Business Woman in tech. Stronger together, Happy women or girls standing together , girls, power, strong, strength, feminism Feminine, woman empowerment, vector illustration.

Quiet voices with big opinions - how to foster a culture where all voices are heard

Business Woman in tech. Stronger together, Happy women or girls standing together , girls, power, strong, strength, feminism Feminine, woman empowerment, vector illustration.By Anna Lewis, VP of EMEA Marketing, Databricks

I’ve always encouraged women in technology to speak up for themselves and challenge the status quo; it’s something I think about often. In an industry where women are often still the minority, how can we create change if we don’t make our voices heard

If leadership teams are dominated by men, often with outspoken personalities, it is often all too easy to slip under the radar. That’s not to say women cannot themselves be outspoken, of course. However, the often dubbed “boys club” of the technology world can make it harder to interject and speak up. A quieter voice does not equate to one without an opinion, and yet I have often faced challenges in having my own opinions heard. Turning this around is a journey, and part of the responsibility should fall onto leaders to create an environment that isn’t a battle of “who is the loudest in the room”, but rather fosters a culture of idea sharing and mutual collaboration.

There are a few lessons that I have learnt from my previous experience about how to encourage quieter voices to speak up in a crowded room.

Value diversity of opinion

In my previous role, I once found myself sitting in a meeting room whilst a problem was being deliberated. My colleagues, mostly male, were looking for a solution which I happened to have. As I did not wish to raise my voice and interject, I simply stated the solution. One of my colleagues, who was sitting next to me, and the only one to hear what I had proposed, jumped on the opportunity to share with the wider group, conveniently forgetting to mention that the idea was mine in the first place. Moments like these are all too common for our softer spoken colleagues.

It’s important to understand that individuals have different communication styles, and leaders should aim to adopt a certain level of emotional intelligence to cater towards these. Tests exist to determine individuals’ personality types and communications styles, and adapting to these can aid in facilitating more productive conversations.

Cultural differences can also play a huge role here, as I was never encouraged to speak out as a child – in fact, it still does not come naturally to me in adulthood. I have often found that preparation is the best ammunition. Always having ideas to share is how individuals can establish themselves as a go-to source for solving problems, without having to shout above the noise. Encouraging quieter spoken individuals to come with ideas, and then giving them the airtime to voice them, is crucial.

Level Up Summit 2022

Don’t miss our Level Up Summit on 06 December, where we’re tackling the barriers for women in tech head on. Join us for keynotes, panels, Q&A’s & breakout sessions on finance, people management, negotiation, influencing skills, confidence building, building internal networks, maximising the power of mentorship, and much more. 


Be inclusive and support female progression

It’s important for individuals to be surrounded with others who motivate and support them. As a woman, it’s about trying to find allies. Working with other women with similar experience and interests makes it easier to join forces and influence workplace culture and policies that benefit all employees, despite gender or career experience level. Mentorship programmes are also a great way for more junior employees to become more visible and for women to build their brand within their company.

However, ultimately, once an individual has established themselves as a trusted source for ideas and information, and built that trust with their colleagues, gender should no longer matter. This all begins with leadership actively fostering an inclusive company culture. I’m happy to say that progress has been made in this arena since I started working in the technology industry more than 25 years ago. After studying technology at a university that was 80% male and 20% female, it’s been a joy to work alongside many strong female leaders throughout my career and watch the industry continue to evolve.

Women in tech are working their way to the top and laying a solid foundation for other women who will come after them. As the world is swiftly changing, representation matters. And as women, it is crucial to embrace our individuality. It’s important for women to encourage women to speak up, and make sure their perspective is taken into account, at the same time as staying true to their own personal values.

office, workplace culture

Better for everyone: how data analytics can transform workplace culture

office, workplace culture

By Elen Davies, Director of Expert Services, Temporall

Phrases like ‘workplace culture’, ‘organisational health’ and ‘high-performance culture’ have recently become common in boardrooms as companies look to mimic the success of companies with high-profile cultures like Google and Asana.

These organisations share one crucial trait: they know that in a highly competitive marketplace, culture can provide an advantage. It helps attract and retain high-calibre employees, impacts organisational performance and boosts the bottom line.

But if high-performance culture is so important, exactly what is it, and how can companies make sure they have one?

What is a high-performance culture?

Workplace culture is not just about making sure staff are motivated and treated fairly - it goes deeper, explaining how employees behave and make decisions on a daily basis.

Culture is best defined as the values, behaviours, processes and systems in an organisation that decide how work really happens. A company’s values and ideal culture might be defined by the leadership team, but it is how these play out in the day-to-day behaviours of all employees that really shapes the workplace culture.

There are a few obvious things people look for in a company culture. We all want to work in a place where people are treated well, where leadership cares, and where there are great benefits. But having a good culture isn’t about gimmicks or short-term motivation boosters like beanbags and free sushi. It’s about how the organisation actually works day-to-day, and how well people’s actions are aligned with the business’ overall strategy and identity. It has a significant impact not just on how happy and efficient people are at work, but also on the company’s overall performance and success.

The future of culture: analytics

So, how do you know if you have a high performance culture or not? Culture analytics is technology which makes it possible not just to measure and understand your company culture, but to make changes and track the effect they have.These cutting-edge tools can measure the previously unmeasurable, turning data into insight that helps leaders take informed action.

Data analytics is already a growing practice in HR. By collecting data about payroll, absences and operations performance, it gives insight into an organisation’s workforce and HR practices. So imagine the questions that could be answered by technology gathering more complex data about every element of company culture.

  • Is our culture evolving to support our strategic goals?
  • Which members of staff have the most social capital, and why?
  • Do our staff understand what our values are and are their behaviours and actions in line with them?

These are the kinds of questions culture analytics can answer. Not only does it mean that culture can be measured so accurately that it could become the latest KPI, it can even use artificial intelligence to predict future trends in the business.

Early analytics adopters

Sophie Berryman, VP Talent and Organisation Development of Rakuten Marketing, is an early adopter of culture analytics. She says ‘We have moved away from a narrower focus on engagement towards a more dynamic and strategic focus on culture analytics. We are asking the right questions, which are backed up by behavioural analysis and psychometrics, and we have the right tools to analyse and truly understand that data.’

The ultimate goal for any businesses should be to align culture to strategic objectives. a  And the way to measure and track this accurately and continuously is through Culture Analytics

But it’s not just businesses that benefit. Measuring and improving a culture is best for staff too. With the kind of high-performance environment that culture analytics can provide, employees will know what they’re aiming towards and why, feel trusted to go and make it happen, and be highly motivated to go and achieve it.

Elen DaviesAbout the author

Elen Davies specialises in helping individuals and groups shift how they think and behave. She brings more than 15 years senior level consulting and Board level experience to Temporall along with her passion and depth of experience in coaching, psychology and behavioural change.

A seasoned executive coach, communications and employee engagement consultant, she is dedicated to supporting individuals and organisations access their full potential. Elen integrates psychodynamic and humanistic approaches and she has also studied with the leading thinkers in the field of developmental psychology.