Women in tech Linda Ikwuagwu
Linda Ikwuagwu, Director of Wholesale Solutions at BT Wholesale
What is your professional background and how has this contributed to your current working position? My career journey started studying Law at the London School of Economics, then, when I began to take an interest in the corporate world, this led me to a Masters in International Business & Management at the Alliance Manchester Business School. Later, I joined the Vodafone Future Leaders graduate scheme, where I started to learn the intricacies of telecoms and fell in love with the culture and tech-first mindset. A particular highlight was leading discussions on behalf of Vodafone during the Government’s Shared Rural Network Initiative. It was during this pivotal time that I started to understand the
importance of partnerships in business, which is paramount to my current role as Director of Wholesale Solutions at BT. I work closely with propositions, product, digital and more to ensure that we can bring the best solutions to market with the best customer experience.
What are your experiences of being a female tech leader? My experience as a female tech leader has been varied, inspiring and challenging. I’ve been thrown into new and complex situations, and I’ve been empowered and trusted to determine the way forward. I’ve often been the only female in the room and this has at times meant I have had to earn trust, and prove my credibility, in a way that my male counterparts have not always had to. I have overcome this by always knowing my why – why I am in that room and why I can add value. I’ve also been fortunate to have had several fantastic female leaders,
role models and mentors who have supported me through my career. They have also encouraged me to recognise my worth, unpick stereotypes and use my voice. I think mindset training and self-belief has a key part to play in helping females flourish in male dominated industries like tech.
What challenges have you encountered if any being a female in the tech sector? Biases are often unspoken and discrete, so it can be difficult to pinpoint specific events that arose because I am a female. Moreover, throughout my career I’ve always had multiple biases at play. Not only gender bias working in a very male dominated environment, but also age bias as I’ve progressed at a fairly young age, as well as ethnic minority bias. I tick a lot of intersectional boxes.
42 | May 2022 Deep-rooted unconscious biases mean we hold people to differing
standards, so as an industry we need to start challenging stereotypes and encourage open conversations. For instance, I’ve had experiences of facilitating board meetings and male attendees incorrectly assuming I may be there in the capacity of a PA as opposed to a senior leader. It is these microaggressions, and underestimations, which often make women in tech feel as though we are held to unfair burden of proof vs. our male counterparts.
What are your interests and passions in regards to working in the tech channel? I’m passionate about looking at things through a solution-first lens across BT Wholesale. I’m also passionate about driving greater diversity in the channel,
whether that’s starting conversations or being a role model for other women. The channel may have a long way to go to reach equality, but we are headed in the right direction – and I’m proud to be a leader people can look up to.
How can the channel drive greater diversity in the sector? The channel needs to address pre-existing biases as a first step. Without addressing the problem at its core and creating a culture of equality where all genders are held to the same standard, it will remain difficult for women to smash through the glass ceiling. To do this effectively, businesses need to encourage conversation and consistently challenge stereotypes.
How can the channel look to attract more females into leadership positions within the channel? One statistic I always refer to is: men apply for a job when they meet only 60% of the qualifications, whereas women will only apply if they meet 100% of them. One way this gap can be narrowed, and more women attracted to leadership positions in the channel, is through mindset training. Only when women recognise their capabilities can they have the confidence to reach the top - this can be done through a variety of tactics that help to instill self-belief. Mentorship and diverse leadership are also essential so women have
role models they can be inspired by and learn from. I know first-hand how beneficial mentorship is; having someone always fighting your corner is invaluable.
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