RightBrains DIGIDIVA Magazine 2024

DIGIDIVA

SUPERCHARGED FOR SUCCESS

Draw inspiration from key industry players and allies sharing their wisdom and knowledge.

ROLE MODELS

Exploring the career journeys of the female talents and leaders in digital technology.

THE MAGIC OF MENTORING

How a pay-it forward mindset can be the driving force for progress in women’s careers.

Special feature

We check in with real-life mentor-mentee duos!

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ROLE MODEL STORIES

What are the skills aspiring leaders can develop to stay futurefocused?

“My

ME AND MY MENTOR

Eva Oudemans unpacks why the human touch remains so important in the field of digital technology. Fuel your career with these handy resources.

The power of ten

It’s quite the challenge to capture a snapshot of a decades’ worth of RightBrains when you must adhere to a word limit. Is it even possible to summarise ten years of grit, triumphs, successes, but also some very real lows and unceremonious noes in a single letter? Of course not. But through the pages of the inaugural RightBrains Magazine, we hope to spotlight the companies, women and male allies who are making a real and lasting impact in digital technology. And to me, that is a very accurate summary of what RightBrains stands for.

“Thank you to those who took a chance on me, and RightBrains.”

Ten years ago, I set out to address a gap in the market and to unlock the untapped potential and possibilities through the attraction and retention of more women in digital technology. My ambitions hinged on a very simple and yet complex tactic: by bringing enthusiastic people together. Establishing connections are, to this day, the lifeblood of RightBrains and it’s the very source of my own energy. That’s why I’d like to thank every early adopter, dreamer and supporter who have contributed to the success of RightBrains and who have held a seat in my valued circle of trust. Thank you to those who took a chance on me and RightBrains, those who gifted their trust to me, the idea, the process, and our programmes –I am incredibly thankful. Let’s look towards the future together and let’s realise the dream of RightBrains becoming a self-sustaining platform for women with digital ambitions and other female networks alike. Let’s continue to dare and share our stories, experiences, and knowledge as a collective community and let’s accelerate progress to the ‘Power of Ten’.

RightBrains Founder

Suit designed by: Marlies Bleeker

“Even in an advanced economy like the Netherlands, there is great systemic inequality between women and men. Women earn less, have a lesser chance to get promoted and need to work twice as hard to prove themselves. I have made it my life’s ambition to create a more equitable labour market that works for everyone, with social equity as a guiding principle. This is what I wish for all people in digital markets, and in every other field. We need a more equal labour market and we need more female leaders. So I urge all, who are interested and willing, to stand up and pave the road for generations to come.”

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Karien van Gennip

Minister of Social Affairs and Employment

Staying ahead of the curve

Yvonne van Rees Vellinga-Leenders, Group Director: People & Facilities at Eurofiber, was a banker, lawyer and stewardess (in that order!) before she found a home in the domain of people management. As the winner of the Digital Leadership & Diversity award at the 2023 RightBrains Awards, she wants women in tech to know: you can be what you want to be where you want to be it.

Yvonne has always felt an affinity towards change; in fact, over the course of her career, it has been her driving force. Her early career journey maps a fascinating

trek marked by gutsy moves – on her own terms – and her desire to continually pursue something entirely new and exciting. After graduating her law degree, she worked as a banker, and later as a lawyer. In both industries at the time, she experienced exclusion based on her gender, and today she speaks candidly about her experiences. “It ranged from the subtle messaging of seeing my male colleagues promoted before me, to a blunt conversation with a superior who explained the reason why: ‘Yvonne, the bank is a gentleman.’” As a lawyer, the men became associates and partners, while the women focused on doing legal research for them, and Yvonne’s disillusionment with the circumstances led her to a surprising pivot that set her on a fresh trajectory. She became

a stewardess and pursued a degree in Fiscal Law; and when she eventually handed in her resignation, she was offered the job as the head of labour affairs at the airline on the spot. Yvonne stayed in the position for seven years, spearheading negations with unions and forming part of the management team, whilst completing a master’s degree in Personnel Science. She found, however, that the aviation industry was very static and pragmatic, which did not quench her thirst for managing change.

Stepping into tech

“It was a few years before the new millennium and the ICT sector was buzzing and creating a lot of movement in both the labour market and everyday life. I joined my first tech company, Inter Access, in the role of vice president, and it was love at first sight. For the first time in my career, I felt that the climate had changed and that inclusion as a woman was so much less of an issue. While there were many women in supporting roles at the time, there was an amazing dynamic. The junior techies developed new and innovative software, while the senior professionals managed the mainframes from the big corporates – regardless of their gender. Everyone brought their unique skills and perspectives to bake the cake.” She has been passionate about harnessing this energy and promoting diversity in the tech sector ever since. She has remained committed to it throughout her career journey and during her independent consulting days. Despite not being a ‘techie’ herself, she has come to embrace the dynamic nature of the tech industry from her vantage point: “The tech industry is about something more universal than just technical skills. It’s about change, the technology, innovation – and pushing boundaries. It also has a lot of opportunities for growth – and with that comes the need for women to constantly develop their skills and challenge themselves to stay ahead of the curve.”

Driving the people agenda

Yvonne is confident that limitations are rapidly disappearing for women in the tech sector and she is proud to play her part at the helm of a large programme for Eurofiber called ‘Inspiring place to work.’ She and her team have actively focused on developing policies to promote gender balance, including eliminating biases in job descriptions and recruitment processes, championing flexible work arrangements, implementing mentoring programmes, and regularly reporting and communicating gender diversity metrics within the organisation. She has created a team of talented HR professionals whom she heavily credited when she was awarded the RightBrains Digital Leadership & Diversity award last year. “The award was a testament to all the hard work and effort our team has put into making Eurofiber an inspiring and inclusive place to work, and I’m thankful to be playing my part in enabling others.”

“Let’s stand together to help women push their boundaries as leaders, as friends, as mothers, and as women in technology.”

The well of inspiration

Yvonne stays energised by being mindful about her connections with the people and teams around her and how they manage their work/life balances. It motivates her when she sees the rewards of a connected team where everyone can voice their opinions honestly. She is also constantly inspired by her son and how he navigates this fast-changing world (which included a pandemic!) as a youngster, and how he has also chosen tech as a solid launchpad for his future career. Another pillar of inspiration is her involvement with female tech networks, which provides a platform for her to connect with like-minded peers and to find mentoring initiatives, where she can help younger women find their feet in the industry. Yvonne is well aware that there are still barriers to break for women in tech – and society as a whole, which is why she hopes to leave all women with a call to action: “Let’s stand together to help women push their boundaries as leaders, as friends, as mothers, and as women in technology. Together we can achieve great things!

Benji Coetzee Chief Strategy Officer, KPN Mentor

Katya Olivia

Authenticity holds power

Having a mentor can make a big difference for women looking to start or advance their digital careers. The RightBrains Digital Talent Programme aims to support women at different levels in aspects like navigating promotions, delivering on expanded responsibility, or working through particular challenges or opportunities. We checked in with mentor-mentee duos from previous years to uncover how their relationships impacted them on a personal and professional level.

Which qualities do you admire in each other?

Benji: Witnessing Katya’s honesty about her ambitions, fears and her relentless drive to achieve is truly admirable. Her exceptional listening skills, coupled with an energetic enthusiasm for learning a diverse set of skills, both interpersonal and technical, showcase a rare commitment to personal and professional growth.

Katya: Benji’s energy is so contagious that I ended our mentoring sessions feeling revitalised and empowered. As role model for (young) female professionals, I would define her as a unique example of ‘see her, to be her’ kind of leader. She represents the archetype of a modern-day female leader who is strong, capable and eloquently outspoken without forsaking her feminine side. Above all, I most admire Benji’s authenticity.

What did you learn about yourself over the course of your mentoring relationship?

Benji: Throughout our mentoring relationship, I discovered that authenticity holds the power to forge a deeper connection. I realised that imperfections are the threads that weave the fabric of genuine connections. There’s no need to strive for perfection when authenticity can unlock profound understanding and connection. Katya: I am nothing but grateful for the mentoring relationship I’ve experienced. I’ve reflected, and then learned. For instance, I have the tendency to sell myself short despite my qualifications or past successes that led me to a new opportunity; or the fact that I second-guess myself. Now I trust myself to just go with my decisions and then learn from it.

In which ways did you gain a fresh perspective from exploring each other’s viewpoints?

Benji: Katya illuminated the persisting challenges for women in salary negotiations within the tech industry. Their insights high-

lighted the importance of learning through exposure to different dynamics. Senior leaders can significantly boost confidence by openly sharing insights into how processes work, delineating negotiable aspects, and clarifying non-negotiable elements.

Katya: When I met Benji, I was applying for new roles and in one selection process. She is an expert negotiator and was more than willing to support me through the whole process. I’ve gained substantial insights into how to navigate a transition between jobs, and we came up with a plan for my first few months of onboarding. I later realised that having that kind of support makes big changes less scary, and that you can grow exponentially despite uncertainty.

What’s your advice to those embarking on a mentoring journey?

Benji: Embrace discomfort and insecurity, for within those moments lies the essence of growth. It’s a reminder that stepping outside one’s comfort zone is the catalyst for personal and professional development, and that true growth often begins where familiarity ends.

Katya: I encourage everyone to start a mentoring journey because we all need guidance in our careers. If someone in your network has not embarked on one yet, be the friendly face that advises them to do so. Their future selves will thank you for it! Advice from a mentor might try to push your boundaries, and it’s natural to feel insecure. I say: just go for it and see what happens! You’d be surprised by the new opportunities that can arise and the confidence boost that comes with it.

Found your mentor or mentee yet?

If not, join the RightBrains platform and become part of a wider community of more than a thousand like-minded women. Find your MentorMatch today!

Artificial Intelligence for all

A prominent issue within the technology sphere is the perpetuation of stereotypes by generative AI and extensive language models. Karen Pesse, Senior Executive, TEDx Brussels speaker, and keynote at the RightBrains Celebration Event in 2023, unpacks the far-reaching advantages of unbiased AI.

Apassion for elevating female perspectives in tech is a fundamental driver in the work that Karen Pesse does as a public speaker. As a Latin American woman hailing from the traditionally male-dominated field of engineering, it’s no surprise that stereotyping by AI models is something that she is keen to raise awareness about. “The small, everyday examples are not that difficult to spot. When prompted to generate an image of ‘people engaged in engineering work’, the outcome is likely to feature men, while a request for ‘people involved in housecleaning’ tends to yield images of women,” Karen explains. “But a study from the University of Tasmania unveiled gender bias in AI concerning leadership, consistently portraying men as strong

and competent, in contrast to depictions of women as emotional and ineffective.” Karen believes that this has a long-term impact on aspiring female leaders and that early exposure to these biased portrayals can deter women from certain career tracks.

