RightBrains DIGIDIVA Magazine 2024

DIGIDIVA

JUBILEE EDITION

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!

Sign up to our community platform today!

Also featuring

DYNAMIC DUOS BOOK CLUB DIVERSITY DRIVERS PROGRAMMES

POWERED BY

Magazine 2024 |

3

INDEX

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

ROLE MODEL STORIES Staying ahead of the curve Championing the human touch

16

The agile mindset

26

Taking the tech leap

40

Inspired by Innovation

44

Make yourself known

52

Summitting the mountain

58

“My advice to women: dare to be bold, claim your space, and uplift each other.”

16

ME AND MY MENTOR Authenticity holds power

8

Someone in your corner

30

Flipping the switch

56

Eva Oudemans unpacks why the human touch remains so important in the field of digital technology.

14

DYNAMIC DUOS Opposites impact

20

Finding the perfect fit

36

Cultivating the right energy

48

SPECIAL FEATURES Book club

14

Diversity drivers

22

RightBrains programmes

34

RightBrains Celebration Event

50

With special thanks

66

THOUGHT LEADERSHIP Artificial Intelligence for all

10

The magic of mentoring

28

D&I and gender balance -where do we stand? 42 Leadership in a digital age 42

38

6

62

34

Learn and grow with the RightBrains programmes.

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.

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

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

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’.

Geke Rosier RightBrains Founder

Suit designed by: Marlies Bleeker

Magazine 2024 |

5

6

“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

Karien van Gennip Chief Revenue Officer at the Eurofiber Group

Minister of Social Affairs and Employment

Magazine 2024 |

7

Staying ahead of the curve Yvonne van Rees Vellinga-Leenders, Group Director: People

trek marked by gutsy moves – on her own terms – and her desire

& Facilities at Eurofiber, was a banker, lawyer and stewardess

to continually pursue something entirely new and exciting. After

(in that order!) before she found a home in the domain of

graduating her law degree, she worked as a banker, and later as

people management. As the winner of the Digital Leadership

a lawyer. In both industries at the time, she experienced exclu-

& Diversity award at the 2023 RightBrains Awards, she wants women in tech to know: you can be what you want to be _

her experiences. “It ranged from the subtle messaging of seeing

where you want to be it.

Y 8

sion based on her gender, and today she speaks candidly about 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 part-

vonne has always felt an affinity towards change; in

ners, while the women focused on doing legal research for them,

fact, over the course of her career, it has been her dri-

and Yvonne’s disillusionment with the circumstances led her to

ving force. Her early career journey maps a fascinating

a surprising pivot that set her on a fresh trajectory. She became

Role model stories

a stewardess and pursued a degree in Fiscal Law; and when she

Driving the people agenda

eventually handed in her resignation, she was offered the job as

Yvonne is confident that limitations are rapidly disappearing for

the head of labour affairs at the airline on the spot. Yvonne stayed

women in the tech sector and she is proud to play her part at the

in the position for seven years, spearheading negations with

helm of a large programme for Eurofiber called ‘Inspiring place to

unions and forming part of the management team, whilst comple-

work.’ She and her team have actively focused on developing po-

ting a master’s degree in Personnel Science. She found, however,

licies to promote gender balance, including eliminating biases in

that the aviation industry was very static and pragmatic, which

job descriptions and recruitment processes, championing flexible

did not quench her thirst for managing change.

work arrangements, implementing mentoring programmes, and regularly reporting and communicating gender diversity metrics within the organisation. She has created a team of talen-

Stepping into tech

ted HR professionals whom she heavily credited

“It was a few years before the new millennium and

when she was awarded the RightBrains Digital

the ICT sector was buzzing and creating a lot

Leadership & Diversity award last year. “The

of movement in both the labour market and everyday life. I joined my first tech com-

award was a testament to all the hard work

pany, Inter Access, in the role of vice

“Let’s stand together

president, and it was love at first sight.

to help women push their

Eurofiber an inspiring and inclusive

For the first time in my career, I felt that

boundaries as leaders,

place to work, and I’m thankful to be

the climate had changed and that inclusion as a woman was so much less

and effort our team has put into making

as friends, as mothers,

of an issue. While there were many

and as women in

women in supporting roles at the time,

technology.”

there was an amazing dynamic. The junior techies developed new and innovative software, while the senior professionals managed the mainframes from the big corporates

playing my part in enabling others.”

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

– regardless of their gender. Everyone brought their

everyone can voice their opinions honestly. She is also

unique skills and perspectives to bake the cake.” She has

constantly inspired by her son and how he navigates this

been passionate about harnessing this energy and promoting di-

fast-changing world (which included a pandemic!) as a youngster,

versity in the tech sector ever since. She has remained committed

and how he has also chosen tech as a solid launchpad for his

to it throughout her career journey and during her independent

future career. Another pillar of inspiration is her involvement

consulting days. Despite not being a ‘techie’ herself, she has come

with female tech networks, which provides a platform for her to

to embrace the dynamic nature of the tech industry from her van-

connect with like-minded peers and to find mentoring initiatives,

tage point: “The tech industry is about something more universal

where she can help younger women find their feet in the indus-

than just technical skills. It’s about change, the technology, in-

try. Yvonne is well aware that there are still barriers to break for

novation – and pushing boundaries. It also has a lot of opportu-

women in tech – and society as a whole, which is why she hopes

nities for growth – and with that comes the need for women to

to leave all women with a call to action: “Let’s stand together to help

constantly develop their skills and challenge themselves to stay

women push their boundaries as leaders, as friends, as mothers,

ahead of the curve.”

and as women in technology. Together we can achieve great things!

Magazine 2024 |

9

Mentee

Katya Olivia Process Architect Financial Economic Crime, Rabobank

Mentor

Benji Coetzee Chief Strategy Officer, KPN

10

My mentor and me

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?

lighted the importance of learning through exposure to different

Benji: Witnessing Katya’s honesty about her ambitions, fears and

dynamics. Senior leaders can significantly boost confidence by

her relentless drive to achieve is truly admirable. Her exceptional

openly sharing insights into how processes work, delineating

listening skills, coupled with an energetic enthusiasm for learn-

negotiable aspects, and clarifying non-negotiable elements.

ing a diverse set of skills, both interpersonal and technical, show-

Katya: When I met Benji, I was applying for new roles and in one

case a rare commitment to personal and professional growth.

selection process. She is an expert negotiator and was more than

Katya: Benji’s energy is so contagious that I ended our mento-

willing to support me through the whole process. I’ve gained

ring sessions feeling revitalised and empowered. As role model

substantial insights into how to navigate a transition between

for (young) female professionals, I would define her as a unique

jobs, and we came up with a plan for my first few months of

example of ‘see her, to be her’ kind of leader. She represents the

onboarding. I later realised that having that kind of support

archetype of a modern-day female leader who is strong, capable

makes big changes less scary, and that you can grow exponentially

and eloquently outspoken without forsaking her feminine side.

despite uncertainty.

Above all, I most admire Benji’s authenticity.

