is particularly the case in tech, where innovation plays such a vital role. Having this as a value and behaviour within the business, shows the support that comes from board level, and the role everyone can play. By opening up discussions at department meetings, and even having a committee in place to be involved in driving change where needed, it is important to think outside the box to accommodate everyone, and continue to push for diversity and consider all needs.
7. How can the channel look to attract more females into leadership positions in the channel?
There is evidence to show that having females in leadership and board positions can improve performance and attract more female talent into businesses, particularly in roles that would previously have been deemed male-orientated such as engineering.
Having policies such as split maternity/paternity leave, advertising job salaries to be transparent and ensuring female mentoring programmes are in place, all helps, as well as supporting on leadership and training programmes, and reviewing how job adverts are written (in less masculine language). Our male colleagues can be allies in this too – it is not just a female subject to drive and champion.