Ivanti Blog: Posts by

Denise in the spotlight

Thu, 28 May 2020 07:55:41 Z

This week we put Denise in the spotlight. Denise has worked as a Support Engineer for Ivanti for 4 years at the office located in Den Bosch (NL).

Tell us about yourself and what you do at Ivanti

I have been working in IT for 18 years. I started as an IT Administrator for several clients, progressed to project engineer and then IT consultant. I remember very well the first time that I saw one of the products former RES Software products. It was my internship and immediately loved it. The RES PowerFuse and RES Wisdom software were products that helped me as an IT professional to easily manage, build, maintain and migrate IT environments. No matter how simple or complex the environments were. The products that facilitate functionalities to the end users one by one and help the IT organization to do this as simple and standardized as possible, so that you can offer a stable environment and at the same time have the supporters of a Support department that really goes for it. to solve issues and problems as quickly as possible by going the extra mile. And then I thought; I want to be part of that team!

What attracted you to a role in Technical Support

I have always found variety and diversity challenging. As a Support Engineer at Ivanti I can answer functional issues with technical solutions. How nice is that! Think about it once and then try to automate it. Currently I support the Ivanti Workspace Control, Ivanti Automation and Ivanti Identity Director products. That is why I see a lot of other non-Ivanti software and all kinds of environments from SMB to Enterprise environments. That is precisely what I see as a challenge. The contact with the customer and achieving the end goal together is nice to do.

We also deal with technical issues and bugs. The nice thing about it is to put the desired functionality next to the technical behaviour. Then transfer this back to the Software Engineer team. They look at a case with a completely different view. That is very interesting and even though I cannot program, it is nice to work with those teams.

Do you think that women are well represented in tech roles

A tricky question to answer. Yes and no. I would certainly like to have a direct female colleague. Yes, there are ladies who work in IT, but I have never had a female colleague who had the same position in the company where I was working at the time. Also, at Ivanti in the team that I work are only men. This is also the case with Ivanti. Why this is, I think, can simply be partly explained by personal interest. Not all is related to that. As a woman I did have to overcome my obstacles. But even in 2020 (unconscious or otherwise) prejudices will still not be able to work out adversely.

What advice would you give to a woman, or anyone who is interested in a career in technology

I do not think that being a woman should be something preventing a woman from taking on a technical role. Just find out what you like, your interest and what you are good at. Do not see yourself as a woman who enters a technical career or fulfils a role but see yourself as a person.

And that you must prove yourself more as a man; Yes, that is bound to happen to you. So what… If you can do it, you can! Show what you can do! And in this way, this will level out more and more.

How are you staying motivated in the current work from home conditions?

The customers and challenges remain the same. Whether you are in the office or at home. I do miss the great team in which I work together. I never had a position for Ivanti where I was always in one place and went to the same office every day or even had my own desk. But I do miss my team (yes, I miss you guys). Everyone has their own character (including me), but it is a team that (perhaps because of that) fits together very well and is also nice to work together. To be able to brainstorm technically. Seriously, but above all we enjoy a lot at the office. A very nice atmosphere. And yes, that is what I miss. Our daily SCRUM meetings that we already had can be taken care of a bit and they currently have 2x a day. And of course, we know how to find each other virtually, but it is different.

Who inspires you

I do not have someone to inspire me ... I can value a good manager or team leader. I think my manager at my first employer helped me by trusting me, which enabled me to make a good start in IT.
The one that made me think about a position in IT at all is my mother. I really didn't know “what I wanted to become” and she always said she liked that when she had a problem with the computer in the office to work with the IT person who managed to solve that problem.

And to close, please tell us three words you would use to describe Ivanti

- Offer a great range of products that can solve functional questions through technical solutions.

- International company where employees care about putting down something good.

- Being allowed to take the extra step to help the customer better and that offers the employee that it is a more challenging position.

Service Management in This Time of Widescale Remote Work

Tue, 17 Mar 2020 22:21:49 Z

With the current focus on social distancing and other health precautions, service management leaders are probably already thinking about short-term implications of these rapidly incoming changes. The large-scale increased use of remote work is one implication. In the UK, this is currently a recommendation but could soon be a mandatory requirement for all employees who are able to, and many IT organisations may not be ready.