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

What did you learn about yourself over the course of your men-

Benji: Embrace discomfort and insecurity, for within those

toring relationship?

moments lies the essence of growth. It’s a reminder that step-

Benji: Throughout our mentoring relationship, I discovered that

ping outside one’s comfort zone is the catalyst for personal and

authenticity holds the power to forge a deeper connection. I reali-

professional development, and that true growth often begins

sed that imperfections are the threads that weave the fabric of ge-

where familiarity ends.

nuine connections. There’s no need to strive for perfection when

Katya: I encourage everyone to start a mentoring journey because

authenticity can unlock profound understanding and connection.

we all need guidance in our careers. If someone in your network

Katya: I am nothing but grateful for the mentoring relationship

has not embarked on one yet, be the friendly face that advises

I’ve experienced. I’ve reflected, and then learned. For instance,

them to do so. Their future selves will thank you for it! Advice

I have the tendency to sell myself short despite my qualifications

from a mentor might try to push your boundaries, and it’s natural

or past successes that led me to a new opportunity; or the fact

to feel insecure. I say: just go for it and see what happens! You’d

that I second-guess myself. Now I trust myself to just go with my decisions _ and then learn from it.

be surprised by the new opportunities that can arise and the con­

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-

fidence 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!

Magazine 2024 | 11

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.

Interview by Carine du Pisanie

A

passion for elevating female perspectives in tech is a

and competent, in contrast to depictions of women as emotional

fundamental driver in the work that Karen Pesse does

and ineffective.” Karen believes that this has a long-term impact

as a public speaker. As a Latin American woman hailing

on aspiring female leaders and that early exposure to these

from the traditionally male-dominated field of engineering, it’s

biased portrayals can deter women from certain career tracks.

no surprise that stereotyping by AI models is something that she

12

is keen to raise awareness about. “The small, everyday examples

From periods to MBAs

are not that difficult to spot. When prompted to generate an image

On a personal level, Karen was quite intrigued to experience

of ‘people engaged in engineering work’, the outcome is likely to

the drastic difference between content and advertising served

feature men, while a request for ‘people involved in housecleaning’

to her based on her profile’s gender status. Fed up with targeted

tends to yield images of women,” Karen explains. “But a study

ads relating to pregnancies, babies, and periods once she turned

from the University of Tasmania unveiled gender bias in AI

thirty, a friend jokingly suggested that she change her profile’s

concerning leadership, consistently portraying men as strong

gender to male. Consequently, she saw an immediate increase

Remedying biased AI in advertising about MBA programs, engineering jobs, and

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.

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.”

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.

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

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.

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

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

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

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.

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.”

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.

Magazine 2024 | 13

14

“ 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.”

Floortje Rasenberg Andrea Kraus

Chief ChiefInformation Revenue Officer Officer, at the Budget Eurofiber Thuis Group

Magazine 2024 | 15

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

Beyond D&I: Leading diversity with purpose and inclusiveness Kay Formanek

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.

16

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

Waarom Vrouwen Minder Verdienen En wat we eraan kunnen doen

Carola Rodrigues

Sophie van Gool

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.

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

De IT girl Hoe overleef je een door mannen gedomineerde werkvloer

Hendrika

Chantal Schinkels

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!

* English available soon

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.

Magazine 2024 | 17

Championing the human touch Eva Oudemans is a Technology Officer at Navara, a power­

from raw data, led her to explore a technical field of study with a

house software and AI consultancy in the Netherlands.

bachelor’s degree in Econometrics and Quantitative Economics.

She unpacks why working as a technology officer in tech

During her master’s degree, she changed her focus of specialisa-

can be surprisingly human-centric – and why the human

tion since she was growing increasingly interested in the field of

touch remains paramount in the world of digital technology.

data science – which was seen as somewhat experimental and

E

and Business Analytics. Following a few years in the banking inva’s career in tech is deeply rooted in her love of data and

dustry at ING, including a fantastic year abroad at ING Australia,

mathematics, and she has always been enthralled with

Eva felt the pull of the consultancy environment and joined Navara

solving the little mysteries and puzzles posed by numbers.

as a data science consultant, where she today holds the position of

Her intrinsic need to crunch numbers and gather valuable insights

18

static at the time – and graduated in Econometrics and Big Data

Technology Officer (Tech & Operations Manager).

Role model stories

Teamwork makes tech work

need solid frameworks and data governance and agreements to

As a Technology Officer, Eva is concerned with managing the ope-

help us navigate AI… so we have a lot of work to do as an industry

rations of the Artificial Intelligence Unit, where she needs to keep

in order to harness its full potential.”

her finger on the pulse of developing technologies in the quest to be the best possible provider for their clients. The day-to-day

Inspired to inspire

tasks of a TO in an AI-related field are, ironically, very human-

During Eva’s time at ING, she was lucky to be supported by a

centred, as Eva works closely with her team to uncover the best

female manager who helped her to be more assertive and daring,

solutions from their combined expertise. She believes that the

which gave her the opportunity and confidence to move abroad

field of tech is still constrained by outdated notions that

temporarily. As a young female leader, Eva is eager to share her own experiences with women who are interested

it’s non-social and non-creative; and she feels it

in entering (and navigating!) the field of digital

could not be further from the truth. “The only way for domain experts and stakeholders

technology. She was recently pleased to help

to uncover how to make a great product,

someone else to make a bold move when

is to get out there and work collabora-

she connected with a certified dentist

tively. Some of the best tech leads are experts in fields like psychology and sociology, and bring a critical human touch to the tech.”

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

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

Riding the AI wave

who are navigating a temporary profes-

In her decade in the data and tech in-

sional struggle to not leave the employer

dustry, Eva has had a front seat to some

or industry impulsively. “Give yourself time

incredible technological developments that have shaped her field and the way clients inter-

to make sure that the environment is genuinely not for you before you move on. Work through

act with data. One of the shifts she has noted, is the

hard times – you might come out the other side with a new

growing interest client management teams are showing

skill or promotion, which will aid you in your next steps any-

in data solutions, as well as the need for software to help them

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

satisfy their data needs. “In the data field, our combined sector

On a personal level, Eva is energised by the dynamic nature of

knowledge is really important – our output flourishes once we

her designation, but she makes a point to do constant self-

fundamentally understand what the data tells us, and once our

reflec­tion about her strengths and areas for improvement to keep

clients realise what an invaluable asset it can be.” The rise of AI,

her motivated. Although she thinks back fondly about her time

which has deeply impacted almost every industry imaginable,

in the financial industry within the banking sector, she is confi-

has also brought about staggering advancements and oppor-

dent that she is well-positioned to make a positive impact within

tunities in the consultancy environment. Eva is, however, still

a more intimate consultancy environment. “Within an IT environ-

confident that the human brain is the most complex system of

ment, it’s tempting to prioritise technology. However, the combi-

all – and that society should view AI as a tool and collaborator,

nation with the human factor truly makes the difference – and

rather than feeling apprehensive about potential dangers. “We

I’m proud to be championing that perspective.”

Magazine 2024 | 19

20

“ 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.”

Lieke Schepers

Andrea Kraus

Chief Chief Executive Revenue Officer Officer,atYacht the Eurofiber Group Group

Magazine 2024 | 21

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.

