International Women’s Day 2022: Diversity, equity and inclusion means more than checking a box

Diversity, equity and inclusion (DEI) initiatives are high on the priority lists for organizations in nearly every industry, from Hollywood to professional sports to telecommunications.

To honor Women’s History Month, we held a conversation with Telstra employees Tara Kristick, Mikoto Anzai, Patricia Cardoso-Evangelista and Katharine Wilson: four professionals from different parts of the company, in different roles and at different stages of their careers.

The wide-ranging conversation, which is summarized below, touched on personal and professional topics, including the paths each took to their current roles, the state of gender-based DEI at Telstra and within telecommunications, the barriers to women entering technology fields and the value of mentoring.

Each has a unique story to tell, and each acknowledges that many companies, especially Telstra, have made great progress when it comes to having every voice in the room heard. Telstra was even recognized for its efforts with a Diversity and Inclusion Champion Award at PTC’22. These efforts to achieve true DEI for all employees, combined with a focus on employee flexibility and work-life balance, are what set Telstra apart and contribute to creating a workplace where all employees feel empowered.

But there is still more work that needs to be done to keep the playing field level and make sure those voices continue to be heard.

Different paths, common goals

It’s no secret that technology fields, including telecommunications, are male-dominated - one of the largest barriers to attracting new talent, especially women. Even with all the progress made, gender bias – conscious or not – still exists. The best approach? Have an open mind and a willingness to believe in yourself.

Patricia: 

I came to Telstra from the hospitality industry, working in contracts administration for Latin America. When I saw the opportunity at Telstra, I thought, “Am I really capable of doing this?” It wasn’t just a completely different field; it was a completely different language. But it was a challenge. I applied and after multiple interview rounds, I was hired and I haven’t looked back.

Mikoto: 

Entering any new field is intimidating, especially technology, which is always changing so fast. If you come into it with the mentality of “I’ve got to know everything all at once, you're setting yourself up for failure. Instead, embrace the realities, be willing to ask for help and do the best you can. Too often, people feel they need to have an engineering degree to achieve the skills they need and that's just not true. In the end you're still dealing with people.

Katharine: 

It can be daunting to walk into any environment and realize, “There are a lot of people who don't look like me.” I didn't really ever have that feeling at Telstra until I went to a telecom industry event. I noticed there were a lot of men on the show floor and few women anywhere to be seen. As a woman on the show floor, I wasn't spoken to the same way.

Tara: 

Initially I questioned whether I “fit it” and if I would thrive in the IT and telecom industry because I'm not “left-brained” or focused on math, science, engineering and technology. But there are so many ways to contribute just by offering different perspectives and insights; if we had all a business full of only “left-brainers,” we would be sorely missing different ideas and questions that us “right-brainers” can bring to the table. The ways you engage with people, ask questions and collaborate are what’s really important.

The current state of DEI

The progress made in DEI varies greatly from one company to another; some are making great strides and others are just starting. On a larger scale, industry-wide change often occurs at a slower pace, with even greater differences occurring in other countries and cultures.

Mikoto: 

My role at Telstra and other companies has allowed me to travel the world, giving me great perspective into every aspect of the business world, especially when it comes to diversity.

I recall one industry event where there was a session specifically focused on women in the industry. However, the entire panel was men who were reading from a script of what they thought they were supposed to say. It defeated the purpose of it all.

Working in other countries is also often interesting. I’ve never allowed the stereotype of what was expected of me based on my gender to influence me while working abroad. I was subtle about it, but also firm and it worked.

Fortunately, the industry is changing for the better. People now realize, women are here to do a job like everyone else.

“Isn’t that what I just said?”

Having your voice heard is progress. Having it echo can be an entirely different issue. Societally, a “man’s voice” has traditionally been the voice of authority, which can often lead to another term that’s entered our vocabulary: mansplaining. Whether it occurs consciously or not, it can still occur, from patronizing language to subverting a woman’s contributions in a meeting. Even though the intent may be a genuine attempt to emphasize what a woman said, it’s more important to call it out when it happens.

Tara: 

“Mansplaining” continues. A woman will make a statement in a meeting and then a minute later a man may say, “That's a great point …” and literally repeat what she just said. Then everyone will start nodding at that person. The woman’s idea unfortunately doesn’t always get as much buy-in compared to the man who basically restated the same idea.

