Sam is a digital strategist with a decade of expertise in sculpting the future of engagement for B2B and B2C clients.
What is the biggest opportunity for women in your sector of the digital industry today?
I think a lot of opportunities have been created from the rise of emerging tech. As there are no existing experts for the new systems and tools, we’re all starting from scratch, and learning new skills. It means everyone is on the same playing field.
Because of these new tools there’s more opportunity to develop these skills through digital communities. A few are gaining momentum and making the industry more diverse, like Women in Web3. This feels like an exciting time after years of inequality.
What is the biggest challenge to you as a woman in the digital industry, and how are you overcoming it?
A predominant barrier is the legacy of the industry and its gender bias roots. While there has been a lot of work to change this, it’s still a significant challenge. In some cases, teams are still being built based on a ‘culture fit’, which often favours those who have traditionally worked in digital roles – primarily men. Although this might not be the case in your team, the legacy of the industry can make it feel as though our roles are not meant for us.
This is why the growth of female tech communities and training initiatives are so important to help get more women in tech and feel confident to enter the digital industry.
What three things could employer companies do to make the digital industry better for women?
- Implement steering groups as they play a crucial role. At krow Group we have the ‘Be You team,’ which is for our LGBTQIA + colleagues, and we also have the ‘neuro-spicy team’ which is for our colleagues who are neurodiverse. These groups are great as they encourage open discussions to take place, and in my opinion, are an effective way to impact change on a day-to-day level and on a longer time scale.
- Ensure there are open training opportunities for everybody. For example, we’re introducing an AI transformation programme that is open to all departments, not just the creative or digital teams. We’re making sure the course feels approachable, and we are all learning something new across the board. It’s the opportune moment to break down any barriers.
- Support the growth of female employees. Along with the training programmes, I do a lot of touring on the topic of AI transformation with our clients. It’s great to be able to discuss it in more depth. During the tours, I also run female-led talks at our clients’ offices and across our own. Everyone is welcome, and it’s an effective way to make tech feel less intimidating.
What support structures and organisations are most important and effective to you as a woman in the digital industry?
For me, an effective HR Team is so important to ensure the right policies and training are in place to make the workplace genuinely inclusive. I mentioned it earlier, but the digital industry is still dealing with the deep-rooted issues of gender biases. Some of these new platforms, particularly Generative AI can be biased towards females, so training in this area is crucial.
Outside of work, I’m a huge fan of Women in Web3, as mentioned, they run some great initiatives to make the industry more inclusive, and best of all they are a group of women proudly embracing modern technologies and experiences.
What is the biggest misconception about women and by women in the digital industry?
The biggest misconception about women, which women also think, is that working in digital is difficult. While entering the industry can be a big step, there is plenty of training and many communities that offer dedicated support to those wanting to get involved.
Additionally, people often safeguard tech and its terminology, which can make the industry seem intimidating and unapproachable. However, once you break it down, this isn’t the case. I hope to see many more women join the digital industry in the near future.