Rosa Henriques

22

Mel Jacobs

Dynamic duos

Mel Jacobs is enthusiastic about living in a time where many

exactly as they are. “I believe that every woman has it in her to

forecasts and projections about the future of banking is actually

reach great heights, and hope that all women make a point of

coming to fruition. She has witnessed some monumental shifts

verbally encouraging others and helping them gain confidence so

in terms of digitisation within banking during the course of her

that they believe it for themselves.” Over the course of her career,

career, and can attest to the fact that we are now living in an era

Rosa has had some conflicting thoughts about what it means to

where technology has become the driving force behind the entire

be a woman in traditionally male-dominated industries. Initially,

industry. To consumers, the modern bank is digital and mobile,

she was of the opinion that there were no differences between

which means that they no longer have to visit physical branches

genders, but with time she has learned that each person brings

and speak to people in order to conduct their personal banking.

certain strengths to the table. Personally, she now feels that there does exist some broad differences between

To Mel, a digitised industry signifies much more. “Today, technology holds the promise of navigating financial systems to benefit the planet

“Mel and I are

and society as a whole, and it yields power to

polar opposites,

impact the world positively.” Rosa Henriques also

but we complement

feels comfortable in an increasingly digitised banking industry that is posing industry-wide opportunities

and

challenges.

As

someone

each other. My first instinct is to look at

who has always been data-driven, she finds it

the data and the

exhilarating to be asking the right questions

numbers. Mel taps more

and developing the right solutions to be at the helm of this digital transformation. It’s a tough

into her emotions and

and fast-moving world to navigate, but one with

her gut feeling.”

high rewards. She articulates: “I’m excited to be in a designation within an industry where

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 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

I can help make a difference to people within my organisation

in the process of problem-solving. And despite her data-driven

and for consumers who rely on us -- and during a time where

approach and intellect, she is without ego and incredibly humble.

that contribution can be supported by my peers regardless of my

It’s powerful to have colleagues that you can trust completely, and

gender. ”

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.

Making the mindshift

“Mel and I are polar opposites, but we complement each other.

Mel is conscious of the fact that female tech leaders are in a unique

My first instinct is to look at the data and the numbers. Mel taps

position to help build up other women within their organisations,

more into her emotions and her gut feeling in the decision-making

and beyond. When she was younger, she was struck by how women

process,” she explains. “Mel is widely praised for her ability to

who had ‘arrived’ professionally seemed to be perfect in every

build strong and diverse teams, and I really admire the output and

way, which led to some self-limiting beliefs. Today she values

results she delivers accordingly.” Rosa also notes that Mel was an

authenticity and applauds women who share their vulnerabilities,

early adopter of the idea that you can serve others and society in

because she believes that younger women can benefit from the

your corporate position and help others progress their careers. “I

assurance that everything will be OK when they bring themselves,

have learned a lot – and there still is much more to learn from her.”

Magazine 2024 | 23

Diversity drivers RightBrains is proud to spotlight and

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

support like-minded initiatives striving

coming years they are planning to grow this

for more gender diversity in digital

amount even more!

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!

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

Prof. Hanneke Takkenberg Executive Director, ECWO (Erasmus Centre for Women and Organisations)

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.

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.

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.

24

Lieke Lamb

Dieuwke van Buren

Director: Women in Tech, NL

Managing Director, Equals Amsterdam

Women in Tech® (Global) is an international

Equals strives for equality and more diversity in the workforce. They are

organisation with more than 50 chapters

committed to supporting women in the growth and development of their

worldwide, on a mission to close the gender

careers through collaboration, celebration, and advocacy. Their approach

gap by empowering 5 million more women

rests on three pillars: Exposure (highlighting inspiring women to help

and girls to embrace a career or course of

change perceptions), Academy (offering education and career pathways

study in the field of technology by the year

in tech and entrepreneurship) and a

2030. In the Netherlands, their goal is to

Memberclub (fostering a community

support this mission by serving as a platform

of ambitious women for connection,

to connect, educate,

growth, and empowerment).

and leverage women in the technology and leadership fields.

Netherlands

Ineke Scheffers Hilde de Vocht and Ingelou Stol Co-founders, Fe+male Tech Heroes

ounder & Solutions F Architect, Girl Code Girl Code is an initiative Ineke started to bridge the gender gap in code by putting

This High Tech Campus Eindhoven initiative aims to raise awareness

professional women programmers on stage,

about gender equality and diversity challenges in the tech industry.

and making them role models. With this, she

What was initially conceived as a platform catering to women in tech,

hopes to unearth unconscious bias about

has since flourished into an all-encompassing community that embra-

women in tech (men are welcome too!) Every

ces individuals of every gender, dedicated to forging an inclusive, di-

company with developers and interested

verse, and equitable tech world. They are

in diversity and

steadfast in their mission by highlighting

inclusion can be

role models, organising community-con-

a possible host

necting events such as conferences, men-

for the next Girl

toring sessions, workshops and dinners.

Code event.

Magazine 2024 | 25

26

“ 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.”

Ahmed Shafik

RightBrains Ambassador Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Magazine 2024 | 27

The agile mindset Agile methodology is a flexible and iterative approach to soft-

drive to empower people by utilising their collaborative strengths.

ware development that emphasises collaboration, adaptability

She had been working in an NGO environment that was hard-hit

and customer centricity. But to Mieke Storms, Agile Coach at the PVH Corp, it’s more than that _ it’s a fundamental mindset

by the recession at that point, and consequently stepped into her

and enabler that lies at the heart of great organisations. And

was introduced to an agile way of working – and the central focus

it’s something that found her.

on flexibility, collaboration, and adaptability sparked something

T

in her. “The very nature of my studies in communication and at

first project manager role in an IT organisation. This is where she

here are three major aspects that set Mieke’s tech career

a hotel management school was to understand and serve custo-

into motion: her master’s degree in Persuasive Com­

mers, and that’s what the agile mindset is all about. Communi-

munication, a chance encounter with a CEO of a loyalty

cation studies enabled me to really zoom in on the behaviour of

programme startup at a networking event, and an inherent

people. Asking why people act in a certain way, and how one can

28

Role model stories

effectively change people’s behaviour, is what laid the basis of my

and organisation-specific challenges and how can we improve

interest in pursuing agile roles,” she explains.

collaboration? And on a personal level, I ask myself: how can I add the most value possible?” To younger women who are considering

Bridging the gap

her line of work, she summarises the job description of an agile

The value of agile was really cemented to Mieke as she naviga-

coach as follows: “I help teams at all levels, and the organisation,

ted her next steps: first as a scrum master in a team that imple-

to deliver value by collaborating effectively and using everyone’s

mented loyalty programs for, among other things, fashion brands,

talents. I help to achieve this by working side by side with teams

and then as the service delivery manager within a consultancy

and growing together – not by standing on the sidelines. When

environment, where she was responsible for the SAP service ma-

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

nagement contract between Ordina and ProRail. It was

happens.”

during her tenure at ProRail that she realised that one of the Agile Values, customer collabora-

Going for gold

tion over contract negotiation, is key in delivering optimised value for clients.