Read Ian Aitchison's top recommendations for service management leaders, to keep employees productive and motivated during these uncertain times.

Ivanti Events and COVID-19 Coronavirus FAQs

Tue, 17 Mar 2020 16:48:02 Z

With the UK moving into the “delay” phase of the Coronavirus pandemic, the safety and well-being of our employees, customers and partners continues to be a top priority for Ivanti worldwide. We are actively monitoring the COVID-19 Coronavirus situation closely and will react appropriately to the changing landscape moving forward. At this time, Ivanti is following the World Health Organization’s and NHS recommendations.

We have taken the decision to cancel Ivanti Interchange Las Vegas and are postponing the Interchange Unplugged events in the United Kingdom and Ireland.

Q: What is the current situation with COVID-19 Coronavirus?

A: The situation with the current outbreak is being updated on a daily basis. We recommend visiting the World Health Organization’s update page for the most up-to-date information.

Q: Where can I find out more about the facts and spread of COVID-19 Coronavirus?

A: We recommend visiting the World Health Organization’s update page for regular updates, news, travel advice, and information on how to protect yourself.

Q: Are any Ivanti events cancelled due to Covid-19 Coronavirus?

A: There have been a few Ivanti events that have been postponed, including Unplugged London and Manchester. We plan to run these events in September 2020 and registration will open soon. Interchange Las Vegas has been cancelled. You can find more information on this cancellation here. If there are further changes to our events, we’ll be sure to update this post and contact event registrants. In addition, we are seeing some of the third party events and tradeshows we usually attend, being cancelled or postponed.

Q: What is Ivanti doing to prevent the spread of this and other flu viruses?

A: Ivanti is following the guidelines recommended by the World Health Organization, NHS and the UK and Irish governments. We are monitoring these guidelines in terms of keeping employees safe and, in addition, we are actively working with all venues hosting Ivanti events to ensure extra measures are being taken to clean and disinfect common surfaces and offer hand sanitising stations in high-traffic areas.

The travel and hospitality industries are keenly aware of the health and safety concerns and are making every effort to do their part in providing clean, hygienic meeting environments, wherever possible.

Q: What can I do to avoid contracting the virus?

A: The World Health Organization recommends basic hygiene practices such as regular hand washing and covering mouth and nose when coughing and sneezing. The UK government provide further advice:

Thoroughly cooking meat and eggs
Avoiding close contact with anyone showing symptoms of respiratory illness such as coughing and sneezing
Throw tissues into closed bin immediately after use or sneeze/cough into your elbow
If you have fever, cough, and difficulty breathing, seek medical care early. Anyone with these symptoms should self-isolate.
When hands are not visibility dirty, frequently wash using soap and water, or if this is not available, regularly use hand sanitiser.

The Changing Landscape of the Service Desk Industry

Thu, 12 Dec 2019 20:44:49 Z

In today’s tech-savvy society, IT plays a vital role in everyday life – and this is particularly true in the business world. However, it is often the case that little consideration is given to the service desk industry which ensures that IT runs smoothly. As pressure mounts on an already stretched workforce and IT infrastructure becomes increasingly complex, it’s encouraging to see that a recent Service Desk Institute (SDI) survey cites that there has been a level of stability and consistency since 2017.

➞ Read the Service Desk Benchmarking Report

That being said, there are some notable changes on both sides of the spectrum. Below are two key takeaways from the SDI report:

A Shift From Traditional to New Technologies

In terms of end-user support, it may come as a surprise that the adoption of traditional channels is decreasing. In fact, telephony has dropped from 98% to 91% – the lowest rate since 2009 – while email and in-person support have both fallen by 10%.

In their place, we’ve seen a rise in alternative channels, such as self-service, knowledge use and FAQs. In fact, the use of self-service was reported to be up by almost 60% according to respondents. This shift is encouraging as it suggests that service desks are aware of end-users’ abilities to be self-sufficient, as well as the continued requirement for traditional knowledge bases.

The trend of service desks offering alternative tools and technologies is a particularly interesting finding as the 2017 SDI report cites the converse and found that the uptake of most technologies fell. What is the reason behind this dramatic shift? Well, over the past two years, there has been a steady increase in the number of tools and technologies entering the market.