From periods to MBAs

On a personal level, Karen was quite intrigued to experience the drastic difference between content and advertising served to her based on her profile’s gender status. Fed up with targeted ads relating to pregnancies, babies, and periods once she turned thirty, a friend jokingly suggested that she change her profile’s gender to male. Consequently, she saw an immediate increase

Interview by Carine du Pisanie

in advertising about MBA programs, engineering jobs, and leadership books. “Although algorithms and AI can assist humans in decision-making, biased algorithms may lead to unjust outcomes beyond targeted advertising, such as recommending lower credit limits for women, misjudging their CVs, and overlooking them for promotions and we have to be conscious of this as we navigate the tremendous possibilities that new technologies bring.”

AI as a force for good in healthcare

Although Karen warns of the need to champion unbiased technology, she is also excited about how it is poised to revolutionise women’s experiences. Women have been traditionally underrepresented in healthcare research and clinical studies for decades, and AI and quantum computing are poised to impact their medical outcomes. “Envision a scenario where AI assists doctors in tailoring treatments for each woman based on her unique needs and biology. This will undoubtedly translate to more effective and personalised healthcare,” she elaborates. Additionally, AI can expedite disease detection, such as in cases of breast cancer, offering early diagnoses and improving treatment success rates. It’s akin to having an intelligent companion for health, ensuring that women receive appropriate care at the right time. This not only enhances health outcomes but also empowers women in managing their well-being. Karen continues: “Focusing on AI for all is not a ‘fluffy agenda’ to some, it will literally be the difference between living and dying.”

Continuing momentum

Despite challenges in creating unbiased AI, Karen believes that we are living in exciting times as women where gender perspectives in Western Europe are concerned. “We are being heard, we are excelling in leadership careers at growing rates and a lot of behaviours are not being accepted anymore. However, we cannot take progress for granted and believe that this momentum is going to continue forever. We need to keep advocating for it until it is embedded in the DNA of our society – and our algorithms.”

Remedying biased AI

To rectify biased AI, it is imperative to foster diverse teams in its development to ensure the incorporation of varied perspectives. A clear understanding of AI operations, regular bias checks, and active engagement with users are crucial. Community input and adherence to fairness standards contribute to enhancing AI for all.

Transparency holds significant weight. Opening up the AI development process enhances scrutiny and accountability. Transparent algorithms and data enable the identification and rectification of biases.

Regular audits and evaluations of AI systems are essential for identifying and correcting biases that may emerge over time. Continuous monitoring allows AI systems to adapt to evolving societal norms without reinforcing outdated biases.

Involving communities affected by AI in decision-making is pivotal. Diverse voices provide insights into various perspectives and potential biases in AI applications.

Robust regulations and ethical guidelines are indispensable. Establishing clear standards for fairness and accountability in AI development sets the foundation for responsible practices across industries. Through a combination of these measures, the goal is to minimise, and ideally, eliminate biases in AI systems.

Karen de Sousa Pesse is a Senior Executive, and a celebrated keynote speaker with a passion for shining a light on topics such as bias in Artificial Intelligence, and the importance of gender perspectives in technology.

“At Budget Thuis, our commitment to sustainability extends beyond CO2 emissions; it encompasses an inclusive workplace. We invest in our people, fostering an environment where they can be themselves, irrespective of their colour, gender, or beliefs.”

Andrea Kraus

Chief Revenue Officer at the Eurofiber Group

Chief Information Officer, Budget Thuis Floortje Rasenberg

RightBrains book club

We are honoured to have talented authors in our community and within our circle of support. These ladies cover a wide range of topics ranging from D&I, to personal development, and more. Check out these recommended resources to help fuel your career – and help you thrive on a personal level!

Daddy says no: Making daring decisions for greater life satisfaction

Benji Coetzee

In a world where everyone claims to have it all figured out, get ready for a refreshingly honest take on behaviour and emotional management, spiced up with a dash of humour and a touch of hypocrisy. Benji unravels the enigma of behaviour and emotional management, showing you how to embrace your quirks and navigate life like a pro. Discover a treasure trove of practical wisdom mixed with a healthy dose of reallife situations, failures, heartbreaks and wins.

Make it Personal: Discover the five dimensions of human collaboration in the workplace

Dr. Cara Lenore Antoine

From early days with a plastic Yamaha recorder to navigating cross-industry corporate leadership, connection weaves through every note of Cara’s life’s symphony, with music as a metaphor for collaboration. Why do some collaborations flourish while others falter? Her doctoral thesis uncovered human collaboration’s five dimensions. Make It Personal melds academic insight with relatable narratives in Cara’s journey, guided by the belief that true collaboration emerges from the heart.

Beyond D&I: Leading diversity with purpose and inclusiveness

Kay Formanek

In Beyond D&I, Kay Formanek brings her more than twenty years’ experience working with the world’s leading organisations to take diversity and inclusion into the strategic roadmap of the organisation. Whether you’re a leader, HR practitioner, sponsor of a D&I initiative or an employee who wants to see your organisation benefit from more inclusivity, the book equips you with the tools you need to develop the strategic case for diversity, craft a compelling narrative and chart a tailored roadmap to lock in diversity gains and close key performance gaps.

Social Selling

Masterclass

Carola Rodrigues

Social Selling Masterclass teaches you a new approach to acquiring customers more effectively and successfully: make sure customers come to you. Personal branding is a key element within this process. In this book, Carola familiarises you with her Social Selling Process; a step-by-step plan that allows you to make your business more easy-going and successful.

Waarom Vrouwen

Minder Verdienen

En wat we eraan kunnen doen

Sophie van Gool

Why do women still earn much less than men, even for comparable work? And whose fault is that anyway? In a world where gender equality remains limited to panel discussions, Instagram posts and policy memos, Sophie lays out facts and myths, showing that it’s high time for action.

Kick-Ass

Het ultieme handboek voor ambitieuze

vrouwen

Hendrika Willemse-Vreugdenhil

Too often women settle for less in life and don’t go for the things they really want. Kick-Ass helps you get the most out of yourself and your career while discovering your strengths. You’ll learn to set concrete goals and gain insight into how you can develop a strong and positive mindset that helps you to be resilient. Maximize your energy level and discover which skills you need to be successful!

De IT girl

Hoe overleef je een door mannen gedomineerde werkvloer

Chantal Schinkels

This book addresses the significant impact of technological innovations on society and the glaring gender imbalance within the tech industry. The narrative focuses on the reality that while technology pervades every aspect of modern life, from using health apps to global communication, its development is predominantly male-driven. This male dominance in technology design and innovation can lead to biased products and services. Chantal highlights the necessity of increasing female participation in tech, not just for the sake of equity but also to enrich the industry with diverse perspectives.

* English available soon

Championing the human touch

Eva Oudemans is a Technology Officer at Navara, a powerhouse software and AI consultancy in the Netherlands. She unpacks why working as a technology officer in tech can be surprisingly human-centric – and why the human touch remains paramount in the world of digital technology.

Eva’s career in tech is deeply rooted in her love of data and mathematics, and she has always been enthralled with solving the little mysteries and puzzles posed by numbers. Her intrinsic need to crunch numbers and gather valuable insights

from raw data, led her to explore a technical field of study with a bachelor’s degree in Econometrics and Quantitative Economics. During her master’s degree, she changed her focus of specialisation since she was growing increasingly interested in the field of data science – which was seen as somewhat experimental and static at the time – and graduated in Econometrics and Big Data and Business Analytics. Following a few years in the banking industry at ING, including a fantastic year abroad at ING Australia, Eva felt the pull of the consultancy environment and joined Navara as a data science consultant, where she today holds the position of Technology Officer (Tech & Operations Manager).

Teamwork makes tech work

As a Technology Officer, Eva is concerned with managing the operations of the Artificial Intelligence Unit, where she needs to keep her finger on the pulse of developing technologies in the quest to be the best possible provider for their clients. The day-to-day tasks of a TO in an AI-related field are, ironically, very humancentred, as Eva works closely with her team to uncover the best solutions from their combined expertise. She believes that the field of tech is still constrained by outdated notions that it’s non-social and non-creative; and she feels it could not be further from the truth. “The only way for domain experts and stakeholders to uncover how to make a great product, is to get out there and work collaboratively. Some of the best tech leads are experts in fields like psychology and sociology, and bring a critical human touch to the tech.”

Riding the AI wave

need solid frameworks and data governance and agreements to help us navigate AI… so we have a lot of work to do as an industry in order to harness its full potential.”

Inspired to inspire

“Work through the lows – after them comes the highs.”

In her decade in the data and tech industry, Eva has had a front seat to some incredible technological developments that have shaped her field and the way clients interact with data. One of the shifts she has noted, is the growing interest client management teams are showing in data solutions, as well as the need for software to help them satisfy their data needs. “In the data field, our combined sector knowledge is really important – our output flourishes once we fundamentally understand what the data tells us, and once our clients realise what an invaluable asset it can be.” The rise of AI, which has deeply impacted almost every industry imaginable, has also brought about staggering advancements and opportunities in the consultancy environment. Eva is, however, still confident that the human brain is the most complex system of all – and that society should view AI as a tool and collaborator, rather than feeling apprehensive about potential dangers. “We

During Eva’s time at ING, she was lucky to be supported by a female manager who helped her to be more assertive and daring, which gave her the opportunity and confidence to move abroad temporarily. As a young female leader, Eva is eager to share her own experiences with women who are interested in entering (and navigating!) the field of digital technology. She was recently pleased to help someone else to make a bold move when she connected with a certified dentist who was considering a career change, and Eva was inspired to see her take up a degree in Econometrics. Although Eva applauds boldness in pursuing one’s dreams, she also encourages women who are navigating a temporary professional struggle to not leave the employer or industry impulsively. “Give yourself time to make sure that the environment is genuinely not for you before you move on. Work through hard times – you might come out the other side with a new skill or promotion, which will aid you in your next steps anyway. Work through the lows – after them comes the highs.”

On a personal level, Eva is energised by the dynamic nature of her designation, but she makes a point to do constant selfreflection about her strengths and areas for improvement to keep her motivated. Although she thinks back fondly about her time in the financial industry within the banking sector, she is confident that she is well-positioned to make a positive impact within a more intimate consultancy environment. “Within an IT environment, it’s tempting to prioritise technology. However, the combination with the human factor truly makes the difference – and I’m proud to be championing that perspective.”