She started to incorporate more agile techniques and ways of working to

With the lightning speed at which new

“When you can harness the strength of

technologies are changing the industry, Mieke aspires to keep on top of the

overcome challenges and to promote

individuals and channel

transparency and visibility between

that into creating a strong

ging needs of customers. “Technology

the supplier and the client. Fast-for-

collective team, that is

has the remarkable ability to answer to

ward to today, Mieke works in a compact team of agile coaches focusing on

where the magic

Calvin Klein and Tommy Hilfiger at the

newest developments and the chan-

their needs in a unique way; for example, tech can help track and trace the origins

happens.”

of materials for a more conscious generation of shoppers who don’t want to support

PVH Corp, where she supports the Direct to

fast fashion trends.” To Mieke, the creation of

Consumer and Value Chain domains.

learning organisations and the adoption of a growth A healthy ecosystem

mindset is critical in staying ahead of the curve in a fast-

Mieke’s day-to-day tasks as an agile coach for fashion

changing technology landscape. When reflecting on what lies

can be dynamic and complex. “Everything is connected – logis-

at the heart of great and truly agile organisations, she adds that

tics, supply chains, the retail landscape and the need to cater to a

over and above the fact that that they need to leverage new tech-

diverse set of customers and their preferences. As agile coaches,

nologies and manage change extraordinarily well, they should

we need to ascertain how we can scale our workload and have

view their teams as their ‘gold’ – a highly prized commodity. It

an holistic view of the operations so we can help leadership set

is within these teams where diversity and gender balance real-

direction and bring stakeholders together to deliver customer

ly bring fresh perspectives to the table that will ultimately drive

value,” she explains. Luckily, Mieke is energised by this dynamic

innovation. “Truly agile organisations aspire to deliver value to

environment and she is constantly motivated to keep the eco-

answer to the consumer’s need in the fastest timeframe possible,

system as healthy and transparent as possible for all key players

while collecting and delivering feedback to continuously improve.

and the 250 people in the tech department. “As an agile coach, it’s

And that, in a nutshell, is how agile organisations can stay ahead

really important to continually ask yourself: what are the systemic

of the game.”

Magazine 2024 | 29

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.

Interview by Carine du Pisanie

W

30

hat makes a great mentoring relationship? It’s a

The value of mentoring

question Annemarie has pondered in her craft as a

Annemarie encourages younger women to seek out mentoring

coach and mentor to female executives. To answer

relationships with intention, in addition to their existing support

it, she draws on her collective experience following a tenure of

network of friends, family and colleagues. “When you become part

twenty-five years in the telecommunications industry, which

of a defined mentoring relationship, it’s about you, and it’s a safe

culminated in a director role. She believes that the answer is

space to focus on your development.” To Annemarie, mentoring

simple: it’s all in the chemistry. It’s about building an energy-

relationships also bring about inadvertent advantages to mentors:

giving connection through mutual understanding and respect,

beyond the satisfaction of knowing that their experiences are

and ultimately developing an ease of communication that inspires

contributing to the development of the next generation of strong,

you. The most critical part of this process, however, is that both

female leaders, they gain valuable insights into how younger

potential mentors and mentees step up and make themselves

generations think. Mentors will undoubtedly also benefit from

available and open to the process; therein lies the catalyst of the

honing their listening skills, learning to articulate their insights,

elixir of professional growth and development.

and reflecting on their own experiences from a fresh perspective.

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

Mentee tips: maximise your mentoring benefits

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

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

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

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!

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

Get a MentorMatch via the RightBrains platform today!

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

should pursue both sponsorships and mentoring relationships –

home directly feeds into your performance and how you lead.

especially in a male-dominated industry like digital technology.

Women should be bold in exploring all aspects of themselves

She believes that the winning combination between internal

within a mentoring relationship – and should not feel that they

sponsorship and support for external mentoring programmes, is

are overstepping or being unprofessional when they reveal their

the key to driving forward the careers of talented women.

authentic selves.”

That’s why Annemarie believes in the magic of mentoring; and

Paying it forward

why she feels strongly that mentoring relationships should go

The pay it forward concept involves the recipient of a good deed

beyond one’s current organisation. This is also why she supports

or act of kindness repaying it to others instead of the original

initiatives like RightBrains, who connect like-minded women

benefactor – and this mentality should be deeply rooted within

within the digital technology industry – and acts as a mentor

mentoring relationships. “Mentoring is a win-win for everyone. So

herself in the annual RightBrains Digital Talent Programme.

be daring, take the leap and reap the benefits; for your current and your future self!”

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

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.

Magazine 2024 | 31

Mentee

Laura van Nigtevegt Partner at FULL FORCE DIGITAL

Mentor

Frauke Wessel Senior Digital Transformation Leader

32

My mentor and me

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?

In which ways did you gain a fresh perspective from exploring

Frauke: Everyone who knows Laura, knows that she has an ener-

each other’s viewpoints?

gising and lovely personality. This made it so easy to mentor her.

Frauke: From my conversations with Laura, I realised that the

I also admire her eager and ambitious nature. She is continuously

challenges that women face in their careers and also within the

motivated to go the extra mile in everything that she does. I was

tech industry are universal and sometimes intergenerational.

so impressed with her perspective on the world – she was a cut

You are rooted in ambition, you start out with a path in mind, and

diamond that was already sparkling when I met her!

you need to define what your goals are – regardless of where you

Laura: My first encounter with Frauke was when she raised her

are in your career.

hand at an event and spoke her mind about the hardcore work

Laura: Frauke’s insightful questions really helped me to expand

that goes into landing a top executive role. It resonated with me

my mind when I was just about to embark on my journey into

that someone was gutsy enough to point out the grit you need to

management, and her encouragement helped me to make

develop beyond believing in yourself and simply ‘saying yes’ to

some decisions around it. Her vantage point added depth in the

opportunity. I love how unapologetic and real she is – what you

deci­sion-making process, and it was reassuring to know someone

see is what you get.

beyond my specific organisation was in my corner, and will be in the future.

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

What’s your advice to women in tech?

Frauke: Despite being aware of what I have achieved professio-

Frauke: Ditch the guilt and disregard the stereotypical agendas

nally and in life, I sometimes still feel insecure. During the men-

that are not helpful. If a career is something you want, don’t com-

toring process, I was reminded again how your unique experien-

pare yourself to the class mom who can invest a lot of private

ces can be of value to someone else and that gave me a welcome

time at their children’s schools. It’s a piece of advice I never neg­­-

boost of confidence and validation. It’s empowering to enable

lect to share with my mentees.

someone else to make a move in the right direction, and that

Laura: I think it’s important to question and challenge your own

ended up inspiring us both!

‘Why’. Ultimately, what makes you happy should be your guiding

Laura: After being mentored by Frauke, I was really enthusiastic

light; and inspirational mentorship can help get you there. In

and empowered to become a mentor myself. I’ve discovered that

our case, our mentoring relationship continues beyond the pro-

even a few chats can put someone else on the right track and help

gramme that initially connected us, and we wish for many more

them clear their mind to consider a tough decision from a fresh

women to stay connected forever.”

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.

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!

Magazine 2024 | 33

34

“ 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

Andrea Kraus

Chief Revenue Officer at the Eurofiber Group

Chief Commercial Officer, Eurofiber Group

Magazine 2024 | 35

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.

36

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.

Digital Leadership Programme

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.

MASTE R CLASS

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!

