#IWD2025
With roots in France and living in the US, what differences do you see between the workplace cultures for women? In France, traditional hierarchical structures often centralise decision- making, which can limit women’s participation in high-level discussions. Additionally, while French labour laws provide robust work-life balance protections, cultural expectations may still impede women’s career progression. Conversely, California’s more egalitarian and collaborative environment tends to offer women greater opportunities to engage in decision-making processes. California’s flexible work arrangements increasingly support women’s professional and personal responsibilities. This is an international business, and many of us are communicating exclusively in English and with a very international culture with strong ESG performances. As it stands, according to Institut Montaigne, in France, women hold approximatively 34.6% of senior and managerial positions vs 42% in the US. France has made great progress in promoting gender equality.
in STEM fields fostering a new generation of women leaders in technology.
Grooming Expectations
The expectation for female leaders to invest additional time in grooming and adhere to specific dress codes, such as wearing high heels at trade shows, is a pertinent issue within the discourse on diversity and inclusion. These practices not only demand extra time and effort but can also pose health risks and reinforce gender stereotypes. Addressing these blind spots requires a conscious effort to understand and accommodate the unique challenges women face in the tech industry, fostering a more inclusive and equitable environment. What do you see the future looking like for women in this sector in 10 years’ time? The future of women in technology over the next decade is one of growth and increased influence, driven by educational initiatives, ethical leadership and a commitment to diversity and inclusion. Women are increasingly leading in areas such as AI, climate technology, quantum computing. Investments like Robin Khuda’s $100,000 million donation to the University of Sydney aim to boost female participation
Where will we see you in 5 years’ time? Embracing Eleanor Roosevelt’s wisdom that “Life is an adventure. You have no security unless you can choose a challenge instead of a competence”. I envision an elevated leadership role within the telecoms sector, fostering a culture of innovation and inclusivity. Enhancing global reach will always be my leitmotif because it enables me to connect diverse markets and foster cross- cultural collaborations. Mentoring the next generation of professionals, guiding them to navigate and thrive in this dynamic field. What advice would you give a new female entrant to the industry? Be bold, assertive and authentic. Do what you say you’re going to do. Immerse yourself in professional networks and communities to build relationships and gain insights from experienced individuals. Embrace continuous learning to stay abreast of technological advancements and industry trends.
SANDIE BRODIER’S STRATEGY FOR SUCCESS Mentorship and visibility are key sharing experiences helps create more inclusive environments. Companies recognise the value of diverse leadership, making it an opportune time for women to rise in telecoms
advocates who value talent over gender. Female support networks open doors and drive industry change. 5. Negotiation and Assertiveness Be assertive, clear, confident about your contributions. Learn to negotiate for salaries, deals and opportunities to ensure recognition and compensation. 6. Emotional Intelligence and People Skills The telecom industry thrives on relationships with clients, engineers, supply chain teams and vendors. Excel in building trust, resolving conflicts and maintaining long-term partnerships is an advantage in sales, leadership and negotiations. 7. Authenticity Bring a unique perspective, leadership style, or problem-solving approach adds value to the industry. Be true to yourself. 8. Pay it Forward Mentorship and visibility are key sharing experiences which help to create more inclusive environments. Companies recognise the value of diverse leadership, making it an opportune time for women to rise in telecoms.
1. Confidence is Key Own your expertise. In meetings where I might be the sole woman, asserting my knowledge has been crucial. Approach gaps in knowledge with curiosity rather than react with intimidation. 2. Building Credibility Through Results Establish your credibility by delivering tangible outcomes, meeting sales targets and resolving technical challenges, effectively challenging stereotypes. Over time, consistent performance and deep knowledge have shifted perceptions and contributed to changing industry dynamics. 3. Resilience and Adaptability Moments of underestimation become opportunities to demonstrate capability. Cultivating resilience while maintaining professionalism has been essential for long-term success. Keep adapting, stay ahead of telecom trends and technological shifts. 4. The Importance of Allies Support from mentors, male allies and robust professional networks accelerates career growth. Surround yourself with
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Volume 47 No.1 MARCH 2025
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