“Committed to the ambition to become the most equitable and specialised talent company in the world, we fully support the promotion of gender balance in digital technology. It underlines what we deeply believe in at Yacht: everyone can create change by being themselves.”

Andrea Kraus

Chief Revenue Officer at the Eurofiber Group

Executive Officer, Yacht Group

Chief

Lieke Schepers

Opposites impact

Mel Jacobs, CIO: Private Bank and Corporate Institutional Banking and Rosa Henriques, Chief Information Officer COO & Functions at ABN AMRO, have been working side by side for more than a decade. RightBrains sat down with them to unpack why it’s an exciting time to be a female leader in the banking industry and what they value in each other’s expertise.

Mel Jacobs

Rosa Henriques

Mel Jacobs is enthusiastic about living in a time where many forecasts and projections about the future of banking is actually coming to fruition. She has witnessed some monumental shifts in terms of digitisation within banking during the course of her career, and can attest to the fact that we are now living in an era where technology has become the driving force behind the entire industry. To consumers, the modern bank is digital and mobile, which means that they no longer have to visit physical branches and speak to people in order to conduct their personal banking. To Mel, a digitised industry signifies much more. “Today, technology holds the promise of navigating financial systems to benefit the planet and society as a whole, and it yields power to impact the world positively.” Rosa Henriques also feels comfortable in an increasingly digitised banking industry that is posing industry-wide opportunities and challenges. As someone who has always been data-driven, she finds it exhilarating to be asking the right questions and developing the right solutions to be at the helm of this digital transformation. It’s a tough and fast-moving world to navigate, but one with high rewards. She articulates: “I’m excited to be in a designation within an industry where I can help make a difference to people within my organisation and for consumers who rely on us -- and during a time where that contribution can be supported by my peers regardless of my gender. ”

Making the mindshift

“Mel and I are polar opposites, but we complement each other. My first instinct is to look at the data and the numbers. Mel taps more into her emotions and her gut feeling.”

exactly as they are. “I believe that every woman has it in her to reach great heights, and hope that all women make a point of verbally encouraging others and helping them gain confidence so that they believe it for themselves.” Over the course of her career, Rosa has had some conflicting thoughts about what it means to be a woman in traditionally male-dominated industries. Initially, she was of the opinion that there were no differences between genders, but with time she has learned that each person brings certain strengths to the table. Personally, she now feels that there does exist some broad differences between how genders think and perceive the world, which can help maximise productivity once it is acknowledged and leveraged. Rosa came to this realisation later on in her career, through the support of female peers like Mel – and she is proud to have made that mindshift.

A dynamic duo

Mel is conscious of the fact that female tech leaders are in a unique position to help build up other women within their organisations, and beyond. When she was younger, she was struck by how women who had ‘arrived’ professionally seemed to be perfect in every way, which led to some self-limiting beliefs. Today she values authenticity and applauds women who share their vulnerabilities, because she believes that younger women can benefit from the assurance that everything will be OK when they bring themselves,

Rosa and Mel have been navigating many of the industry-wide changes together during their time at ABN AMRO, and they speak very highly of their ongoing collaboration as two female IT leaders in a large bank. Mel says: “I’m constantly inspired by Rosa’s intelligence, and how she applies her mind in the process of problem-solving. And despite her data-driven approach and intellect, she is without ego and incredibly humble. It’s powerful to have colleagues that you can trust completely, and I’m proud to say that I have that in Rosa.” When reflecting about why she is happy to be working with Mel specifically, Rosa laughs. “Mel and I are polar opposites, but we complement each other. My first instinct is to look at the data and the numbers. Mel taps more into her emotions and her gut feeling in the decision-making process,” she explains. “Mel is widely praised for her ability to build strong and diverse teams, and I really admire the output and results she delivers accordingly.” Rosa also notes that Mel was an early adopter of the idea that you can serve others and society in your corporate position and help others progress their careers. “I have learned a lot – and there still is much more to learn from her.”

Diversity drivers

RightBrains is proud to spotlight and support like-minded initiatives striving for more gender diversity in digital technology, and also organisations who champion diversity, equity and inclusion. Here are some of these initiatives and the driving forces behind them. We look forward to ongoing collaboration and mutual support!

Prof. Hanneke Takkenberg

Executive Director, ECWO

(Erasmus Centre for Women and Organisations)

ECWO is committed to fostering inclusion. Their founding purpose in 2014 was to empower women and to create a level playing field by building communities for organisational change. Today, ECWO has expanded its perspective to embrace a wider vision of a world of inclusive prosperity. Their new mission is to create a sense of belonging for everyone within organisations through diversity, equity, and inclusion (DEI), anchored in social safety.

Nikky Hofland

Managing Director, TechMeUp

TechMeUp is a fund specifically for students struggling to make ends meet while re-educating themselves for a fresh new career in tech. This fund offers students an interest-free loan to cover the costs of studying. In the past three years, TechMeUp has granted around 300 loans to students who are reskilling to IT, and in the coming years they are planning to grow this amount even more!

Sahar Yadegari

CEO, VHTO (Expertise Centre for Her Technical Development)

At VHTO, the objective is to attract more women in science, technology and IT jobs, and greater choices for girls at school and eventually the workplace. They approach this challenge with a large dose of knowledge, years of experience and a strong network, and armed with ready-to-use activities and smart tools to break through stereotypes and (unconscious) bias.

Chantal Stekelenberg

Co-founder, WICCA (Women in Cybersecurity Community Association)

WICCA embraces the power of positivity and the remarkable outcomes stemming from the initiatives aimed at fostering diversity in the cybersecurity community and the broader tech world. They focus on celebrating the fruits of our collective labour — highlighting exceptional work, ground-breaking research, and the unwavering efforts that propel their community forward and pave the way for a brighter, more inclusive tech world.

Lieke Lamb

Director: Women in Tech, NL

Women in Tech® (Global) is an international organisation with more than 50 chapters worldwide, on a mission to close the gender gap by empowering 5 million more women and girls to embrace a career or course of study in the field of technology by the year 2030. In the Netherlands, their goal is to support this mission by serving as a platform to connect, educate, and leverage women in the technology and leadership fields. Netherlands

Dieuwke van Buren

Managing Director, Equals Amsterdam

Equals strives for equality and more diversity in the workforce. They are committed to supporting women in the growth and development of their careers through collaboration, celebration, and advocacy. Their approach rests on three pillars: Exposure (highlighting inspiring women to help change perceptions), Academy (offering education and career pathways in tech and entrepreneurship) and a Memberclub (fostering a community of ambitious women for connection, growth, and empowerment).

Hilde de Vocht and Ingelou Stol

Co-founders, Fe+male Tech Heroes

This High Tech Campus Eindhoven initiative aims to raise awareness about gender equality and diversity challenges in the tech industry. What was initially conceived as a platform catering to women in tech, has since flourished into an all-encompassing community that embraces individuals of every gender, dedicated to forging an inclusive, diverse, and equitable tech world. They are steadfast in their mission by highlighting role models, organising community-connecting events such as conferences, mentoring sessions, workshops and dinners.

Ineke Scheffers

Founder & Solutions

Architect, Girl Code

Girl Code is an initiative Ineke started to bridge the gender gap in code by putting professional women programmers on stage, and making them role models. With this, she hopes to unearth unconscious bias about women in tech (men are welcome too!) Every company with developers and interested in diversity and inclusion can be a possible host for the next Girl Code event.

“Promoting inclusivity for women in digital technology is my mission – and I encourage others to cultivate this passion too. Let’s create awareness as the spark that fuels transformation. Let’s empower others to develop the right technical skills, and support this with mentoring and coaching. That way it’s more than a mission… it’s a legacy in the making.”

RightBrains Ambassador Ahmed Shafik

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

The agile mindset

Agile methodology is a flexible and iterative approach to software development that emphasises collaboration, adaptability and customer centricity. But to Mieke Storms, Agile Coach at the PVH Corp, it’s more than that it’s a fundamental mindset and enabler that lies at the heart of great organisations. And it’s something that found her

There are three major aspects that set Mieke’s tech career into motion: her master’s degree in Persuasive Communication, a chance encounter with a CEO of a loyalty programme startup at a networking event, and an inherent

drive to empower people by utilising their collaborative strengths. She had been working in an NGO environment that was hard-hit by the recession at that point, and consequently stepped into her first project manager role in an IT organisation. This is where she was introduced to an agile way of working – and the central focus on flexibility, collaboration, and adaptability sparked something in her. “The very nature of my studies in communication and at a hotel management school was to understand and serve customers, and that’s what the agile mindset is all about. Communication studies enabled me to really zoom in on the behaviour of people. Asking why people act in a certain way, and how one can

effectively change people’s behaviour, is what laid the basis of my interest in pursuing agile roles,” she explains.

Bridging the gap

The value of agile was really cemented to Mieke as she navigated her next steps: first as a scrum master in a team that implemented loyalty programs for, among other things, fashion brands, and then as the service delivery manager within a consultancy environment, where she was responsible for the SAP service management contract between Ordina and ProRail. It was during her tenure at ProRail that she realised that one of the Agile Values, customer collaboration over contract negotiation, is key in delivering optimised value for clients. She started to incorporate more agile techniques and ways of working to overcome challenges and to promote transparency and visibility between the supplier and the client. Fast-forward to today, Mieke works in a compact team of agile coaches focusing on Calvin Klein and Tommy Hilfiger at the PVH Corp, where she supports the Direct to Consumer and Value Chain domains.

A healthy ecosystem

and organisation-specific challenges and how can we improve collaboration? And on a personal level, I ask myself: how can I add the most value possible?” To younger women who are considering her line of work, she summarises the job description of an agile coach as follows: “I help teams at all levels, and the organisation, to deliver value by collaborating effectively and using everyone’s talents. I help to achieve this by working side by side with teams and growing together – not by standing on the sidelines. When you can harness the strength of individuals and channel that into creating a strong collective team, that is where the magic happens.”

Going for gold

“When you can harness the strength of individuals and channel that into creating a strong collective team, that is where the magic happens.”

