With a background that spans from the fashion world to the forefront of tech innovation, Sue Azari brings a fresh perspective to the table, igniting change and breaking barriers along the way.
In our conversation, Azari shares her insights on the evolving landscape of women in technology, confronting challenges head-on and paving the way for a more inclusive future.
From her strategic approach to hiring practices to her unwavering commitment to mentorship and advocacy, she offers a compelling vision for harnessing the full potential of diverse voices in the tech sphere.
Tell us about what got you interested in technology, why did you choose the space and field of technology?
Technology has the capacity to reshape our world, enable communication, innovation, and problem-solving on an unprecedented scale. As a woman in this field, I recognise the importance of diverse perspectives and voices in driving innovation and ensuring that technology caters equally to everyone in society.
Technology offers a platform where I can leverage my skills to make meaningful contributions. Being part of this industry enables me to collaborate with like-minded individuals, pushing boundaries and creating impactful solutions that shape the future of technology.
Could you share your journey in technology, the challenges you faced, and how did you overcome them?
I started working in the fashion industry, in a variety of marketing roles, where I was an end user of technology platforms within my job. I was really interested in the innovation and pace of change in technology, with a focus on solving problems. So, ten years into my marketing career, I switched industries and moved into tech and haven’t looked back. I initially found challenges with getting used to a different industry, with different processes and ways of working and measures of success.
Moving into a male dominated environment was also a new experience for me, and I missed the lack of female role models that I had been used to in previous businesses outside of technology. Whilst it’s difficult for me to fix that as an individual, I am fortunate to have a great line manager who supports me and I can communicate any challenges with.
I also want to use my position in the industry to help increase diversity and pave the way for other women to come into this space. I have volunteered with organisations such as InnovateHer and The Girls Network to try and educate and inspire young girls to pursue a potential career path in tech.
What is your take on women in technology and how is the landscape changing? What can be done to ensure there are more women in tech roles?
We need to hire more women into tech businesses, at all levels. This starts with the hiring process — the tech industry needs to go where women are that is, post jobs in places where women from diverse backgrounds are looking for jobs such as niche online communities. There are lots of diversity associations that can support this.
It’s also important to also include a diverse range of employees in the hiring process and to review if unconscious biases are playing a role. Often tech companies can skew towards more masculine work environments and work lingo which can be exclusionary (i.e. free beer and ping pong tables as the main office perk).
Be more family friendly and promote flexible working arrangements to support working mothers (Sources point to the fact that 43 per cent of highly skilled women drop out of work after having children; this skews higher for women of colour).
An extra step would be to offer paid menstrual and menopause leave. Promote upward mobility through dedicated mentoring and coaching programmes. This should be an obvious one, but ensure that there is pay equality. The amount of representation is improving but we still have some way to go.
What is the biggest obstacle that women in technology face?
Lack of representation in technology means that one of the biggest challenges women face is being one of the few women in their workplace or on their team. This is challenging because it can lead to feelings of isolation, it can make it difficult for women to share their ideas and expertise, and when they do, they may not be taken with the same weight and seriousness as the ideas of their male colleagues.
This can then result in being overlooked for promotions or pay increases. The lack of representation also results in the absence of female leaders within a woman’s work environment, who can serve as an inspiration and offer guidance. This ultimately all can lead to a feeling that they don’t belong which makes it difficult for women to advance in their careers and can lead to burnout.
What advice would you give women?
My advice for women pursuing a role in tech would be to look at the career paths of people who inspire you (both men and women) — what and where did they study, what qualifications do they have, what was their first job, what types of roles did they have and what types of companies have they worked for?
You don’t have to replicate this but it’s good inspiration. Building a network is important for future job prospects and you can do this online, through LinkedIn, or via in-person events. I don’t necessarily think that you need a mentor; you can forge your own path, but having good contacts will always help open doors. Be fearless and confident and keep knocking on doors until you find the right opportunity and don’t be afraid to speak up.
And always stay curious! Ask lots of questions and stay up-to-date with what is happening in the industry. You would be surprised at how many people don’t do this and it will make you stand out.