The bright spot is we’re all more comfortable recognizing it and calling it out, saying outright, “That sounds like mansplaining. Isn't that what I just said?” It's important to have that level of comfort and create a culture where calling it out isn't playing the blame game or an attempt to make someone feel bad. It's raising awareness. We need to let every voice be heard and be as important as the next one.

Mentoring the next wave

Everyone can probably recall a time early in their career when they might have been looking for direction but they were too afraid to ask. Mentoring, when done correctly and thoughtfully, is one of the most powerful tools for helping all employees, especially those in underrepresented groups, find their voice and advance their careers.

Katharine: 

Everyone – that means men and women – needs to help pave the way and continue to bring new, diverse talent into this field that's continually getting older.

Tara: 

It's super important. All the research points to the value of having a strong mentoring program that addresses the equity component. But it takes a decent amount of work to get it right. It can be incredibly powerful when it's done the right way and the right people are connected with each other.

Mikoto: 

One of the reasons I am who I am is because throughout my career, I have had fantastic managers and people who saw something in me that I didn't even know I had. They pushed me to do things I wasn’t always comfortable even trying.

Now, I want to do the same for others, spotting those people with potential who are maybe not as vocal but just need a push, as opposed to others who already are strong and motivated. Of course you want to support them too, but there are always those hidden gems that need nurturing. 

The right support system is everything

Closely tied to mentoring is a workplace culture that encourages support in terms of professional development or career advice.

Katharine: 

I’m fortunate to have worked with people who actively seek to help me advance my career. If anything they've helped me grow even faster than I could have expected -- from getting my first part-time job out of a college internship to working for my current boss who's really helped me grow as a marketer and as an individual.

Patricia: 

My first boss here was a male and he was the most supportive; always asking if I had any questions and then going above and beyond to make sure I got the answers to those questions.

Support can also come in different forms, too. For example, enforcing a work-life balance, something many tech companies don't do. It’s important for women, and men. I have two young kids and I appreciate Telstra’s efforts to recognize the need for that balance.

Deepening the talent pool

A well-documented industry trend notes men will apply for positions if they meet only 60% of the requirements, while women only apply if they meet 100% of them. Changing that ratio, combined with reevaluating how job descriptions are written and redefining success for every employee, will actively support promoting and investing in talent, helping to build the next generation of leaders.

Tara: 

It is important that we get ahead of the recruiting effort, making sure we have programs and opportunities that pique interest in our sector before people begin their careers. It’s definitely a series of baby steps but there are things we need to standardize at an industry level: internships, job postings that are short and succinct, mentoring programs that provide more equity across an organization. They’re all connected.

Patricia: 

Women tend to over-analyze every detail, and that’s not a good thing when considering a major leap like entering a new field. We want to make sure it's the right fit while men usually think, “If this opportunity doesn't work out, there's always the next one.” When I applied to Telstra, the job description seemed way above my capabilities. But here I am now.

Maintaining the momentum

“The work never stops” is at the core of what each woman interviewed had to say. Even with so much progress made, there’s still more to do.

Tara: 

We need to continue the conversation, continue the awareness, continue the education across our industry, and continue allyship.

Katharine: 

The industry still has work to do but companies like Telstra are helping to lead the way. The fact we were recognized recently at an industry event for being a Diversity and Inclusion Champion is super powerful to me as an employee, and especially as a woman.

Mikoto: 

A big part of making continued progress is having the right mindset. If you think in terms of working as a team as opposed to the individual then you’re in a better position to always make sure you’re including everybody and being mindful of everyone’s efforts and contributions.

Tara: 

I read a powerful quote recently: “If equality is the end goal, equity is the means to get there.” Businesses need to recognize that simply treating everyone equally is not enough. Organizations need to take those extra steps to ensure fair treatment and address the inequalities that often limit progress for underrepresented groups.

Katharine: 

If you think about it, women were only afforded the right to vote just over a hundred years ago and we're still facing gaps: pay, opportunities, recognition. I don't think the work ever stops. Everyone should be always pushing for more equality overall. We all have that responsibility, no matter what stage you are in your career, no matter who you are as a person. You should always be pushing for more.