Mieke’s day-to-day tasks as an agile coach for fashion can be dynamic and complex. “Everything is connected – logistics, supply chains, the retail landscape and the need to cater to a diverse set of customers and their preferences. As agile coaches, we need to ascertain how we can scale our workload and have an holistic view of the operations so we can help leadership set direction and bring stakeholders together to deliver customer value,” she explains. Luckily, Mieke is energised by this dynamic environment and she is constantly motivated to keep the ecosystem as healthy and transparent as possible for all key players and the 250 people in the tech department. “As an agile coach, it’s really important to continually ask yourself: what are the systemic

With the lightning speed at which new technologies are changing the industry, Mieke aspires to keep on top of the newest developments and the changing needs of customers. “Technology has the remarkable ability to answer to their needs in a unique way; for example, tech can help track and trace the origins of materials for a more conscious generation of shoppers who don’t want to support fast fashion trends.” To Mieke, the creation of learning organisations and the adoption of a growth mindset is critical in staying ahead of the curve in a fastchanging technology landscape. When reflecting on what lies at the heart of great and truly agile organisations, she adds that over and above the fact that that they need to leverage new technologies and manage change extraordinarily well, they should view their teams as their ‘gold’ – a highly prized commodity. It is within these teams where diversity and gender balance really bring fresh perspectives to the table that will ultimately drive innovation. “Truly agile organisations aspire to deliver value to answer to the consumer’s need in the fastest timeframe possible, while collecting and delivering feedback to continuously improve. And that, in a nutshell, is how agile organisations can stay ahead of the game.”

The magic of mentoring

Annemarie van den Thillart does not see mentoring as a simple task of the experienced ‘giving back’ to their juniors, but rather as a symbiotic process that leads to a win-win situation for both mentors and mentees. She unpacks why this ‘pay it forward’-mindset can be the driving force behind progress in women’s careers.

What makes a great mentoring relationship? It’s a question Annemarie has pondered in her craft as a coach and mentor to female executives. To answer it, she draws on her collective experience following a tenure of twenty-five years in the telecommunications industry, which culminated in a director role. She believes that the answer is simple: it’s all in the chemistry. It’s about building an energygiving connection through mutual understanding and respect, and ultimately developing an ease of communication that inspires you. The most critical part of this process, however, is that both potential mentors and mentees step up and make themselves available and open to the process; therein lies the catalyst of the elixir of professional growth and development.

The value of mentoring

Annemarie encourages younger women to seek out mentoring relationships with intention, in addition to their existing support network of friends, family and colleagues. “When you become part of a defined mentoring relationship, it’s about you, and it’s a safe space to focus on your development.” To Annemarie, mentoring relationships also bring about inadvertent advantages to mentors: beyond the satisfaction of knowing that their experiences are contributing to the development of the next generation of strong, female leaders, they gain valuable insights into how younger generations think. Mentors will undoubtedly also benefit from honing their listening skills, learning to articulate their insights, and reflecting on their own experiences from a fresh perspective.

Interview by Carine du Pisanie

Identifying the blind spots

According to Annemarie, a great mentor is not only someone who steps up, listens well and shares their knowledge – a critical task is to hold a mirror for a mentee to objectively discover new things about themselves. “Mentoring is supposed to shine the light on your blind spots – and unearthing, exploring and developing them is the only way to grow. Although those close to us are well aware of them, it’s not the ideal setting for constructive feedback.” The same feedback from a loved one and a coach or a mentor will land differently. Annemarie laughs: “I worship my own coaches and mentors for calling me out on a blind spot; but I hate it when my partner does the same thing.”

Mentoring in the workplace… and beyond

If a mentor is in a better position to advise us on our blind spots than our loved ones, it begs the question: where does a mentee draw the line between the personal and professional when asking for guidance? Aspects like a mentoring relationship’s chemistry, the respective ages of both parties, and their hierarchies within organisations will, of course, factor in. But Annemarie is confident that mentees should be bold in unpacking their professional questions and issues against the backdrop of their personal circumstances and personality traits. “An ideal mentoring relationship is one where there are no walls – who you are at home directly feeds into your performance and how you lead. Women should be bold in exploring all aspects of themselves within a mentoring relationship – and should not feel that they are overstepping or being unprofessional when they reveal their authentic selves.”

That’s why Annemarie believes in the magic of mentoring; and why she feels strongly that mentoring relationships should go beyond one’s current organisation. This is also why she supports initiatives like RightBrains, who connect like-minded women within the digital technology industry – and acts as a mentor herself in the annual RightBrains Digital Talent Programme

The winning combination

Where mentoring is a developmental relationship, sponsorship involves a senior or influential individual advocating for, and actively supporting, the career advancement of high potentials. Although mentoring relationships outside one’s organisation are invaluable, sponsorship is a fantastic tool within organisations to develop young female talent. Annemarie thinks that women

Mentee tips: maximise your mentoring benefits

Be open and upfront. Holding back will hinder your progress.

The old adage of ‘there is never a wrong question’ rings true in the mentoring process. Women too often feel the need to apologise for asking for clarification.

Put in the work of self-reflection so that you can set goals for the session or relationship. Always start with the end goal in mind!

Get a MentorMatch via the RightBrains platform today!

should pursue both sponsorships and mentoring relationships –especially in a male-dominated industry like digital technology. She believes that the winning combination between internal sponsorship and support for external mentoring programmes, is the key to driving forward the careers of talented women.

Paying it forward

The pay it forward concept involves the recipient of a good deed or act of kindness repaying it to others instead of the original benefactor – and this mentality should be deeply rooted within mentoring relationships. “Mentoring is a win-win for everyone. So be daring, take the leap and reap the benefits; for your current and your future self!”

Annemarie van den Thillart is a talented mentor to female executives, public speaker and guest lecturer. She focuses on executive coaching, career development coaching, corporate training, diversity and inclusion (D&I), and life coaching.

Frauke Wessel Senior

Someone in your corner

The RightBrains Digital Talent Programme and platform have been the catalyst for mentoring connections that have impacted the careers of both digital talents and leaders to date. Sometimes, these initial connections blossom into lasting friendships – as both mentors and mentees become cemented in each other’s circle of trust. We connected with one of these matches and explored how they have been inspired by each other.

Which qualities do you admire in each other?

Frauke: Everyone who knows Laura, knows that she has an energising and lovely personality. This made it so easy to mentor her. I also admire her eager and ambitious nature. She is continuously motivated to go the extra mile in everything that she does. I was so impressed with her perspective on the world – she was a cut diamond that was already sparkling when I met her!

Laura: My first encounter with Frauke was when she raised her hand at an event and spoke her mind about the hardcore work that goes into landing a top executive role. It resonated with me that someone was gutsy enough to point out the grit you need to develop beyond believing in yourself and simply ‘saying yes’ to opportunity. I love how unapologetic and real she is – what you see is what you get.

What did you learn about yourself over the course of your mentoring relationship?

Frauke: Despite being aware of what I have achieved professionally and in life, I sometimes still feel insecure. During the mentoring process, I was reminded again how your unique experiences can be of value to someone else and that gave me a welcome boost of confidence and validation. It’s empowering to enable someone else to make a move in the right direction, and that ended up inspiring us both!

Laura: After being mentored by Frauke, I was really enthusiastic and empowered to become a mentor myself. I’ve discovered that even a few chats can put someone else on the right track and help them clear their mind to consider a tough decision from a fresh perspective. From a personal point of view, I have learned that it’s okay to ask for help in making introductions and to tap into your mentor’s expertise and experience to help you move forward. One such an example is when Frauke invited me to an event with high profile leaders, where I met some very cool people – and it reaffirmed to me that I’m in the right industry and on the right path.

In which ways did you gain a fresh perspective from exploring each other’s viewpoints?

Frauke: From my conversations with Laura, I realised that the challenges that women face in their careers and also within the tech industry are universal and sometimes intergenerational. You are rooted in ambition, you start out with a path in mind, and you need to define what your goals are – regardless of where you are in your career.

Laura: Frauke’s insightful questions really helped me to expand my mind when I was just about to embark on my journey into management, and her encouragement helped me to make some decisions around it. Her vantage point added depth in the decision-making process, and it was reassuring to know someone beyond my specific organisation was in my corner, and will be in the future.

What’s your advice to women in tech?

Frauke: Ditch the guilt and disregard the stereotypical agendas that are not helpful. If a career is something you want, don’t compare yourself to the class mom who can invest a lot of private time at their children’s schools. It’s a piece of advice I never neglect to share with my mentees.

Laura: I think it’s important to question and challenge your own ‘Why’. Ultimately, what makes you happy should be your guiding light; and inspirational mentorship can help get you there. In our case, our mentoring relationship continues beyond the programme that initially connected us, and we wish for many more women to stay connected forever.”

Found your mentor or mentee yet?

If not, join the RightBrains platform and become part of a wider community of more than a thousand like-minded women. Find your MentorMatch today!

“In the dynamic realm of ICT companies, pursuing gender balance and radical inclusiveness are no longer a matter of choice; it’s the essence of progress and we see this reflected in the attitude of our Gen Z applicants. I’m inspired by how this generation pushes us forward.”

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Kraus

Chief Commercial Officer, Eurofiber Group

Andrea

EDUCATIONAL PROGRAMMES

Learn, grow, and let’s bridge the digital gender gap!

RightBrains is on a mission to bridge the gender gap in digital technology – and education is a key driver that fuels this mission. Over the course of the last decade, we have been honing and refining our programmes to support women to progress their digital careers, and to create more empowered, gender-balanced workforces within organisations.

Please enquire, sign up and share our programmes to boost your own career, or to be part of the collective consisting of our community, sponsors and supporters who are helping us bring our shared dream to life.

Digital Talent Programme

For female talent looking for career progression.

Building a strong, diverse and inclusive organisation is an ongoing challenge for companies. A lack of female role models and mentors is a significant barrier to career growth for women in digital technology.

The RightBrains Digital Talent Programme offers a unique combination of expert workshops focused on skills development, three months of one-on-one career guidance from a female digital leader, and the opportunity to be part of a wider community of more than a thousand women. The programme starts in March each year.

Transforming digital learners into digital leaders.

Recognising that tomorrow’s digital leaders are today’s digital learners, the Digital Leadership Programme offers an intensive, invaluable educational experience. This RightBrains programme, now in its 10th year, targets talented women with several years of management or professional experience in an industry that utilises digital technology. Women are historically underrepresented in digital leadership roles, and this programme seeks to provide them with the knowledge that they need to succeed as digital leaders today. More than a hundred women have completed the Digital Leadership Programme to date!

Leadership for Diversity

Aimed towards seasoned digital leaders who want to make impact.