This figure aligns with the fact that self-service is becoming more omnipresent in both end-user and corporate environments. Our own Ivanti Service Manager allows both internal and external end-users to submit and track requests through a web-based self-service tool. This not only keeps the service desk open 24/7, it also gives end-users the power to help themselves and quickly resolve issues or queries. Vitally, this improves the user experience and is perhaps the reason why we have seen such a spike in end-users using this tool.

End-User Satisfaction Surveys

Collating feedback is an integral step in understanding end-users’ satisfaction and experience. Therefore, it’s interesting to see that since 2017, there has been a 20% decrease in service desks using email or web surveys. More concerning is that the number of respondents who don’t measure end-user satisfaction has risen from 3% to 8%. Although this is only a small increase, it could suggest that service desks no longer consider end-user satisfaction as a main indicator of success.

However, the results of the recent survey indicate that perhaps this isn’t the case. In fact, we have seen increasing diversity in how service desks professionals gather feedback with methods such as allocating dedicated account managers and conducting telephone surveys.

We have also seen a small proportion (7%) of service desks implement Experience Level Agreements (XLAs) alongside Service Level Agreements (SLAs). This suggests that those using these channels are actively focused on becoming customer-centric and improving the user experience.

The impact of technology has been particularly prevalent this year and this is a trend that is set to continue to affect the service desk industry. With the correct technology in place, service desk professionals can unlock the door to growth and transformation.

Q&A With Jo-Anne Snowden

Tue, 01 Oct 2019 16:41:56 Z

Tell us a little bit about yourself and what you do at Ivanti.

JS: I am Senior Director of Customer Experience in EMEA. I am responsible for the consulting, technical relationship managers and project management groups across EMEA. Our primary function is to ensure Ivanti’s customers are successful at their jobs. I have worked at Ivanti coming up on 13 years, and before that, I was a customer of Ivanti’s. It’s been a great journey.

Did you always want to work in technology?

JS: Ha ha, no! I failed IT (or computer studies as it was known back then) at GCSE! It really was not my subject. I was always interested in business and did business administration at college. I did work placements in the construction industry, which I enjoyed, but much of it was contract work.

I fell into IT completely by mistake when a contract ended, and I needed a new role. I’m so glad that happened; I loved it instantly. I was answering support calls for an IT managed services provider who were invested in increasing resolution on first call for their customers. I got lucky because I had a great boss and mentor who saw potential in me.

Fast forward two years, I was writing CL programs on AS/400’s and working in operations.

What do you like about working in tech?

JS: The almost constant change and ability to always be learning. Technology moves so fast, and that means there are always new challenges and lots of variety. I’m also a geek at heart and love a gadget. I get a real buzz out seeing things made easier by technology. My absolutely favourite thing about technology is how it’s changing medicine and helping people live longer and better lives.

How do you relax after a hard day at work?

JS: Either with my family (I’m married and have two children), with friends, or jogging. I took up running two years ago after watching the Great North Run (the world’s biggest half marathon) on TV. I said “I am going to run that next year.” I think my husband thought I was crazy as we both knew I couldn’t run a mile. I ran my first Great North Run in 2018 and have completed lots of other obstacle course runs and 10ks too. I am running the Great North Run again in 2020. I still don’t think I’ll ever do a marathon – hats off to those that do.

What do you think about the women in tech movement?

JS: I think it’s really important. I believe diversity enriches all aspects of my life, both at work and personally. Exposure to other cultures helps us understand different perspectives and encourages creativity. Sadly, today, when I look around meeting rooms I’m always in the minority. I would love to see more diversity in leadership roles in technology. I see the movement making change, I am delighted that we’re looking at things like job descriptions and making them more appealing to other, diverse, groups.

I know you have a young daughter. What advice would you give her if she wanted to pursue a career in technology?

JS: She’s five years old so right now her dream is to be a "Youtuber"! I would encourage her to follow her passion, because if she does, she’ll love every day she works. Assuming things haven’t significantly changed in the next 15 years, she would need to accept that she would be a minority. But she should embrace her feminine qualities. She should go and win based on her abilities, skills and experience.

Any parting thoughts?