Magazine 2024 | 37

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

38

Dynamic duos

Bianca den Elsen and Esther Rijkeboer have been working together

put in charge, and the client (and I!) were extremely happy with the

at Valcon, a consulting firm specialising in data and technology,

end result.”

for around two years. Although their roles don’t cross paths within the organisation every day, they share a deep-rooted passion for

A word to the wise

sustainable transformation, which Valcon facilitates through

When thinking about what it is that they admire in each other, both

a combination of technology, data and consulting. By its nature,

Bianca and Esther value each other’s wisdom. Bianca appreciates

consulting is a dynamic discipline – and Bianca is enthusiastic

how Esther can weather storms and overcome adversity to emerge

about the disruptive force of digital transformation and how it’s

stronger, whilst always maintaining a positive attitude. “I love how

shaping and reshaping the businesses of their clients. “The scope

Esther’s experience and her wisdom play out in the way she views

of it is vast – and as consultants, we are able to guide organisations

the world and how she is able to communicate with clients. The way

toward digital adoption to help them leverage data, analytics, AI

she shares her insights with others and how she offers advice is

and other ways to drive innovation and efficiency,” Bianca explains.

fantastic. I respect her commitment to advancing women in techno-

“In the digital age, we are not only witnessing these changes, but

logy and how diversity and inclusion for women in tech is so high

have the incredible task of implementing it too.” Esther adds that

on her personal agenda,” Bianca says. Esther, who was one of the first

with the rise of generative AI, consulting firms have the unique

women to complete the RightBrains Digital Leadership Programme,

challenge of helping companies embed the technology, while

appreciates how Bianca supports her in this personal mission

evolving themselves and offering a unique, valueadding human touch.

of hers. “I think it’s very admirable how Bianca

“Our advice for

Celebrating special moments

women in tech

Another sentiment that Bianca and Esther share,

is to embrace

is that both women celebrate the achievements that are personally significant to them. They

change with a growth

have both been in the industry for a number of

mindset and

years, and can highlight numerous moments

to take ownership

that they are proud of. Bianca pinpoints her appointment as Managing Partner at Valcon as

of your careers.”

the beginning of a new professional chapter for

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.”

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

her. “I’ve been honoured to lead a team of 750 talented consultants

rewarding moments, but both feel you need to find and fuel your

in the Netherlands, and to me, the challenge is to leave a positive

own drivers to stay motivated. For Bianca, that lies in developing

and lasting legacy.” She also recalls another highlight where she

new skills and continuous learning, and she is currently studying

headed up a complex deal during her time at Accenture with an

towards a bachelor’s degree in psychology. Esther finds it important

all-female team – which they won over nine competitors. She

to be in a nurturing environment too, where she can add value. “To

considers that to be one of her biggest professional achievements.

me, it’s not about where you get your energy, but where you get to

Another recent accolade that she considers an incredible honour,

spend it that makes all the difference. Make sure the environment

was being named fourth position in ‘The Top 25 Women Leaders

around you inspires you… then it will be the perfect fit.” Bianca adds:

in Consulting list’ by The Consulting Report. For Esther, a standout

“Our advice to women in tech is to embrace change with a growth

professional moment was when she was working on a tank storage

mindset and to take ownership of your careers. Women have an

client engagement and she realised she had more to offer than the

important role to play in the digital transformation, and we are

particular role she was in. When the transformation lead left, she

living proof that we can be both parents and have careers. Let’s

took a leap of faith, put herself forward for the new position and

be vulnerable about our challenges and doubts and show the next

advocated for herself to her manager. “I took a chance, was then

generation how we try and achieve the right balance.”

Magazine 2024 | 39

40

“ 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

Magazine 2024 | 41

Taking the tech leap Debora Monfrini is a third-year student at Codam College and the embodiment of the word ‘determination’. Originally from

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

mountainous Italy, she started her journey in the Netherlands

notion was frowned upon for girls. “It was seen as a man’s job.

as a cleaner before breaking into tech – and sat down with us

There was a programming school nearby, which consisted of

to share her fascinating journey.

boys only; and my parents were reluctant to send me there.” Even

A

Debora’s teachers discouraged her dreams, and she decided to go s a young girl, computers always captivated Debora,

to a hospitality school instead.

which sparked her interest in programming. “When I got my first computer, the internet was really slow. I probably

Expanding horizons

had to wait an hour just to watch a ten-minute video. So, I had

Debora has worked in different hospitality roles, including being a

to play around with the programs that were already installed

waitress and an assistant chef. When her previous partner wanted

on the computer, which did not need the internet. And by doing

to move abroad, she jumped at the opportunity to expand her

42

Role model stories

horizons. “I wanted to broaden my experiences and learn English.

Onwards and upwards

So, when I moved to the Netherlands, I could not speak English,

During her studies at Codam, she has had the opportunity to at-

and I chose jobs where it was not required. That is how I ended up

tend master’s classes and participate in hack-a-thons. In 2023, she

in a cleaning position.” After moving to Amsterdam, she started to

participated in an innovative event called the “Stolenbike-athon”, a

notice women in digital positions; and she found herself thinking:

collaborative initiative between AMS Institute, Amsterdam Univer-

why not? During the Covid-19 pandemic, her cleaning hours

sity of the Arts, Codam and MIT Senseable City, where she and her

were limited, and she looked online for programming courses. “I

team were named as winners. Initiatives like these have allowed

enjoyed it, and came across Codam. But I had to wait a

Debora to learn about different topics and find innovative ways of solving problems. “Win or lose, you learn a

year to finally be able to do a piscine.” Piscine is

lot!” She is now in the final year of her course, and

French for a swimming pool – and Codam uses this metaphor for their selection

she is now looking for an internship. When

process. Every summer hundreds of

she recently completed a technical assign-

aspirant coders dive into various coding

ment from one of the companies she was

pro­jects, learning through submersion.

Debora admits the piscine was tough, but she is thankful that she immersed herself so completely in her dream.

interviewing for, she was quite surprised

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

that she could complete most of the assessment, and feels confident in what she has learned throughout her studies.

“I’m very shy, and the only way to complete the piscine is to work with

Ready and future-focused

others. I had to try to do my best to unlock

In 2024, Debora is looking towards the

myself. It was the first time that I was in an

future. She is keen to discover her purpose

environment with so many people who only spoke English. As a cleaner, I only had a few

and to start a job that will inspire her to uncover and realise her full potential – preferably at a

colleagues. The piscine was definitely out of my

company that has a strong focus on the environment. “I have

comfort zone. But I enjoyed it so much, I was probably at

started to go out to some meet-ups to see what is out there. At

Codam for 18 hours a day!”

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

In 2021, her new journey as a programmer started when she

help people.” Her long-term hope is to eventually go back to Italy

joined Codam as a student. “Coding gave me freedom and I could

after her studies to share her knowledge and inspire girls and

do anything I liked. I initially thought it was very difficult, but

boys. “There needs to be more exposure to challenge stereotypes;

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

if you see more female programmers, there will be more female

my career detour and the pandemic, I could have ended up at

consider what you do with your free time and prioritise your own

a learning institution that did not help me thrive. Where I am

needs if it’s something you want to pursue. “You might feel as

now at Codam, is the best time and place for me to do what

though it is not the right time to start something. There will never

I really want to do.”

be the perfect time, so you just have to start.”

programmers.” Her advice to aspiring young female coders is to

Magazine 2024 | 43

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.

Interview by Carine du Pisanie

W

hen reflecting on gender balance in organisations, a

‘dominant coalition’ of power. The term ‘dominant coalition’ refers

natural first question to ask a renowned expert like

to individuals or groups within a flawed system who influence

Prof. Takkenberg, is whether she is satisfied with

decision-making processes and outcomes – and when this group

progress across multiple sectors where women’s advancement

is not diverse to begin with, the cycle continues. This needs to

is concerned. While her immediate reaction to the question is a

change in the long term.”

decisive “I wish!”, she smiles good-naturedly and elaborates on a few points of progress and regressions. “We are happy with a lot

Beyond gender balance in leadership

of gains and increased awareness about the issues that we are

To Hanneke, the continued advancement of women transcends

currently witnessing, especially in areas where measures from

gender balance in the workplace and within leadership structures.

the government and the European Commission forge the path, but

Alongside these, equal remuneration is something that she feels

it’s undeniable that there is also fatigue where specific things like

passionate about. She encourages women and organisations to

gender balance is concerned. The conversation is multi-layered

consider it critically – beyond the literal financial remuneration

and it’s easy for organisations to ‘move on’ to other minorities

– in order to make a tangible and lasting impact to help women

when they have achieved visible progress, but sometimes those

progress and to impact D&I. “Organisations should be asking

conversations take place in boardrooms where there is still a

things like: what are the options for administrative support as

44

women progress up the ladder, how does one create a culture and

Getting started: D&I strategy

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

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

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

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?