Many organisations have implemented diversity initiatives that have had little impact so far on the percentage of qualified women and underrepresented minorities holding IT leadership positions. The challenge is even greater where companies across all industries are competing for highly sought-out IT-skills in what some describe as a ‘talent war’. So, how do we crack the code of achieving more diversity in digital technology? This two-day masterclass is for seasoned digital leaders who wish to develop and implement the strategic narrative for diversity within their organisations. Sessions are hosted in June and September.

Enquire about our educational programmes for yourself or the talents and leaders within your organisation!

Digital Leadership Programme

Finding the perfect fit

Bianca den Elsen, Managing Partner, and Esther Rijkeboer, Senior Manager Business at Valcon Nederland, combined forces to talk about why the consulting industry is such a critical discipline for navigating digital transformation – and how to take ownership of your career.

Bianca den Elsen

Esther Rijkeboer

Bianca den Elsen and Esther Rijkeboer have been working together at Valcon, a consulting firm specialising in data and technology, for around two years. Although their roles don’t cross paths within the organisation every day, they share a deep-rooted passion for sustainable transformation, which Valcon facilitates through a combination of technology, data and consulting. By its nature, consulting is a dynamic discipline – and Bianca is enthusiastic about the disruptive force of digital transformation and how it’s shaping and reshaping the businesses of their clients. “The scope of it is vast – and as consultants, we are able to guide organisations toward digital adoption to help them leverage data, analytics, AI and other ways to drive innovation and efficiency,” Bianca explains. “In the digital age, we are not only witnessing these changes, but have the incredible task of implementing it too.” Esther adds that with the rise of generative AI, consulting firms have the unique challenge of helping companies embed the technology, while evolving themselves and offering a unique, valueadding human touch.

Celebrating special moments

Another sentiment that Bianca and Esther share, is that both women celebrate the achievements that are personally significant to them. They have both been in the industry for a number of years, and can highlight numerous moments that they are proud of. Bianca pinpoints her appointment as Managing Partner at Valcon as the beginning of a new professional chapter for her. “I’ve been honoured to lead a team of 750 talented consultants in the Netherlands, and to me, the challenge is to leave a positive and lasting legacy.” She also recalls another highlight where she headed up a complex deal during her time at Accenture with an all-female team – which they won over nine competitors. She considers that to be one of her biggest professional achievements. Another recent accolade that she considers an incredible honour, was being named fourth position in ‘The Top 25 Women Leaders in Consulting list’ by The Consulting Report. For Esther, a standout professional moment was when she was working on a tank storage client engagement and she realised she had more to offer than the particular role she was in. When the transformation lead left, she took a leap of faith, put herself forward for the new position and advocated for herself to her manager. “I took a chance, was then

put in charge, and the client (and I!) were extremely happy with the end result.”

A word to the wise

When thinking about what it is that they admire in each other, both Bianca and Esther value each other’s wisdom. Bianca appreciates how Esther can weather storms and overcome adversity to emerge stronger, whilst always maintaining a positive attitude. “I love how Esther’s experience and her wisdom play out in the way she views the world and how she is able to communicate with clients. The way she shares her insights with others and how she offers advice is fantastic. I respect her commitment to advancing women in technology and how diversity and inclusion for women in tech is so high on her personal agenda,” Bianca says. Esther, who was one of the first women to complete the RightBrains Digital Leadership Programme, appreciates how Bianca supports her in this personal mission of hers. “I think it’s very admirable how Bianca connects different people and their views and ideas and how she brings unity as a leader. She has a clear vision for Valcon, and how we position ourselves too. She engages and listens with intention – and combines it all in beautiful harmony.”

“Our advice for women in tech is to embrace change with a growth mindset and to take ownership of your careers.”

Passion as a driving force

Both Bianca and Esther gather energy from consulting; making an impact for clients, and seeing teams and individuals strengthen and grow. It’s a challenging industry with personally rewarding moments, but both feel you need to find and fuel your own drivers to stay motivated. For Bianca, that lies in developing new skills and continuous learning, and she is currently studying towards a bachelor’s degree in psychology. Esther finds it important to be in a nurturing environment too, where she can add value. “To me, it’s not about where you get your energy, but where you get to spend it that makes all the difference. Make sure the environment around you inspires you… then it will be the perfect fit.” Bianca adds: “Our advice to women in tech is to embrace change with a growth mindset and to take ownership of your careers. Women have an important role to play in the digital transformation, and we are living proof that we can be both parents and have careers. Let’s be vulnerable about our challenges and doubts and show the next generation how we try and achieve the right balance.”

“Embracing gender diversity in the tech sector is not just a moral thing – it is a strategic advantage, both for companies and for society in general. My advice to women is quite simple: dare to be bold, claim your space, and lift each other up. Every challenge along the way is just a stepping stone towards a more diverse future.”

Corinne Vigreux

Co-Founder & CMO, TomTom

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Taking the tech leap

Debora Monfrini is a third-year student at Codam College and the embodiment of the word ‘determination’. Originally from mountainous Italy, she started her journey in the Netherlands as a cleaner before breaking into tech – and sat down with us to share her fascinating journey.

As a young girl, computers always captivated Debora, which sparked her interest in programming. “When I got my first computer, the internet was really slow. I probably had to wait an hour just to watch a ten-minute video. So, I had to play around with the programs that were already installed on the computer, which did not need the internet. And by doing

that, I realised I liked it, and that is what sparked my interest in becoming a programmer.” In a small town in Italy, however, the notion was frowned upon for girls. “It was seen as a man’s job. There was a programming school nearby, which consisted of boys only; and my parents were reluctant to send me there.” Even Debora’s teachers discouraged her dreams, and she decided to go to a hospitality school instead.

Expanding horizons

Debora has worked in different hospitality roles, including being a waitress and an assistant chef. When her previous partner wanted to move abroad, she jumped at the opportunity to expand her

horizons. “I wanted to broaden my experiences and learn English. So, when I moved to the Netherlands, I could not speak English, and I chose jobs where it was not required. That is how I ended up in a cleaning position.” After moving to Amsterdam, she started to notice women in digital positions; and she found herself thinking: why not? During the Covid-19 pandemic, her cleaning hours were limited, and she looked online for programming courses. “I enjoyed it, and came across Codam. But I had to wait a year to finally be able to do a piscine.” Piscine is French for a swimming pool – and Codam uses this metaphor for their selection process. Every summer hundreds of aspirant coders dive into various coding projects, learning through submersion. Debora admits the piscine was tough, but she is thankful that she immersed herself so completely in her dream. “I’m very shy, and the only way to complete the piscine is to work with others. I had to try to do my best to unlock myself. It was the first time that I was in an environment with so many people who only spoke English. As a cleaner, I only had a few colleagues. The piscine was definitely out of my comfort zone. But I enjoyed it so much, I was probably at Codam for 18 hours a day!”

Onwards and upwards

“Coding gave me freedom and I could do anything I liked.”

During her studies at Codam, she has had the opportunity to attend master’s classes and participate in hack-a-thons. In 2023, she participated in an innovative event called the “Stolenbike-athon”, a collaborative initiative between AMS Institute, Amsterdam University of the Arts, Codam and MIT Senseable City, where she and her team were named as winners. Initiatives like these have allowed Debora to learn about different topics and find innovative ways of solving problems. “Win or lose, you learn a lot!” She is now in the final year of her course, and she is now looking for an internship. When she recently completed a technical assignment from one of the companies she was interviewing for, she was quite surprised that she could complete most of the assessment, and feels confident in what she has learned throughout her studies.

Ready and future-focused

In 2021, her new journey as a programmer started when she joined Codam as a student. “Coding gave me freedom and I could do anything I liked. I initially thought it was very difficult, but logical thinking is critical, and luckily it’s a skill I have. “I believe that everything comes at the right time had it not been for my career detour and the pandemic, I could have ended up at a learning institution that did not help me thrive. Where I am now at Codam, is the best time and place for me to do what I really want to do.”

In 2024, Debora is looking towards the future. She is keen to discover her purpose and to start a job that will inspire her to uncover and realise her full potential – preferably at a company that has a strong focus on the environment. “I have started to go out to some meet-ups to see what is out there. At the moment, I just want to learn. But I do have a checklist; I want to do something good for the environment, and I would like to help people.” Her long-term hope is to eventually go back to Italy after her studies to share her knowledge and inspire girls and boys. “There needs to be more exposure to challenge stereotypes; if you see more female programmers, there will be more female programmers.” Her advice to aspiring young female coders is to consider what you do with your free time and prioritise your own needs if it’s something you want to pursue. “You might feel as though it is not the right time to start something. There will never be the perfect time, so you just have to start.”

D&I and gender balance: where do we stand?

Progress towards gender balance has undoubtedly gained momentum in recent years, but the landscape is nuanced and complex. Prof. Hanneke Takkenberg, Executive Director of Erasmus Centre for Women and Organisations (ECWO), unpacks some trends and encourages a refreshed effort from organisations to keep pushing forward.

When reflecting on gender balance in organisations, a natural first question to ask a renowned expert like Prof. Takkenberg, is whether she is satisfied with progress across multiple sectors where women’s advancement is concerned. While her immediate reaction to the question is a decisive “I wish!”, she smiles good-naturedly and elaborates on a few points of progress and regressions. “We are happy with a lot of gains and increased awareness about the issues that we are currently witnessing, especially in areas where measures from the government and the European Commission forge the path, but it’s undeniable that there is also fatigue where specific things like gender balance is concerned. The conversation is multi-layered and it’s easy for organisations to ‘move on’ to other minorities when they have achieved visible progress, but sometimes those conversations take place in boardrooms where there is still a

‘dominant coalition’ of power. The term ‘dominant coalition’ refers to individuals or groups within a flawed system who influence decision-making processes and outcomes – and when this group is not diverse to begin with, the cycle continues. This needs to change in the long term.”

Beyond gender balance in leadership

To Hanneke, the continued advancement of women transcends gender balance in the workplace and within leadership structures. Alongside these, equal remuneration is something that she feels passionate about. She encourages women and organisations to consider it critically – beyond the literal financial remuneration – in order to make a tangible and lasting impact to help women progress and to impact D&I. “Organisations should be asking things like: what are the options for administrative support as

Interview by Carine du Pisanie

women progress up the ladder, how does one create a culture and atmosphere where women and other minorities can thrive, and how do organisations keep people from burning out and eventually leaving the industry?” Hanneke’s thoughts are a fitting summation of where the challenges lie for gender balance in organisations: in representation, renumeration and creating an inclusive atmosphere. But she also stresses the need for organisational transformation towards full inclusion for everyone. “Our research and practice over 10 years has revealed that in order for this to happen, inclusion must be fully integrated into organisations and indeed, form a core part of their strategy. It is only in this way that the ultimate goal of sustainable inclusion will be reached.”

