Women in tech Anne-Marie Constantinou
Anne-Marie Constantinou, Business Unit Director, Tech Data, Maverick AV Solutions
What is your professional background and how has this contributed to your current working position? I’ve worked within tech for the past 19 years, and 12 and a half of those years have been within Tech Data and most recently leading the Maverick AV Solutions business.
What are your experiences of being a female tech leader? I’d be lying if I said I didn’t believe that at times unconscious gender bias has never played a factor in my leadership path, but I wouldn’t say it has hindered my career in any way. 10 years ago, being the only woman in a meeting or boardroom was unusual, but it didn’t devalue my worth at all. Tech was often perceived to be a male-dominated, technical, academic career that in short women weren’t encouraged to take part in. But if anything it fuelled my determination to succeed and demonstrate that gender shouldn’t be a factor for any decision-making and I’ve always felt empowered by the organisations I’ve worked with.
What challenges have you encountered if any being a female in the tech sector? Unfortunately, we all have biases. Even when we set out with every intention to be completely fair, biologically our brains find it difficult to remain impartial. I think this is why I made the decision early on in my career, to maintain a level of separation between my work and home lives, I have feared being categorised and stereotyped as a working mum.
What are your interests and passions in regards to working in the tech channel? A passion for me would be around championing and driving a
further narrative around neurodiversity within our industry. Many companies are embracing diversity of identities, such as gender, race, and cultural background - and although there is still a lot more work to be done, I feel that the call for accountability and responsive action is at the core of a lot of conversations taking place. I do feel that it’s hugely important to also understand how to value and support neurodiversity within our sector, ensuring more employers are able to identify the different ways people’s brains work and interpret information and how this can be beneficial for our workplace culture.
How can the channel drive greater diversity in the sector? I think a lot of people often equate diversity with visible aspects such as gender and ethnicity, which is of course important, but there’s a lot more to it than that. Diversity also includes socioeconomic factors, including our educational attainment, where we come from, our approach to work and our way of thinking. Different cultures have different norms for social interaction, and it’s important to be respectful of these. I think we can all contribute to making sure that we keep moving in the right direction; by not prejudging our colleagues, for example. And by listening, encouraging, creating opportunities and being inclusive we can all nurture diversity in the sector.
How can the channel look to attract more females into leadership positions? I think the channel needs to continue with the momentum to break the stereotypes and biases that are associated with being “A woman in..” Regardless of who you are, what you identify as or where you came from, a career in technology has a lot to offer.
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