JS: My favourite quote: “A girl should be two things: who and what she wants.” Coco Chanel

Q&A with Sally Bogg, Head of Service Management at Leeds Beckett University

Fri, 20 Sep 2019 22:19:44 Z

At Ivanti, we work with many universities across the world and so, in this series, we are getting to know some of our customers in the higher education sector.

First up is Sally Bogg, Head of Service Management at Leeds Beckett University. I have had the pleasure of working with Sally for many years as part of our fantastic Women In Technology community where Sally is a role model for many women in the space and I think by reading this interview, you’ll see exactly why!

Tell us a little about yourself and what you do?

SB: A motivated and adaptable ITSM professional, I have worked in Higher Education IT for over 12 years and have experience of developing and delivering high quality sector leading support services and creating respected and high performing teams. Winner of the FDM Everywoman, Team Leader of the Year Award 2019 and Women in IT Business Role Model of the Year 2018, I am a passionate supporter of the enhancement and empowerment of women in tech and I’m well known across the ITSM, Higher Education and Service Desk Industry. Having dropped out of school after becoming pregnant at the age of 17, I returned to education as a mature student and graduated from Leeds Beckett in 2006 with a degree in computing. Since then I have gone on to forge a successful career in ITSM and I am currently working as Head of Service Management at Leeds Beckett University, where I am responsible for the delivery of front line support services, business and customer relationship management and the IT Training function.

Why did you choose a career in technology, specifically in higher education?

SB: Following the birth of my children back in the late nineties I decided that I wanted to return to work and take a change in career direction. I was hearing a lot about this thing called the internet but I could barely turn on a computer – when I was at school you had to be in the top maths group to take IT and I just wasn’t familiar with technology at all. I enrolled on a part time IT course at the local college and this sparked my passion for IT – not for the technology itself but for what it could do for me! Having completed my degree I was keen to work in the education sector and so I focused on securing a role within the IT Dept at the University of Leeds. This led me working in the area of IT Service Management, which really suited my skill set – my career has been less focused on the technology and is more about the service and people.

In your opinion, what are the biggest challenges faced by Universities today?

SB: I think one of the biggest challenges currently being faced by Universities is understanding the impact that new technologies such as AI, robotics and machine learning are going to have on the sector and the need to potentially change the way in which we deliver, support and manager effective technology services. Educational technology (EdTech) is becoming increasingly more advanced and sophisticated but we need to ensure that it is being implemented to enhance the learning experience and enrich student experience rather than technology for technologies sake.

We know generation Z expect seamless digital engagement and student experience - does that change how you provide IT services to them?

SB: I’m not sure I entirely agree with this statement. I think it is dangerous to label our students and assume that they all come with the same level of digital skills and experiences. We have to be mindful of creating systems and services that meet as broad a range of the population as possible, after all universities are extremely diverse communities. And this is the real challenge for us, creating technology for everyone that can be used by everyone!

Do you think students are becoming more tech savvy and does that help or hinder you?

SB: I don’t think we can assume that just because students are more familiar with using technology that they are more tech savvy and actually some of the applications and software they will use for their studies will be very different to what they are used to using in their school and personal life. Many of our students (and staff) will require lots of help and guidance to enable them to make the most of technology we provide which is why the role support services are so crucial within the University context. I do think expectations around technology within Higher Education have changed drastically in the last 10 years – the ubiquitous nature of IT means that many people now expect systems and services that are available anywhere at anytime, 365 days a year!

Do you think the mix of end users and the different locations etc makes IT in Universities more complex than other areas?

SB: I think Universities certainly have some differences and challenges that are specific to the sector, with many systems and services that are unique to us. This can make IT support more complex but it does mean that there is a lot of variety in what we get to do, my work is never boring.

I am always struck by the great IT community across universities, does that help you stay innovative?

SB: I think it does help us stay ahead of the game and it is one of the things I love most about working in the higher education sector. There is such a strong sense of community and a willingness to share experiences and best practise which I don’t think you see in other industries.

What advice would you give to someone thinking about a technology career in higher education?