The pandemic’s impact

No review of current industry trends would be complete without a consideration of the lasting impacts on women in the postpandemic hybrid workplace. Emerging research shows that women are facing a double bias in terms of gender bias and distance bias. “When you are behind a screen, you are less likely to be vocal, networking opportunities are more limited and finding a mentor can be more challenging,” Hanneke explains. Although she is a supporter of flexibility, especially for parents, she encourages organisations and individuals to be conscious of the impacts and the biases and how to mitigate them so that people can truly be and feel seen – especially since the hybrid workplace is here to stay. “Flexibility has become normalised, and that’s fantastic. The focus, from the organisation’s vantage point, must be on talent management, and expanding their networking initiatives beyond the traditional ‘Friday night after-work drinks’.”

Perspectives on D&I

Hanneke cheers on inclusive leadership that values a longerterm sustainable workforce above short-term targets. For this to happen, there is an urgent need for organisational transformation towards full inclusion for everyone. “Our research and practice over 10 years has revealed that in order for this to happen, inclusion must be fully integrated into organisations and indeed, form a core part of their strategy. It is only in this way that the ultimate goal of sustainable inclusion will be reached.” As part of this, Hanneke has found that a five-year strategy adds a lot of value in terms of keeping D&I efforts going. It’s within organisation with deep-rooted D&I goals where D&I efforts, programmes and initiatives survive the annual budget cuts. “D&I should be seen as

Getting started: D&I strategy

Solid research on the sentiments and processes within your organisation should be paramount when considering a D&I Strategy.

Ask questions like: What is it like to work in your organisation? How do employees rate your organisation in terms of inclusion and social safety and equal opportunities?

Ask how equitable your organisation is: this includes aspects like fairness, inclusivity, accessibility, transparency, addressing biases, and social responsibility. Consider practical things like: are there policies are procedures in place in terms of parental leave, promotions, and processes, and whether you have access to salary and pay gap data.

The desired end result of efforts is where equity and inclusion come together to create a place where people thrive and the organisation gets the best out of their talent.

a journey and a process of cultural change over time, rather than a project with quick wins as the metric of success.” As Executive Director of ECWO, Hanneke and her team remain passionate about empowering women to achieve positive impact over the long term within their organisations, and moving towards a world of inclusive prosperity. “D&I and promoting gender balance is an ever-evolving landscape that battles against fatigue in the market, but also celebrates some pockets of momentum. But with inclusive leadership plus passionate women and male allies driving change, we can create a future where diversity thrives and inclusion becomes second nature.

Prof. Hanneke Takkenberg is a Professor of Management Education focusing on Women in Business at Rotterdam School of Management, Erasmus University (RSM) and Executive Director of Erasmus Centre for Women and Organisations (ECWO).

Inspired by innovation

Sanne Nolet is the Tribe Lead IT4Consumer at VodafoneZiggo, and views her interest in the domain of strategy and innovation as the golden thread throughout her career to date. She shares why she finds this specialised field THE place to be, a piece of advice that stuck with her and became a personal mantra, and the importance of pursuing an organisational culture that resonates with you as an individual.

Adegree in International Relations and Diplomacy is a surprising educational background for someone working in a technical capacity for a telecommunications provider. After graduating from Leiden University and doing some serious

introspection, Sanne opted to move into the world of consulting. Where this world was less bureaucratic and moved at a quicker pace, in its nature, consulting meant that you could move in, offer advice, and then step back. Sanne found herself still yearning to go beyond this job specification and get involved in the actual execution of the solutions. “I wanted to be actively involved, and get closer to the ‘fire’ – and the corporate world and VodafoneZiggo proved to be fertile ground for me to do just that.”

Leading the tribe

During her tenure of more than eight years, Sanne has worked across three different business units within her company

as Strategy Manager, Senior Manager Business Planning & Innovation and as Tribe Lead IT4Consumer since 2022. Strategy and innovation have been a constant underlying theme across her different designations: “Nowadays, a large percentage of the innovation capital expenditure is funnelled toward the IT department, and it’s an incredibly fast-paced, dynamic, and exciting environment to work in.” In her current role as Tribe Lead IT4Consumer, Sanne is accountable for all the applications and platforms for VodafoneZiggo’s consumer market; it ranges from digital front-end assets to back-end systems and everything in between. The ‘tribe’ consists of fifteen smaller ‘squads’, working on applications or platforms. Sanne’s dayto-day work involves determining and managing their multi-year roadmap to balance commercial innovation with technology evolution and life cycle management, as well as managing the ongoing transformation of the scaled agile set-up delivery system since transitioning from a waterfall delivery model. “A lot of focus goes into the process to make sure VodafoneZiggo gets the most out of the scaled agile set-up. In essence, I’m surrounded by highly technical experts, who employ really creative solutions to solve challenges,” she summarises. Like in most industries, Sanne and her teams are keenly watching the developments unfold in the field of AI, and she wishes that she could peek a few years into the future to see how it has changed and aided the telecommunications industry –especially in service delivery to consumers.

Go beyond the mandate

instead of harbouring energy-tapping resentments. Her previous manager also shared a piece of advice that she still carries with her today, and which she would love to share with others as well: “Your garden is as big as where you stop mowing.” To Sanne, this mantra perfectly articulates the idea that you should not wait for people to give you permission or a mandate, but to pursue opportunities proactively and to never limit yourself with your thoughts.

Love what you do

“Pursue opportunities proactively and never limit yourself with your thoughts.”

With such a demanding role, Sanne constantly draws energy from her personal drive to take on new opportunities as something positive, instead of viewing it as a threat or a challenge to overcome. To Sanne, perspective is critical – and letting things go

When offering advice to others, she is keen for women in the digital technology industry to prioritise culture and a way of working over a branch or product when choosing an employer and designation. “I realised early on in my career that a dynamic working environment played to my strengths, and that set my career on an entirely new and exciting trajectory.” Sanne has worked closely with a few different leaders, and she has taken many valuable lessons from them. She encourages women to also consider authentic leadership as a valuable asset in their organisations of choice. “To me, an authentic leader is someone who knows both their strengths and their weaknesses, and knows when to ask for help or support. They are genuinely interested in hearing what others have to say and grounded and real about who they are. And, in this process, they should keep their good humour too. Be inspired by that person, and also aspire to be that person – and the cycle of inspiration will benefit everyone.” Sanne does not think that it’s unattainable to find a space to shine when you focus on the right things and are willing to pivot when the time is right. “When thinking about my own career, it’s not what I originally set out to be but today I’m really privileged to say that I love what I do. Find what drives you and what excites you within your industry and organisation, seek out the right space, look up to authentic leaders, and you will be positioned for continual growth.”

“All leaders should be responsible for promoting gender balance. Having a diverse and gender-balanced employee base can help improve innovation and communication around digital products and help companies gain a competitive edge.”

Andrea Kraus

Chief Revenue Officer at the Eurofiber Group

Chief Technology & Operating Officer, Athora Netherlands

Bart Remie

Cultivating the right energy

Aditi Paliwal and Evelien van Blitterswijk are both Delivery Managers working side by side at Essent, one of the largest energy providers in the Netherlands. They articulated to RightBrains why the sector is such a powerful force, and where the source of their own energies lie.

Evelien van Blitterswijk

Aditi Paliwal

Aditi Paliwal finds it exhilarating to be in a dynamic and fastchanging energy industry, which is significantly different compared to only a few years ago. Energy prices are constantly fluctuating and providers of electricity, natural gas, and related services like Essent are aspiring towards becoming a one-stop energy destination for their customers. “There is a need from customers to receive their energy consumption data in real-time, and we are always looking for new and innovative ways to connect with our consumers,” she explains. Evelien van Blitterswijk agrees: “We are in the midst of a full-blown energy transition and companies are thinking critically about their pricing models, overall business models and their vision for the future.” Both Aditi and Evelien feel that one’s ability to adapt to change and raw talent are currencies that are valued highly in the energy sector – and feel that those skills transcend gender within their own organisation.

Forging opportunities

Aditi and Evelien have been working together at Essent for around three years, where they have navigated growth paths alongside each other and cheered each other on. As two women working in tech, they are both dedicated to uplifting other women in the energy sector and wider tech industry. “I really encourage women to believe in themselves and to take that first, and probably, most difficult step to pursue new opportunities. Then, once you are on your way, discard the fear of judgement and accept feedback as critical –and constructive,” says Aditi. Aditi’s advice is based on her own experience while navigating obstacles during the course of her career that ultimately helped her hone her own resilience. She is proud to have overcome some low moments, which moulded her into the person she is today, and helped her to be a more empathic leader. There is not a particular moment, award or promotion that Evelien specifically singles out as the biggest achievement of her career, but she is inherently proud of how she has developed the ability to advocate for herself and to articulate her ideas and suggestions to the advantage of her own career, and organisation. Evelien also offers advice to women aspiring to further their digital careers: “Develop confidence to forge your own path, and be vocal about it. Lots of people can help you get there; gather insights from your managers, peers, and people who inspire you. It’s okay if you

don’t know the exact path, but work hard to unearth the direction you want to go in – and then go get it!”

The power of self-care

Both Aditi and Evelien are unapologetic about protecting their energies in a fast-paced industry. Aditi gathers a lot of personal motivation from talking and connecting with peers – and people in general. “As a release train engineer, you are in the position to coach people towards what they want to achieve and to help them self-actualise. It’s important to me for everyone to encourage each other at the right moment,” she says. Aditi is disciplined in taking regular breaks and vacations and centres herself through strength training and weight lifting at the gym. Evelien is similarly energised by connecting to people, witnessing progress and watching teams grow. “I’m really bad at doing nothing,” she laughs. She packs her agenda with interesting hobbies like horse riding, crochet, skiing, biking, and mountaineering. “But luckily I’m also good with knowing my limits and when I need to make a change,” she adds.

“Nothing is holding you back, except yourself. Find the place where you can grow – and shape your own future.”

