As Women’s Equality Day approaches, celebrations of progress will be accompanied by pressing calls to action and moments of reflection on the “two steps back” of each step forward.
In the tech industry, women have made undeniable progress in representation, yet recent statistics show that progress is less consistent and assured than one would hope. For example, according to DDI’s 2023 Global Leadership Forecast, women account for only 28 percent of tech leadership roles — a noteworthy downward trend from previous years. In the company’s research over the past two decades, women have never surpassed 33 percent of tech leaders. Statistics like these serve as a reminder that historically positive trends don’t negate the need for concerted, intentional efforts to push even further ahead.
However, some companies have taken the initiative to not only help achieve equitable representation of women in the tech industry but support their women employees to thrive.
At HiBob, 43 percent of C-Suite executives don’t identify as male. “That’s nearly double the average of the tech industry,” noted Head of Professional Services Jeanne Donaghy. “HiBob walks the talk, with many female leaders in place including our chief customer officer and chief people officer.”
HiBob and three other NYC-based organizations are dedicated to uplifting their women professionals and championing their continued growth. Their team members spoke to Built In NYC about how their companies enable career advancement and demonstrate allyship.
SeatGeek is a mobile-focused ticket platform that connects users to sports, concert and theater events.
What does SeatGeek do well to support, champion and empower women in the workplace?
We are proud to have a vibrant and engaged community of over 250 — and growing! — women and allies in our Women at SeatGeek employee resource group (ERG). Our mission is to foster and grow a community of women across all experience levels, backgrounds and geographies through inclusive programming and recruitment initiatives. We aim to amplify women’s voices by finding ways to acknowledge and empower everyone in our network, including our employees, clients and customers.
We aim to amplify women’s voices by finding ways to acknowledge and empower everyone in our network, including our employees, clients and customers.”
We have three focus pillars that drive our commitment: Community and Connection, Mentorship, and Enrichment and Advocacy. At SeatGeek, we organize various events and engagements that support each pillar, including weekly Slack group posts sharing high-performance habits and leadership tips, a remote book club, in-person connection opportunities and a mentorship program connecting women up, down and across SeatGeek. Our mentorship program has grown from its inception in 2021 and now boasts over 60 members. It allows mentors and mentees to meet monthly for career planning, exploration and the opportunity to gain new perspectives.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
Our executives lead by example. Many are present for, and even participate in, SeatGeek’s diversity, equity and inclusion (DEI) activities and initiatives, and their support is felt throughout SeatGeek. They engage in various ways, from funding events and activities that support our community of women and allies to engaging in panels with our partners and showing support for women across the sports and entertainment community. Leaders across the business also make themselves accessible through our open DEI Forum and DEI Leadership Slack channels.
Sarah Kettler, SeatGeek’s VP of marketing and communications, continues to exemplify strong female leadership at an executive level. As Women at SeatGeek’s executive sponsor, she helps women across the company realize their potential through constant support, accessibility and engagement. She’s also a true advocate, voicing and sharing the successes of women at SeatGeek with our C-Suite. Our president, Danielle du Toit, is also a very active member of our community. Her regular touchpoints and thoughtful engagement, inspiration, strength and passion for the industry lift women throughout SeatGeek daily. She also shows her support by participating in panels that spotlight women.
To fellow women in your field interested in your company, what would you share with them?
To fellow women passionate about live entertainment and interested in disrupting the status quo, come join us at SeatGeek. Our flexible workplace program and progressive, custom benefits including fertility support, health and wellness perks and 16 weeks of paid maternity leave are just some ways that show SeatGeek’s commitment to supporting women, both at work and at home.
At SeatGeek, you’ll also get the incredible opportunity to work alongside the most curious, positive and purpose-driven individuals in live entertainment, whose missions are to help fans experience more live.
Organizations use Box’s Content Cloud platform to securely manage their entire content lifecycle and work securely from anywhere.
What does Box do well to support, champion and empower women in the workplace?
Ensuring women are empowered in the workplace starts from the top here at Box. Our leadership is completely invested in ensuring women feel supported at our company — from incredible benefits, like realistic maternity and paternity leave, fertility care and family planning, to providing a seat at the table in interviewing new hires, panels and mentorships. We’re really lucky to have a CEO and leadership team that are dedicated to the basics of making the workplace as equitable as possible. That’s really the first step.
