Hannah Cooper, Director, Advanced TV, Australia & Holding Groups, NSW - MiQ:
I believe the adtech industry is leading the way in creating inclusive and diverse working environments. Adtech businesses place strong value on offering benefits and initiatives to employees that are market leading, from family health cover, inclusion and diversity days, flexible working arrangements, mental health training and parental and bereavement leave policies. However, where I have seen the greatest change is the investment in people to lead this change. At MiQ the creation of a global I&D team in early 2020 and projects like our I.D.E.A report being made public are incredible vehicles for driving change.
What would be your #1 piece of career advice for women about to enter the adtech industry?
Lean into vulnerability and do not see it as a weakness. I have worked hard to shift this internal perception for myself over the years and once you become curious about how your emotions can drive your success, it is game changing for yourself and your career progression. The successful leaders of the future will place more importance on EQ than ever before, so leaning into your emotions and how they can drive strategic and political influence will ensure you are valued and respected.
What needs to change in order for women to progress to the most senior level of adtech?
In order to get this right, a balance of behaviour and policy need to align. Businesses need to invest in policy and process to create a structure that removes any blockers or barriers that could hinder women progressing into senior roles. This includes equal pay within job banding, hiring procedures, and review facilitation. When it comes to behaviour, it needs to come from the top. Leaders need to create psychologically safe environments that foster and respect all opinions and ideas. It is not easy work but it needs investing in both financially and emotionally for future success and equality at a senior level.
I do believe the awareness brought to the topic is very hard to ignore so as a by-product we have seen behaviour changes whether forced or genuine. As we know, repeated behaviours become personality traits, so I only see positive upside from important topics like this being publicly socialised. We need to keep in mind though that all leaders, no matter the gender, need to commit to working on and removing any bias they may have when it comes to leading teams.
Do you think casual sexism is a problem in adtech?
Sadly, I don’t think it is a topic only reserved for adtech and a much broader societal issue. Has or does it happen in adtech, the simple answer is yes. My younger self and a number of my female colleagues have experienced an undertone of casual sexism as we made our ways through organisations. As I built confidence in myself and the value I bring to a business, there is a strength and ability created alongside that confidence to speak up and call out anything you see happening that can make yourself or a fellow colleague of any gender feel unsafe
Have something to say on this? Share your views in the comments section below. Or if you have a news story or tip-off, drop us a line at adnews@yaffa.com.au
Sign up to the AdNews newsletter, like us on Facebook or follow us on Twitter for breaking stories and campaigns throughout the day.