Mutual admiration – and aspiration

Aditi and Evelien both feel strongly that women should not see each other as competition in the workplace, and that the gains of more diversity brought about by gender balance benefits everyone. Evelien recalls an informal conversation where Aditi was proposed for a promotion she was interested in at the time, and remembers that her first instinct was to be happy for Aditi’s prospect rather than feeling bypassed herself. Her philosophy still remains: “I will get wherever I need to go, whenever I get there.” Evelien admires Aditi’s unwavering and clear vision of what she wants the dynamics in her teams to be, and she immediate addresses any underlying factors that are not helpful to the collective team. When Aditi reflects on what she admires in Evelien, her ability to keep her calm in stressful situations is top of mind. “I’m constantly impressed with how she can stay centered whilst still being vocal, and firm about her desired course of action.” As female leaders in the energy industry, they both bring their unique strengths to the table, but feel similar about their advice to aspiring leaders: “Nothing is holding you back, except yourself. Find the place where you can grow – and shape your own future.”

ANNUAL EVENT AND AWARDS CEREMONY

RightBrains Celebration Event

The RightBrains Awards, in association with Computable, proudly recognise outstanding female leadership and talent, alongside incredible male allies, who are igniting positive change in the digital technology industry. The finalists and winners are celebrated at our annual Celebration Event, which aims to provide a valuable networking opportunity for our RightBrains community, partners, sponsors, and like-minded industry peers. During this event, we also feature formidable keynote speakers and role models who share their career journeys and learnings, and an insightful panel discussion by the finalists in the Digital Leadership & Diversity Award category, who discuss some topical industry trends.

Nominations open in March each year, and finalists are announced in July.

The RightBrains Awards consist of two overall categories: The Digital Leadership & Diversity Award and the Digital Talent Award.

We spotlight and celebrate the finalists in both categories and create visibility for their organisations.

“Diversity is becoming an increasingly important component in the digital field; diverse teams are more creative and achieve more. Computable is therefore proud to support the RightBrains mission. We take great pleasure in facilitating the infrastructure for the RightBrains Awards for the past seven years – and will continue to do so in the future.”

Sander Hulsman Editor-in-chief, Computable

Follow news and updates around the RightBrains Awards and Celebration Event by scanning the code!

Make yourself known

Claudia van der Veer is a Data Trainee at Yacht, a global leader in recruitment and human resource solutions, and currently working as a business analyst. As the winner of the 2023 RightBrains Awards Digital Talent Award, she believes women should not only take space – but also give space to other young talent.

Data is something that energises Claudia. To her, data is like a maze; you find structures, insights, and a plethora of possibilities – as long as you ask the right questions. And to Claudia, discovering what those questions are can be an incredibly adventurous and rewarding process. She

studied international business at Groningen, and it was during her research master’s courses that she was introduced to the world of data. “I did not care so much for the writing of my research; rather, I liked finding new things, testing different hypotheses, and tweaking a bit here or there. That is how I got into data. It’s all little puzzles you need to solve.”

Dreaming big

Even though Claudia is confident in her field of work, she is still unsure about what she wants her ideal role to be. “Data, IT, AI and innovation – it all excites me. I’m still considering options and dreaming about possibilities for my career. My future job might

not even exist yet!” Claudia has worked as a data analyst, a project manager and now a business analyst where she translates the business needs to the IT team. She admits she gets restless easily, and that has been her greatest struggle. “I need to be challenged, and that is not always possible. So sometimes, I will procrastinate on some tasks until I find the motivation to focus on the bigger picture. I’m working on that: to challenge myself and come up with fresh ideas and initiatives. And also, to communicate better with my managers if I’m stuck. I have to remind myself that managers are there to help, and that they won’t be disappointed if you come across a challenge that you need support with.”

Don’t sit in the corner

Claudia believes you should put yourself out there and really show your superiors what you want and are capable of. “I like finding new things and smart ways to make work easier. In one of my previous jobs, I automated a monotonous monthly task. Not because anyone asked me to, but because I saw a possibility to improve while learning something new myself. It is so rewarding to see it still being used today.”

Advice to careers starters

Having an employer who understands you, is great for young talent to be developed further; and Claudia has experienced this firsthand during her time at Yacht. She urges others to take care when choosing the companies they want to join. “I suggest you visit their offices, because then you can see how the employees operate and interact. Diversity is important; young and old, different genders and races. Another important thing to find out is if the employer is willing to invest in you. You should not only go in and do your job, but dream about the possibilities for your role in the future. Your employer should be open to change, especially when this can benefit both of you.”Claudia is, however conscious that some people are task-orientated, and might prefer a defined role – and she emphasises that it’s also a worthy path to follow. “The trick is to pursue what gives YOU energy within your role, especially as you find your feet.”

“You can learn anything, as long as you are willing.”

According to Claudia, it is important to not only share your knowledge, but your life experiences with those around you; even more so to female talent starting out their careers and who are still finding their feet. “I’ve had female managers whom I’ve looked up to, and it’s been a great help to have open conversations with them. It means a lot that they have found the time to help me navigate some issues. That is something that I would want to do when I’m in one of those positions.” Claudia advises that not only should you take space for yourself, but you should help carve out safe spaces for others. “I would like to be a mentor, and help someone else to develop their full potential, and ask questions like ‘Why are you holding yourself back? Because you can do it if you try!’ Sometimes, you just need a different perspective.”

Developing confidence

Over the course of her career to date, Claudia has noted that women don’t always have the confidence to challenge the norms and that they (wrongly) feel they first need to know everything before they can do it. “I never know what I get into,” she laughs. “I have changed my job three times already. I have not mastered all the skills. So, in job interviews when they ask me if I know a coding language, and I don’t, I tell them I know the way of thinking of programming, and that I’ll be able to figure out that language along the way. I also tell my potential employer that even though I have little experience in the skill they are asking for, I’m keen to develop that skill to a further degree. That shows eagerness to learn. We all have to take on fresh challenges when we start a new job. You can learn anything, as long as you are willing.” Claudia also encourages career starters to share their ideas with their team members, other employees and higher-ups. “You never know when something pops up in a different team, and they think of you and your idea. Make yourself known.”

“There is a tangible sense of dedication and ambition to succeed at the highest level amongst my female industry peers. Male allies like myself applaud and support these ambitions and believe in the richness and depth that gender balance brings within companies and to boards.”

Jean-Pascal van Overbeke

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

RightBrains Ambassador

Dana Spataru

Partner Cyber Security, Deloitte Mentor

Chen Ling

Junior Manager, Deloitte Mentee

Flipping the switch

A strong female mentor-mentee relationship within an organisation is a powerful force for professional learning and development – especially if your mentor also acts as a sponsor who actively advocates for your career advancement. We checked in with two RightBrains community members to explore how such a relationship plays out in practice.

Which qualities do you admire in each other?

Dana: I really love Chen’s eagerness and the knowledge she brings to our Cyber team with her background in working with developers and products. Her experience and her passion are valuable assets when talking to clients; and I always tell her that her enthusiasm is her secret weapon. I believe in her and am invested in her future. In addition to mentoring her, I am also her sponsor, which means that I keep it top of mind to mention her to the right people and within the right meetings. The intention is to help her find a clear path for growth and to consider how she fits into the bigger picture, keeping in mind her own ambitions for her career. It’s a process that can take multiple years within an organisation, but it’s an honour to be on a journey with someone you sponsor and mentor.

Chen: Dana is a very strong and fearless person, and I admire her calm demeanour despite working in a high-pressure designation. Even though she manages large teams, she is kind and patient towards everyone and incredibly supportive – and I admire the way she parents in the face of all her professional responsibilities too. I could go on and on!

Unpack an example where your mentor-mentee dynamic led to a positive business outcome or learning.

Dana: The way in which Chen keenly understands international markets and works with our colleagues abroad, convinced me of the potential in re-positioning ourselves as a regional knowledge hub and training provider. This is just one example where my conversations with her sparked new possibilities. Chen has brought about many insights that gave me pause and left me reflecting on new possibilities. Sometimes, mentees can come up with much smarter ways of looking at the world.

Chen: When a mentor is a line manager or senior team member, their advice and their viewpoints are super practical in terms of

specific tasks that you complete as part of a team. One example of how Dana flipped the switch in my mind, was when we were working together on writing executive summaries for clients. Where I wanted to write in a lot of detail, she contextualised the emotional space executives are in when they read these documents – they are under huge pressure and are juggling a lot of responsibilities. I learned how to deliver a clear and concise message in terms of a business context, which has brought value to our clients.

What did you learn about yourself over the course of your mentoring/sponsorship relationship?

Dana: I’ve done some reflecting myself, and wondered how to best advise Chen in terms of positioning herself. I don’t think anyone should dull their spark to fit into any kind of mould in a traditionally male-dominated industry like tech, but there are ways to maximise your credibility in the long term. I’ve learned to go about this topic with a lot of sensitivity and empathy. Chen: I’m a naturally bubbly and energetic person. When your ambition is to progress in your career in terms of seniority, your goal is to reassure others of your experience and your ability with your demeanour and image. Dana has helped me to reframe and channel my energy without asking me to fundamentally change who I am. She has helped me to express myself to establish trust with clients without having to ‘tone it down’. I now find that once that trust is established, it’s easier to be a little more relaxed and be myself. Her support and guidance meant the world to me! My

Found your mentor or mentee yet?

If not, join the RightBrains platform and become part of a wider community of more than a thousand like-minded women. Find your MentorMatch today!

Summitting the mountain

Anneke Wolvekamp is the Director of Change and Development at Athora Netherlands, a leading pension and life insurer in the Netherlands. She unpacks how a beloved literary character, a master’s degree in history and a picture of a mountaintop set in motion a series of events that led her to great heights in life -- and her career.

The term ‘mountaineering’ conveys a dedication to the pursuit of reaching and conquering summits while enjoying the natural beauty of mountain environments. For Anneke, being a mountaineer also extends to her professional career. She likes to operate within a capable, resilient team with a

can-do attitude that is in pursuit of concrete results – much like a mountaineer will utilise their individual and team’s combined skills to summit a mountain. She will always be a mountaineer at heart, and credits this passion as the reason why she was drawn to a job ad for the insurance brand Zwitserleven at the beginning of her professional career.

Embracing change

Anneke fondly recalls: “I spent my twenties traveling and climbing mountains, and when it was time to consider a corporate job, that newspaper job ad featuring a beautiful mountaintop felt serendipitous. In turn, the company saw something in me and

realised I could add value as a manager.” Over the course of her career, she has worn many different hats at Zwitserleven. She became increasingly active in the change organisation between business and IT, which ultimately culminated in her position as Director of Change and Development at Athora Netherlands. She credits her master’s degree in history as an invaluable tool within the landscape of change management. “History teaches you to be conscious that change is perpetual, and that embracing change can be the key to moving forward.” As Anneke’s career progressed, she supplemented her knowledge with agile-SAFe trainings and other specific skills trainings that helped her flourish in her different roles within the field of change management.