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

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.

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

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.

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

a journey and a process of cultural change over time, rather than

management, and expanding their networking initiatives beyond

a project with quick wins as the metric of success.” As Executive

the traditional ‘Friday night after-work drinks’.”

Director of ECWO, Hanneke and her team remain passionate about empowering women to achieve positive impact over the long

Perspectives on D&I

term within their organisations, and moving towards a world of

Hanneke cheers on inclusive leadership that values a longer-

inclusive prosperity. “D&I and promoting gender balance is an

term sustainable workforce above short-term targets. For this to

ever-evolving landscape that battles against fatigue in the market,

happen, there is an urgent need for organisational transformation

but also celebrates some pockets of momentum. But with inclusive

towards full inclusion for everyone. “Our research and practice

leadership plus passionate women and male allies driving change,

over 10 years has revealed that in order for this to happen,

we can create a future where diversity thrives and inclusion

inclusion must be fully integrated into organisations and indeed,

becomes second nature.

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

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).

Magazine 2024 | 45

Inspired by innovation Sanne Nolet is the Tribe Lead IT4Consumer at VodafoneZiggo,

introspection, Sanne opted to move into the world of consulting.

and views her interest in the domain of strategy and innova-

Where this world was less bureaucratic and moved at a quicker

tion as the golden thread throughout her career to date. She

pace, in its nature, consulting meant that you could move in, offer

shares why she finds this specialised field THE place to be,

advice, and then step back. Sanne found herself still yearning to

a piece of advice that stuck with her and became a personal

go beyond this job specification and get involved in the actual

mantra, and the importance of pursuing an organisational

execution of the solutions. “I wanted to be actively involved, and

culture that resonates with you as an individual.

get closer to the ‘fire’ – and the corporate world and VodafoneZiggo

A

proved to be fertile ground for me to do just that.” degree in International Relations and Diplomacy is a surprising educational background for someone working

Leading the tribe

in a technical capacity for a telecommunications provider.

During her tenure of more than eight years, Sanne has worked

After graduating from Leiden University and doing some serious

across three different business units within her company

46

Role model stories

as Strategy Manager, Senior Manager Business Planning &

instead of harbouring energy-tapping resentments. Her previous

Innovation and as Tribe Lead IT4Consumer since 2022. Strategy

manager also shared a piece of advice that she still carries with her

and innovation have been a constant underlying theme across

today, and which she would love to share with others as well: “Your

her different designations: “Nowadays, a large percentage of

garden is as big as where you stop mowing.” To Sanne, this mantra

the innovation capital expenditure is funnelled toward the IT

perfectly articulates the idea that you should not wait for people

department, and it’s an incredibly fast-paced, dynamic, and

to give you permission or a mandate, but to pursue opportunities

exciting environment to work in.” In her current role as Tribe

proactively and to never limit yourself with your thoughts.

Lead IT4Consumer, Sanne is accountable for all the applications and platforms for VodafoneZiggo’s consumer market; it

Love what you do When offering advice to others, she is keen for

ranges from digital front-end assets to back-end

women in the digital technology industry to

systems and everything in between. The ‘tribe’ consists of fifteen smaller ‘squads’, working

prioritise culture and a way of working over

on applications or platforms. Sanne’s day-

a branch or product when choosing an

to-day work involves determining and managing their multi-year roadmap to

“Pursue opportunities

balance commercial innovation with

proactively and

technology evolution and life cycle

never limit yourself

management, as well as managing the ongoing transformation of the

with your thoughts.”

scaled agile set-up delivery system

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

since transitioning from a waterfall

lessons from them. She encourages women

delivery model. “A lot of focus goes into the

to also consider authentic leadership as a

process to make sure VodafoneZiggo gets the most out of the scaled agile set-up. In essence,

valuable asset in their organisations of choice. “To me, an authentic leader is someone who knows both

I’m surrounded by highly technical experts, who

their strengths and their weaknesses, and knows when to ask

employ really creative solutions to solve challenges,” she

for help or support. They are genuinely interested in hearing

summarises. Like in most industries, Sanne and her teams are

what others have to say and grounded and real about who they are.

keenly watching the developments unfold in the field of AI, and

And, in this process, they should keep their good humour too. Be

she wishes that she could peek a few years into the future to see

inspired by that person, and also aspire to be that person – and the

how it has changed and aided the telecommunications industry –

cycle of inspiration will benefit everyone.” Sanne does not think

especially in service delivery to consumers.

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

With such a demanding role, Sanne constantly draws energy from

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

her personal drive to take on new opportunities as something

what drives you and what excites you within your industry and

positive, instead of viewing it as a threat or a challenge to

organisation, seek out the right space, look up to authentic leaders,

overcome. To Sanne, perspective is critical – and letting things go

and you will be positioned for continual growth.”

Go beyond the mandate

Magazine 2024 | 47

48

“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.”

Bart Remie

Chief Technology & Operating Officer, Athora Netherlands

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Magazine 2024 | 49

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

Evelien van Blitterswijk

powerful force, and where the source of their own energies lie.

Aditi Paliwal

50

Dynamic duos

Aditi Paliwal finds it exhilarating to be in a dynamic and fast-

don’t know the exact path, but work hard to unearth the direction

changing energy industry, which is significantly different

you want to go in – and then go get it!”

compared to only a few years ago. Energy prices are constantly fluctuating and providers of electricity, natural gas, and related

The power of self-care

services like Essent are aspiring towards becoming a one-stop

Both Aditi and Evelien are unapologetic about protecting their

energy destination for their customers. “There is a need from

energies in a fast-paced industry. Aditi gathers a lot of personal

customers to receive their energy consumption data in real-time, and we are always looking for new and innovative ways to connect

motivation from talking and connecting with peers – and people _ in general. “As a release train engineer, you are in the position

with our consumers,” she explains. Evelien van Blitterswijk

to coach people towards what they want to achieve and to help

agrees: “We are in the midst of a full-blown energy transition and

them self-actualise. It’s important to me for everyone to encourage

companies are thinking critically about their pricing models,

each other at the right moment,” she says. Aditi is disciplined in

overall business models and their vision for the future.” Both Aditi

taking regular breaks and vacations and centres herself through

and Evelien feel that one’s ability to adapt to change and raw talent

strength training and weight lifting at the gym. Evelien is similarly

are currencies that are valued highly in the energy sector – and

energised by connecting to people, witnessing progress and

feel that those skills transcend gender within

watching teams grow. “I’m really bad at doing

their own organisation.

nothing,” she laughs. She packs her agenda with

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

“Nothing is holding you back, except yourself.

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.

cheered each other on. As two women working

Find the place

in tech, they are both dedicated to uplifting other

where you can grow

Aditi and Evelien both feel strongly that women

women in the energy sector and wider tech

– and shape

should not see each other as competition in the

industry. “I really encourage women to believe in themselves and to take that first, and probably,

your own future.”