SB: The tech sector is fast-moving and dynamic, there are many smaller companies and tech start-ups that are worth seeking out for job opportunities. There are skills shortages across many of key areas within the digital economy, this means there are many different IT careers available and organisations aren’t just looking for computer science graduates anymore – the sector needs a much more diverse work force, we want people from not just science and STEM backgrounds but also arts and humanities, we need creative problem solvers! To have a successful career in tech I think you need to have a really broad range of skills, a strong drive and passion to make a difference. Tech companies are looking for skilled communicators that are good at collaboration and team work, and are able to plan and organise themselves and others around them, who are able to think critically and who can develop a good understanding of the business they are working in. Many companies are willing to take on trainees with limited practical technical experience as long as they have the right attitude and core skills.

You can find out more about Leeds Beckett Universities go-live with Ivanti Service Manager here

Q&A: How One Ivanti Employee Combines Motherhood With Her Career

Wed, 11 Sep 2019 17:05:19 Z

Tell us a little bit about yourself and what you do at Ivanti.

LJG: My name’s Laura-Jean Gort, I’m 22 and I live in Warrington. My little family includes my fiancée, Brian, his daughter Ella, our daughter Sophie, and our Lupine puppy Roman (busy house!). I started working for Ivanti in September 2018. Initially I was hired as a talent acquisition resourcer within HR on a six-month fixed term contract. However, I was given the incredible news that my contract was to be extended to permanent as of the 1^st Jan 2019, which was the best Christmas present ever, and I haven’t looked back since!

My role at Ivanti is to source and manage candidates throughout our recruitment process for our vacancies as well as keeping our hiring managers as up to date as possible. I work very closely with our talent acquisition partners throughout the whole process, from a role opening to getting a contract signed and our candidate hired! I spend a lot of my time on LinkedIn networking, searching through CV databases, and speaking to candidates.

You decided to find a new role while on maternity leave. Can you tell us a little bit about why, and what the process was like?

LJG: I was working for an education agency as a recruitment resourcer when we decided to bring another little one into the world, and I must admit, nursery/childcare was not something that we thought about. I wanted to be a mum, Brian wanted another child, and that was that. I think it was two weeks before I went off on maternity leave that I started looking into nursery, and the costs of it (which I was quite oblivious to previously!) It was more than half of my monthly salary, and completely unaffordable. So, I started my maternity leave knowing it wasn’t possible for me to return to my previous role, and it was sad for me. I’m a workaholic, and I am very career driven.

Sophie was born in February, and I was due back in work in October. I was looking around at jobs and seeing what opportunities I could do that would either make nursery more affordable, or ideally, where I could work remotely. We were going to be moving to a new house from our flat in August, and I’d have room for a home office which would be ideal!

It was Andy, one of our talent acquisition partners, who approached me on LinkedIn regarding the position at Ivanti. I was limiting myself to agency recruitment and didn’t even think about the possibility of in-house recruitment. The position sounded incredible; it was exactly what I was looking for. I was studying part-time towards my comp science degree through Open University, so IT has always been a huge interest of mine!

We had a few conversations, I had a phone interview with my now manager, and I came for a face-to-face interview in our Daresbury office, which is where I would be for my training and where I do have a desk in case of my decision to pop in or if I have to be in for any reason.

I was absolutely thrilled when I was offered the role. I remember putting the phone down and looking at my partner with tears in my eyes because I was so happy! I was so scared that I would end up not returning to work (because believe it or not that was more affordable) to now having this perfect job that I am so passionate about, in an industry that I love, the salary was exactly what I was looking for and I could work remotely! After speaking to my previous employer and discussing with them my situation and why I was leaving etc. I decided to return to work a month earlier than my maternity was due to end, Ivanti needed someone and I was excited! They did want me to stay, but remote working or a pay rise of such just wasn’t something they could offer as a small business.

What was the hardest thing about coming back to work after maternity leave?

LJG: Initially the most difficult thing for me was leaving my daughter at home with my partner, or family and being away from her for a whole day whilst I was in the office for training. I’d cry in the car on the way to work, I’d cry walking into the building, I’d be sat at my desk holding my tears back and completely on edge every time my phone went off in case anything was wrong. But it eased off…. by lunchtime on my third day! Mornings were still difficult, but I could at least enjoy most of my day.

Once I was up to speed with our processes etc, I went to working remotely. My home office was all set up and I was ready to go. I was so scared about how I was going to do my job and look after a baby, but Sophie has always been amazing, she had a barrier of toys to keep her in a safe area of the room and has never really cried much so phone calls were manageable, so it all came together amazingly well!