Unlocking solutions

Today, Anneke is the manager of a largescale change programme amounting to millions of euros per year. This huge responsibility includes organising the flow of the programme, ensuring that their teams have the right capabilities and capacities, and facilitating access to suitable knowledge for employees to solve impediments. Anneke is not, as she articulates, an ‘IT technologist’. She shines wherever she can bring the right resources together to create empowered teams that can solve business challenges. “The answer is usually within the collective, so it’s my mission to bring the right minds together to unlock the solutions.” She is unafraid to keep asking questions within this process, and believes that much of her success is owed to her inquisitive mindset.

Diverse worldviews as an asset

door, since they have traditionally been more attracted to the business side as product owners and subject experts.” She strongly encourages women to pursue technical careers, believes that the talent is there, and that the potential is waiting to be unlocked. When working with affiliates in a nation like India, Anneke notes that the women seem confident in their technical abilities, and hopes to see this sense of empowerment increasingly reflected in the Dutch tech landscape. “It’s no secret that we have an aging workforce and labour shortages in tech, but there is a real and definite need for what women can bring to the table. I witness how diverse worldviews accelerate problemsolving within teams on a daily basis.”

Inspired by independence

“Embracing change can be the key to moving forward.”

Although Anneke is conscious of the fact that women are still underrepresented in many IT-related fields in the Netherlands, she can report progress since the nineties. “The way that business and IT interact has changed dramatically. Within agile organisations, fusion teams bring business-focused employees and technical resources together. That has given more women a foot in the

When reflecting on what it is that inspired Anneke to enter the field, she pinpoints an unlikely role model: the beloved literary character Pippi Longstocking. Anneke has always aspired to be like Pippi with her fiery red hair, inner strength, independence and adventurous spirit. Beyond Pippi, Anneke draws everyday inspiration from being part of a strong team where she can experience real connection, as well as a steady stream of supportive colleagues, including many formidable women. Authors like Sheryl Sandberg, former COO of Facebook, have helped encourage Anneke to navigate her identity as a woman within a maledominated industry, and she has learned to view any negative nuances within the broader cultural context as opposed to taking them personally. Another inspirational insight that Anneke still carries with her, is the 2016 TED Talk by Reshma Saujani, the founder of Girls Who Code, on the topic of ‘Teach girls bravery, not perfection.’ Anneke articulates her personal take-away from Reshma’s presentation: “As women, we do not get out of our comfort zone easily. We do not take risks, and we do not always apply for challenging jobs. But I firmly believe that we have to be brave and encourage other women to step forward. Together, we will summit the mountain.”

“I truly wish more women would reconfigure their thoughts about tech despite its reputation of complexity. Ultimately, it involves deconstructing information into manageable components and leveraging it for informed decision-making. It’s an enjoyable challenge and usually far more simple than it seems.”

Harriet van der Winden

Chief Information Officer, BumaStemra

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Leadership in a digital age

Marguerite Soeteman-Reijnen is well-known for her efforts in promoting gender equality, diversity, and inclusion, amongst many other accolades she has garnered over the span of her 30-year career. She shares her insights about how leadership has evolved with digitisation – and the skills aspiring leaders can develop to stay futurefocused in a fast-changing marketplace.

With so many conversations around AI, it’s difficult to imagine a workplace in which there was no internet –and it’s even more difficult to think that it was not even that long ago. Yet, to Marguerite, the rise of the internet signalled the most significant change she experienced in her career. “Where we used to work with landlines and fax machines, the arrival of the internet meant an instant, and ever-present expectation from clients to be serviced. It fundamentally changed the dynamics of the workplace and the pace of business in general,” she recalls. There were, of course, many other digital and technological advancements that disrupted industries since then. To Marguerite, the challenge for leaders lies in how quickly they can grasp the ongoing influence of technological developments and the impact on their own industries or businesses in terms of strategy, long-

term business viability, value creation opportunities, evaluation and risk management.

A balancing act

Modern leaders are required to balance their digital capabilities with leadership capabilities, and AI has amplified this need significantly. This balancing act entails managing organisational risks like lack of accuracy, legal liability and data privacy, with rewards like productivity, quality and creativity. It’s important for leaders to maintain a careful transition between the old and the new to create value, mitigate risks and eventually, to build long-term sustainability. For Marguerite, this means that strong governance is needed across silos in an organisation, but also that digital should be the golden thread that ties everything together. “I don’t

Interview by Carine du Pisanie

see digital as a standalone strategy to ultimately build digitally inclusive cultures.”

Developing digital-centric teams

Marguerite was shocked to note a recent report that found that a surprisingly low percentage of board members in financial services are digitally-savvy. She urges leaders and board members to become genuinely digitally literate and to develop a strong understanding, competence, and proficiency in utilising digital technologies, tools, and platforms effectively. This will not only improve board performance, but will determine the success of its digital transformation and companies’ overall progress. It’s a critical skill that requires constant introspection, training, and a willingness to learn and adapt in a fast-moving market. It also requires taking tangible steps toward creating a culture of innovation and continuous learning to ensure you build and retain digital-centric teams. An excellent example of this in the market, which remains the ultimate digital transformation case study to Marguerite, is when Netflix shifted from mail-in orders (DVD!) to cloud streaming services, which revolutionised the broadcasting industry and made the company billions – all under the leadership of Reed Hastings, co-founder and Executive Chairman of Netflix.

A whole new world

Technological innovation has always expanded horizons –from the days of automobiles replacing horses to social media giving us a front seat to historical events unfolding in real-time. “Innovation has also made the world more complex. The key to staying calm and connected in the face of change is to keep managing the expectations and to keep thinking in terms of how different scenarios will play out,” Marguerite advises. But, ultimately, one’s journey must be guided by what your personal purpose is, and your vision and mission with the work that you are doing for your company. It’s also valuable to constantly evaluate your strengths and weaknesses and to deal with the weaknesses without dwelling on them. “This is something that I’ve witnessed women struggling with. Ultimately, what it comes down to, is that good leaders are self-aware, they have empathy, good social skills and are deeply motivated from within. Keep that in mind and continue to persevere – and you WILL reach your goal!”

5 C’s for future digital leaders

Consciousness

1

2

It’s important to stay grounded, no matter how successful you become. Take stock and ask yourself frequently, am I the person I think I am?

3

Curiosity to learn

Always maintain a growth mindset and consider how things are interrelated. Keep a 360 degree view and stay situationally aware. Curiosity is the key to staying relevant!

4

Communication and collaboration

It is important to collaborate as women and for us to understand our shared day-to-day challenges, but also to enable each other to feel confident. If you can, be a role model for other women on your journey.

5

Connecting minds and hearts

People want to be led, but they also want to be heard. That’s why masculine and feminine traits like being commanding and empathic pair well in great leaders.

Have Courage

Good leadership always takes courage and a willingness to step forward – and even more so in a digital world. You can do it!

Marguerite Soeteman-Reijnen is a Non-Executive Director at Siemens Nederland, the Non-Executive Chairman at Kelp Blue and former Chairman of Aon Holdings. Throughout her prolific career, she has lead and executed transformational strategies to drive business growth internationally.

“At KPN, we want to foster a #BetterInternet safer, greener and more social! To fulfil this ambition, we need to include men, women and all gender identities in our workforce to represent the diverse group of users of the internet. Women must participate in developing and creating a #BetterInternet for our future generations.”

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Lead Great Place for All, KPN

Ronald Nieuwenhuis

With special thanks…

To bring the inaugural RightBrains DigiDiva Magazine to life, was nothing short of a mammoth task. Within the pages you hold in your hand (or are reading on-screen!) we had to coordinate interviews, photography sessions and other collateral from around 50 industry role players across more than 25 organisations. The support from these companies, women, male allies and thought leaders were, however, extraordinary – and it’s been one of the most rewarding professional projects I’ve tackled in my communication career to date.

As someone from a traditionally creative industry, and as an expat, this process gave me some very clear insights around the women who form part of the local digital technology landscape. Each brought their own perspective, educational background and work experience to the discussions. But they were all, without exception, kind, grounded and willing to uplift others on their journeys. And, without exception, each one was optimistic about the future. That gives me tremendous hope for the next generation’s prospects – including that of my own two girls.

In terms of production, a huge thank you to the unshakable support of Annet Pouw from Mrs Peacock Graphic Design, and the ever-present Michiel Wijnberg from Michiel Wijnberg Photography. An equal word of praise to the companies who continue to support RightBrains –you are critical role players in promoting visibility of inspirational female leaders and talents. Then, of course, thank you to Geke Rosier, whose charisma and passion for connection is what continues to drive RightBrains – ten years on.

And then, lastly, thank you to every reader of this publication. We encourage you to become part of the RightBrains community to connect even more personally with the formidable women who are featured. We will continue to spotlight and celebrate others as part of our mission, and YOU are part of the unfolding story of this industry.

Thank you to each person who has shared their time, their likeness, their book or initiative, and ultimately their hearts. Cheers!

Editor, RightBrains DigiDiva Magazine

Photo: Vicky McLachlanPhotography

Last but not least...

A final word of thanks to the partners and sponsors who helped us to bring the DigiDiva publication to life – we appreciate your support. We hope to see even more companies and thought leaders participate next year!

where the music is

Annual calendar

March

June

July

September

October

November

•Digital Talent Programme for female talent looking for career progression.

•RightBrains Awards: nominations open.

•Annual Inspiration event and magazine launch.

• Masterclass: Leadership for Diversity. Aimed towards seasoned digital leaders who want to make impact.

• RightBrains Awards: inalists announced and public voting opens.

• Masterclass: Leadership for Diversity. Aimed towards seasoned digital leaders who want to make impact.

• 10th Digital Leadership Programme: transforming digital learners into digital leaders.

• Annual Celebration Event and awards ceremony.

“The secret of cultivating female leadership in digital technology lies in community, connection, and sharing our collective knowledge, but it takes courage to take those first steps. RightBrains brings women together and enables us all to do just that.”

Marguerite Soeteman-Reijnen

Non-Executive Director at Siemens Nederland, Non-Executive Chairman at Kelp Blue, former Chairman Aon Holdings, keynote speaker and guest lecturer.

Connect with like-minded women, network, find a mentor or your next job today. Supercharge your digital career!