Mutual admiration – and aspiration

workplace, and that the gains of more diversity brought about by gender balance benefits every­

most difficult step to pursue new opportunities.

one. Evelien recalls an informal conversation

Then, once you are on your way, discard the fear

where Aditi was proposed for a promotion she

of judgement and accept feedback as critical –

was interested in at the time, and remembers that

and constructive,” says Aditi. Aditi’s advice is based on her own

her first instinct was to be happy for Aditi’s prospect rather than

experience while navigating obstacles during the course of her

feeling bypassed herself. Her philosophy still remains: “I will get

career that ultimately helped her hone her own resilience. She is

wherever I need to go, whenever I get there.” Evelien admires Aditi’s

proud to have overcome some low moments, which moulded her

unwavering and clear vision of what she wants the dynamics

into the person she is today, and helped her to be a more empathic

in her teams to be, and she immediate addresses any underlying

leader. There is not a particular moment, award or promotion that

factors that are not helpful to the collective team. When Aditi

Evelien specifically singles out as the biggest achievement of

reflects on what she admires in Evelien, her ability to keep her

her career, but she is inherently proud of how she has developed

calm in stressful situations is top of mind. “I’m constantly impres-

the ability to advocate for herself and to articulate her ideas and

sed with how she can stay centered whilst still being vocal, and

suggestions to the advantage of her own career, and organisation.

firm about her desired course of action.” As female leaders in the

Evelien also offers advice to women aspiring to further their digital

energy industry, they both bring their unique strengths to the table,

careers: “Develop confidence to forge your own path, and be vocal

but feel similar about their advice to aspiring leaders: “Nothing is

about it. Lots of people can help you get there; gather insights from

holding you back, except yourself. Find the place where you can

your managers, peers, and people who inspire you. It’s okay if you

grow – and shape your own future.”

Magazine 2024 | 51

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.

52

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!

Magazine 2024 | 53

Make yourself known Claudia van der Veer is a Data Trainee at Yacht, a global leader in recruitment and human resource solutions, and

studied international business at Groningen, and it was during her research master’s courses that she was introduced to the

currently working as a business analyst. As the winner

world of data. “I did not care so much for the writing of my re­

of the 2023 RightBrains Awards Digital Talent Award, she

search; rather, I liked finding new things, testing different

believes women should not only take space – but also give

hypotheses, and tweaking a bit here or there. That is how I got

space to other young talent.

into data. It’s all little puzzles you need to solve.”

D

ata is something that energises Claudia. To her, data

Dreaming big

is like a maze; you find structures, insights, and a

Even though Claudia is confident in her field of work, she is still

plethora of possibilities – as long as you ask the right

unsure about what she wants her ideal role to be. “Data, IT, AI and

questions. And to Claudia, discovering what those questions are

innovation – it all excites me. I’m still considering options and

can be an incredibly adventurous and rewarding process. She

dreaming about possibilities for my career. My future job might

54

Role model stories

not even exist yet!” Claudia has worked as a data analyst, a project

Advice to careers starters

manager and now a business analyst where she translates the

Having an employer who understands you, is great for young talent

business needs to the IT team. She admits she gets restless easily,

to be developed further; and Claudia has experienced this first-

and that has been her greatest struggle. “I need to be challenged,

hand during her time at Yacht. She urges others to take care when

and that is not always possible. So sometimes, I will procrastinate

choosing the companies they want to join. “I suggest you visit their

on some tasks until I find the motivation to focus on the bigger

offices, because then you can see how the employees operate and

picture. I’m working on that: to challenge myself and come up

interact. Diversity is important; young and old, different genders

with fresh ideas and initiatives. And also, to communicate better

and races. Another important thing to find out is if the employer

with my managers if I’m stuck. I have to remind myself that

is willing to invest in you. You should not only go in and do your

managers are there to help, and that they won’t be disappointed if

job, but dream about the possibilities for your role in the future.

you come across a challenge that you need support with.”

Your employer should be open to change, especially when this can benefit both of you.”Claudia is, however conscious

Don’t sit in the corner

that some people are task-orientated, and might

Claudia believes you should put yourself

prefer a defined role – and she emphasises

out there and really show your superiors

that it’s also a worthy path to follow. “The

what you want and are capable of. “I

trick is to pursue what gives YOU energy

like finding new things and smart

within your role, especially as you find

ways to make work easier. In one of my previous jobs, I automated a monotonous monthly task. Not because anyone asked me to, but

your feet.”

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

Developing confidence Over the course of her career to

because I saw a possibility to improve

date, Claudia has noted that women

while learning something new myself.

don’t always have the confidence

It is so rewarding to see it still being used today.”

to challenge the norms and that they (wrongly) feel they first need to know everything before they can do it. “I never

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

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

finding their feet. “I’ve had female managers whom I’ve looked

thinking of programming, and that I’ll be able to figure out that

up to, and it’s been a great help to have open conversations with

language along the way. I also tell my potential employer that

them. It means a lot that they have found the time to help me

even though I have little experience in the skill they are asking

navigate some issues. That is something that I would want to do

for, I’m keen to develop that skill to a further degree. That shows

when I’m in one of those positions.” Claudia advises that not only

eagerness to learn. We all have to take on fresh challenges when

should you take space for yourself, but you should help carve

we start a new job. You can learn anything, as long as you are

out safe spaces for others. “I would like to be a mentor, and help

willing.” Claudia also encourages career starters to share their

someone else to develop their full potential, and ask questions

ideas with their team members, other employees and higher-ups.

like ‘Why are you holding yourself back? Because you can do it if

“You never know when something pops up in a different team,

you try!’ Sometimes, you just need a different perspective.”

and they think of you and your idea. Make yourself known.”

Magazine 2024 | 55

56

“ 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 RightBrains Ambassador

Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Magazine 2024 | 57

Mentee

Chen Ling Junior Manager, Deloitte

Mentor

Dana Spataru Partner Cyber Security, Deloitte

58

My mentor and me

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?

specific tasks that you complete as part of a team. One example

Dana: I really love Chen’s eagerness and the knowledge she brings

of how Dana flipped the switch in my mind, was when we were

to our Cyber team with her background in working with develo-

working together on writing executive summaries for clients. Where

pers and products. Her experience and her passion are valuable

I wanted to write in a lot of detail, she contextualised the emotional

assets when talking to clients; and I always tell her that her en-

space executives are in when they read these documents – they

thusiasm is her secret weapon. I believe in her and am invested

are under huge pressure and are juggling a lot of responsibilities.

in her future. In addition to mentoring her, I am also her sponsor,

I learned how to deliver a clear and concise message in terms of a

which means that I keep it top of mind to mention her to the right

business context, which has brought value to our clients.

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

What did you learn about yourself over the course of your men-

bigger picture, keeping in mind her own ambitions for her career.

toring/sponsorship relationship?

