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In our ongoing series exploring the experiences of women in tech and the changes that need to be made to bring equality, diversity and inclusion to the industry, we caught up with Shalini Palmer, Corporate Vice President at Analog Devices EMEA. Shalini has been able to do significant work in technology to give us her perspective on important changes.
THQ
Why do we need to change the technology industry? From your own experience of discrimination and sexism, what does the industry look like? What was your experience?
Sp
I have been in this industry for 30 years. I studied electronics earlier and there was no gender difference then. I was the only woman in a class of 50 men. I was already entering the world with bias. I am a British Indian woman and experienced prejudice as a child.
Obstacles to Challenges – The Engineer’s Way.
You start taking something like this that may feel like an obstacle and turn it into a challenge. You see it as a Test, as an opportunity to teach and inform. I think, “How can I get this guy off the sidelines?” What can I do differently?” Or, “How do I relate, how do I express myself, does being different mean that I have something to offer here?” When I entered the working world I could have looked for it immediately and then you have to deal with it.
It was a fight from the start. On the other hand, when I started looking for work, I was offered more roles than my peers… but none of them were in design. There was one company that went so far as to say, “We really love you, but you’re going to be a distraction on the bench,” so I realized that wasn’t going to be my home.
But I’ve been offered technical writing roles and roles in distribution, and an application for an engineering role. That’s positive – even 30 years ago, there were companies that said, “Hey, we need something different.” Being a woman, you bring Something different. So overall I’d say yes, I’ve had challenges, I’ve had to work very, very hard to look and feel good.
Of course, there were moments of frustration where you knew you could get the same results if you weren’t a male counterpart in a different role, and there was a reason you weren’t selected for that promotion or a certain opportunity.
But I saw that as an opportunity, and I asked myself, “How do you beat that?” I ask. I concluded that you should use the people around you to build sponsors, create a network of people who will advocate for you.
Unfortunately, this is still the case. I spoke to an undergraduate, she would have an idea and no one would hear it, then it would be taken by someone else – And he heard.
Listening test.
Women want to be known for what they do. But they often don’t like to broadcast what they do. You might think, “Okay, I’ve delivered these results and leaders will see and choose me for the next role.”
That wasn’t happening, so I had to be more transparent about my actions, be more involved and put myself out there. Of course this was inconvenient. Everyone says, “Oh, you’re so confident and loud.” Maybe now, but I had to Learn I had to push myself there to be, to feel.
The clients I worked with were amazing. There’s always been a bit of intrigue and surprise when you come in, and people enjoy learning and understanding more about what you’re capable of and what you’re bringing, so in that regard, I’d say, gender isn’t too much of a topic right now.
The last few years of my career I didn’t feel like I was bothered by my gender. If you are dealing with a stranger, you should always go through the process of educating them. Explaining “this is what I do, this is what I can bring.”
Years ago, there weren’t many women in the industry, but the few that were there, especially in the distribution and sales area, inspired me to wonder if they could make it. I think we just need more encouragement. Along with educating other people around you is lifting other women.
A different perspective.
My experience was very challenging and I had to work hard, I had to struggle. However, I would also say that there were times when being a woman was a gift and even an advantage. I say this because when you’re trying to solve a challenge, as a woman you can bring a completely different perspective – and if you’re listening in the room, it’s worth a lot.
THQ
We’re glad to hear you say that sexism in your career isn’t that big of a concern for you lately. But speaking to other women in tech, what they describe as the “pipeline” — the low number of women entering the industry — still isn’t great.
Sp
Arguably it is better now than before in terms of gender bias but yes. My husband said to me, “10 years ago you should have been where you are now – and if you had been a man you would have been.” But I have a very strong support network and people around me who advocate for me, which has helped me a lot. So I don’t feel that bias towards people who know me.
Now, when I’m in an environment with people who have been Don’t do it Know me, it’s a whole different ball game. It’s funny and makes me smile because I know exactly what to do, how they look at me and what they think.
Changing the picture.
THQ
How can we attract and retain more women in the industry?
Sp
This is very important, especially with some of the new technologies we have today. Technology reflects its creators, so we need to be balanced about who the creators are.
I have a nephew and a niece, and my nephew is very busy in the digital world and online games, and my niece is not. This is a reflection of the influences they are exposed to.
THQ
Now in 2023, as opposed to 30 years ago.
SP:
right.
Attracting girls to technology starts at a young age, and providing more information about what’s out there, getting them interested in technology, getting girls involved in STEM subjects, and nurturing that interest at an incredible age is critical. In my own experience, I went to a girls’ school and found that my studies focused on legal work or domestic science.
For one year only, they introduced Olevel Electronics. And that was fun – I hated biology, so I thought, “Oh, I’m going to do this electronics olevel, this is amazing.”
In terms of getting exposure to electronics, that was really, I think, evidence that there’s definitely a lot of work to be done in the education system. But I think what is happening now is the importance of how we put this technology and engineering on social media to reach young girls.
It’s nice to see cars and watches advertised in women’s magazines, it was unheard of 20 years ago, and it’s not the case that some toys are “only for boys” – girls are interested in these topics and thrive in these skills. as well as. I think the key to attracting women is to have a role model.
When you’re thinking about an employer, you’re thinking about where that job might take you. Having diversity at work is what motivates and inspires people to think about themselves in that profession.
The parameters of the interview.
One example of this is support opportunities during the interview process. In my hiring, I make sure to include a variety of people in the interview process. When we interview, it involves making sure there’s a mix of gender, age and background, so firstly you get different opinions and perspectives about a candidate, but secondly, you see the diversity of potential candidates. Working together so they don’t see a single archetype is what we want.
Another aspect that you need to think carefully about as an employer is what you put on your job profile. McKinsey has done a lot of research on the words used in job profiles. There are certain words that are commonly used in job descriptions, such as adopting a “forced” or “stressful” tone, that are not helpful to women.
THQ
Because in our society in general, these characteristics are negative in women, and positive in men?
SP:
Exactly. A woman might look at the job description and think, “Oh, that’s definitely not me.” If a job description says, “Candidates must have X, Y, and Z experience,” it’s a well-known fact that women don’t apply unless they apply. Exactly Those experiences and More More years of experience required. Normally, someone would look at that and go into the role saying, “Okay, I meet five of the seven criteria you’re looking for.” So the words and tone you use on your job profile can affect the overall number of women in tech.
In Part 2 of this article, Shalini talks about the importance of job flexibility – for women in tech to find and maintain long-term careers.
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