Ensuring women are empowered in the workplace starts from the top here at Box.”
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
Boxers and Box leadership have historically been very involved in ensuring disadvantaged groups feel comfortable and supported within the workplace. For women specifically, they show allyship by attending BWN meetings with open ears and guards down to have honest conversations, using inclusive language when in group settings and giving credit where credit is due.
To fellow women in your field interested in your company, what would you share with them?
The women at Box are a tight-knit group who love to uplift one another whether that be in sharing best practices, combatting imposter syndrome or just lending a listening ear. I never realized how important it was for me to have females in leadership to look up to until I was at Box. Especially in sales, which is a heavily male-dominated field, it’s helped me visualize my future and have confidence in asking for more from my peers and leaders.
HR tech company HiBob helps modern, mid-size businesses transform the way they manage people, giving HR and managers all they need to connect, engage, develop and retain top talent.
What does HiBob do well to support, champion and empower women in the workplace?
Currently, HiBob has a fabulous maternity policy, named HiBaby, that was recently launched. The HiBaby policy offers 12 weeks of full-paid baby bonding leave — available to all employees — and six weeks of birthing leave. For mothers returning to work, we offer a gradual return at 80 percent work with 100 percent pay. Mothers also have an additional two months of flexible working where they can choose to remain fully remote if that’s best for them and their families.
HiBob walks the talk, with many female leaders in place including our chief customer officer and chief people officer. Our Bob homepage consistently shares the percentage of male versus female employees and employees who are parents, providing transparency and visibility on our DEI&B efforts.
Our Bob homepage consistently shares the percentage of male versus female employees and employees who are parents, providing transparency and visibility on our DEI&B efforts.”
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
I see strong allies in our leaders. As a leader, I consistently remind my team that family comes first and encourage them to use the flexibility our jobs allow. As a mom, when I find myself in a pinch where I can’t find a sitter, I feel completely welcome when I bring my two girls to the office. As a hybrid worker, having my girls commute with me and see mom in action as “the boss” builds the confidence that they can do great things.
We also celebrate women, both in our company’s leadership and in our day-to-day lives. For Women’s History Month, we asked our employees to submit stories about women who inspire them and then showcased these stories in all of our offices for the whole month. We received hundreds of responses, ranging from historical figures to people’s loved ones.
Lastly, our C-Suite executives attend panels, both internally and externally, and share their stories about what it means to be a leader and an example to employees.
To fellow women in your field, what would you share with them?
Don’t feel like you have to compromise on your values and priorities in order to win. Be confident in what you have to offer your employer; be able to tell your value story clearly and compellingly; and explicitly and professionally state your boundaries — such as travel amount, days in office and so on. The right company will find a way to make it work for you.
Trustpilot is on a mission to bring integrity and transparency to consumers and businesses via its review platform.
What does Trustpilot do well to support, champion and empower women in the workplace?
Trustpilot’s ERG for women, Trustpilot Women in Leadership (TWIL), is an employee-led group whose mission is to balance gender representation in Trustpilot’s leadership by empowering all women with the tools, advocacy, visibility and community they need to advance in their careers. TWIL produces local and global programming for women and TWIL supporters year-round, including a mentorship program, career development workshops, networking events and a book club.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
Over the past several years I’ve observed a marked shift in Trustpilot’s commitment to more diverse gender representation in leadership positions. In my own department, our CMO and more than half of our marketing leadership team are women. Of course, there is still progress to be made, and we continue to advocate for leadership representation across all underrepresented groups — not just gender.
Over the past several years I’ve observed a marked shift in Trustpilot’s commitment to more diverse gender representation in leadership positions.”
How do you feel like your voice is heard in the workplace?
As an ERG leader and founder, as well as a senior director in my department, I feel confident speaking up and advocating for the needs and priorities of women. I try my best to use my position of seniority and privilege to create space for other underrepresented voices and more junior employees to be heard as well. While some concerns take longer to address than we’d prefer, leadership is always willing to listen, and I don’t feel uncomfortable or intimidated by these conversations.