It’s a process that can take multiple years within an organisation,

Dana: I’ve done some reflecting myself, and wondered how to best

but it’s an honour to be on a journey with someone you sponsor

advise Chen in terms of positioning herself. I don’t think anyone

and mentor.

should dull their spark to fit into any kind of mould in a tradi-

Chen: Dana is a very strong and fearless person, and I admire her

tionally male-dominated industry like tech, but there are ways

calm demeanour despite working in a high-pressure designation.

to maximise your credibility in the long term. I’ve learned to go

Even though she manages large teams, she is kind and patient

about this topic with a lot of sensitivity and empathy.

towards everyone and incredibly supportive – and I admire the

Chen: I’m a naturally bubbly and energetic person. When your

way she parents in the face of all her professional responsibilities

ambition is to progress in your career in terms of seniority,

too. I could go on and on!

your goal is to reassure others of your experience and your ability with your demeanour and image. Dana has helped me to

Unpack an example where your mentor-mentee dynamic led to

reframe and channel my energy without asking me to fundamen-

a positive business outcome or learning.

tally change who I am. She has helped me to express myself to

Dana: The way in which Chen keenly understands international

establish trust with clients without having to ‘tone it down’. I now

markets and works with our colleagues abroad, convinced me of

find that once that trust is established, it’s easier to be a little

the potential in re-positioning ourselves as a regional knowledge

more relaxed and be myself. Her support and guidance meant the

hub and training provider. This is just one example where my con-

world to me!

versations 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

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!

Magazine 2024 | 59

Summitting the mountain Anneke Wolvekamp is the Director of Change and Development at Athora Netherlands, a leading pension and life

can-do attitude that is in pursuit of concrete results – much like a mountaineer will utilise their individual and team’s combined

insurer in the Netherlands. She unpacks how a beloved

skills to summit a mountain. She will always be a mountaineer at

literary character, a master’s degree in history and a picture

heart, and credits this passion as the reason why she was drawn

of a mountaintop set in motion a series of events that led

to a job ad for the insurance brand Zwitserleven at the beginning

her to great heights in life -- and her career.

of her professional career.

T

he term ‘mountaineering’ conveys a dedication to the

Embracing change

pursuit of reaching and conquering summits while

Anneke fondly recalls: “I spent my twenties traveling and climbing

enjoying the natural beauty of mountain environments.

mountains, and when it was time to consider a corporate job,

For Anneke, being a mountaineer also extends to her professional

that newspaper job ad featuring a beautiful mountaintop felt

career. She likes to operate within a capable, resilient team with a

serendipitous. In turn, the company saw something in me and

60

Role model stories

realised I could add value as a manager.” Over the course of her

door, since they have traditionally been more attracted to

career, she has worn many different hats at Zwitserleven. She

the business side as product owners and subject experts.” She

became increasingly active in the change organisation between

strongly encourages women to pursue technical careers, believes

business and IT, which ultimately culminated in her position as

that the talent is there, and that the potential is waiting to be

Director of Change and Development at Athora Netherlands. She

unlocked. When working with affiliates in a nation like India,

credits her master’s degree in history as an invaluable tool within

Anneke notes that the women seem confident in their technical

the landscape of change management. “History teaches you to be

abilities, and hopes to see this sense of empowerment in­

conscious that change is perpetual, and that embracing change

creasingly reflected in the Dutch tech landscape. “It’s no secret

can be the key to moving forward.” As Anneke’s career progressed,

that we have an aging workforce and labour shortages in tech, but

she supplemented her knowledge with agile-SAFe trainings and

there is a real and definite need for what women can bring to the

other specific skills trainings that helped her flourish in her

table. I witness how diverse worldviews accelerate problem-

different roles within the field of change management.

solving within teams on a daily basis.”

Inspired by independence

Unlocking solutions Today, Anneke is the manager of a large-

When reflecting on what it is that inspired

scale change programme amounting to

Anneke to enter the field, she pinpoints

millions of euros per year. This huge

an unlikely role model: the beloved

responsibility includes organising the

literary character Pippi Longstocking.

flow of the programme, ensuring that their teams have the right capabili­ ties and capacities, and facilitating

Anneke has always aspired to be

“Embracing change can be the key

ac­ cess to suitable knowledge for

to moving forward.”

like Pippi with her fiery red hair, inner strength, independence and adventurous spirit. Beyond Pippi,

employees to solve impediments.

Anneke draws everyday inspiration

Anneke is not, as she articulates, an

from being part of a strong team where

‘IT technologist’. She shines wherever

she can experience real connection,

she can bring the right resources together

as well as a steady stream of supportive

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,

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

and believes that much of her success is owed to her inquisitive

negative nuances within the broader cultural context as opposed

mindset.

to taking them personally. Another inspirational insight that Anneke still carries with her, is the 2016 TED Talk by Reshma

Diverse worldviews as an asset

Saujani, the founder of Girls Who Code, on the topic of ‘Teach

Although Anneke is conscious of the fact that women are still

girls bravery, not perfection.’ Anneke articulates her personal

underrepresented in many IT-related fields in the Netherlands, she

take-away from Reshma’s presentation: “As women, we do not

can report progress since the nineties. “The way that business and

get out of our comfort zone easily. We do not take risks, and we

IT interact has changed dramatically. Within agile organisations,

do not always apply for challenging jobs. But I firmly believe that

fusion teams bring business-focused employees and technical

we have to be brave and encourage other women to step forward.

resources together. That has given more women a foot in the

Together, we will summit the mountain.”

Magazine 2024 | 61

62

“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

Magazine 2024 | 63

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.

Interview by Carine du Pisanie

W

ith so many conversations around AI, it’s difficult to

term business viability, value creation opportunities, evaluation

imagine a workplace in which there was no internet –

and risk management.

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

A balancing act

the most significant change she experienced in her career. “Where

Modern leaders are required to balance their digital capabilities

we used to work with landlines and fax machines, the arrival of

with leadership capabilities, and AI has amplified this need signi-

the internet meant an instant, and ever-present expectation from

ficantly. This balancing act entails managing organisational risks

clients to be serviced. It fundamentally changed the dynamics of

like lack of accuracy, legal liability and data privacy, with rewards

the workplace and the pace of business in general,” she recalls.

like productivity, quality and creativity. It’s important for leaders

There were, of course, many other digital and technological

to maintain a careful transition between the old and the new to

advancements that disrupted industries since then. To Marguerite,

create value, mitigate risks and eventually, to build long-term

the challenge for leaders lies in how quickly they can grasp the

sustainability. For Marguerite, this means that strong governance

ongoing influence of technological developments and the impact

is needed across silos in an organisation, but also that digital

on their own industries or businesses in terms of strategy, long-

should be the golden thread that ties everything together. “I don’t

64

5 C’s for future digital leaders

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

1

a surprisingly low percentage of board members in financial services are digitally-savvy. She urges leaders and board

Consciousness

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?

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

Curiosity to learn 2 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!

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

3

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

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.

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 –

4

Connecting minds and hearts

5

Have Courage

from the days of automobiles replacing horses to social media giving us a front seat to historical events unfolding in real-time.

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.

“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

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

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!”

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 transfor­ mational strategies to drive business growth internationally.

Magazine 2024 | 65

66

“ 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.”

Ronald Nieuwenhuis Lead Great Place for All, KPN Andrea Kraus Chief Revenue Officer at the Eurofiber Group

Magazine 2024 | 67

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.

ness, their book or initiative, and ultimately their hearts. Cheers!

Carine du Pisanie Editor, RightBrains DigiDiva Magazine

68

Photo: Vicky McLachlanPhotography

Thank you to each person who has shared their time, their like­

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 AMSTERDAM

Magazine 2024 | 69

Annual calendar March

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

• RightBrains Awards: nominations open.

June

• Annual Inspiration event and magazine launch.

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

July

• RightBrains Awards: inalists announced and public voting opens.

September

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

October

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

November

• 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!