I must admit, now she is 18 months, she seems to be starting her ‘terrible twos’ a little early which is making it a little more challenging, especially with a puppy to watch and train also. But she has the living room to herself and I know that room is 100% safe, there’s a large baby gate separating the room to where my desk is (she loves cables, and phones, and anything she’s not meant to have!) so she’s happy, and I’m happy. Her high chair is regularly next to my desk also where she will eat breakfast and lunch, as well as do some colouring on her pretend diary with her dummy iPhone we bought her so she can be ‘on the phone’ too!

What was the best thing about returning to work?

LJG: For me, I just wanted to be doing something with my time. I love being a mum, and I love spending time with my daughter, but when she was so young, and even now if I’m off work, I find myself looking at the same Facebook posts repeatedly every single day whilst she was sleeping or playing, she’s very independent and to be honest... I was quite bored, and it was getting me down.

I am incredibly career driven and before the job at Ivanti came up, one of our family discussions was that Brian would stop working and be a stay at home dad and I’ll go back to work and be a workaholic as usual! But then I was feeling guilty for putting him in that situation. Ivanti has been a win:win situation for us!

A lot of parents struggle to manage a work life balance, is this something that concerns you?

LJG: It’s not a huge concern of mine, working from home I get plenty of time with my daughter, she’s become my little PA (at least she thinks she has!) and Brian has flexible hours so if he stays organised throughout the day he’s normally home early! We make a point to go out as a couple and do our MMA classes twice a week whilst grandparents get time with Sophie, and of a weekend we always try and have one day out as a family, even if it’s just a walk-through Delamere forest with our (not so little) puppy.

Do you have any tips for women thinking about returning to work after maternity leave?

LJG: Think about your options! For me I was quite limited as to what was possible for me working for a smaller business, but with Ivanti we were able to come to a solution that worked for all of us, and Kate (my Manager) is so supportive, she often says hello to Sophie during our calls and laughs when Sophie is having a babble to herself.

Q&A with Phindiwe Moshoele from Blue Turtle Technologies

Tue, 27 Aug 2019 22:45:16 Z

In this interview, we met with Phindiwe Moshoele, a consultant for one of our partners, Blue Turtle Technologies.

Tell us a little bit about yourself and your job.

PH: I am a 36-year-old mom of two boys. I have a great sense of humour and an infectious laugh; whenever I am around, you are sure to hear some laughs.

I am passionate about anything and everything I do (except for diets). I'm often described as forward—I walk into a room and start conversations with anyone who is willing to talk. In zulu they say ‘ngi ya phapha’. I think I am a colourful character.

When it comes to work, I always give 110 percent. I was fortunate to have had the opportunity to work with a lady called Carla Castiglioni early on in my working career. She implanted in me a spirit of selflessness when doing anything in the workplace. From the quality of the documents you produce and the code you write to the type of test cases you create for the client, everything should always be of the highest quality.

I have only worked for one company my entire working life: Blue Turtle Technologies. I have now worked with Blue Turtle for 11 years this August, and I always joke that I am the original turtle because I have never worked anywhere else.

I started as an intern and made my way up the ranks until I finally became a senior who could do system upgrade alone. As an intern, I quickly established myself as a leader of the pack. I was named the rookie of the year 2008. I was moved from client right to the next client and with every new client I had to learn new skills to survive. I literally went from a business analyst graduate who only had in-house training to installing and troubleshooting on Linux boxes, running scripts on Oracle database, and troubleshooting C# scripts within a year.

I constantly surprised myself at the pace at which I picked up new skills. I think this is because I have FOMO in the workplace. I am pretty laud, so I must know what I am talking about when I get into a room. And because I was always the only female, I had to push myself up so I could hold my own.

I am now solely focused on ITSM implementation, support, and reporting (my new-found love). I have recently completed my first solo upgrade project and then immediately moved on to another upgrade project where I have been appointed as the tech lead. By the way, I only started working with ITSM in 2015.

How did you get into IT, and is it something you always wanted to do?

PH: Actually, I had no idea what I wanted to be, so when I got to varsity, I studied food technology, and after one and a half years, I discovered that I did not like microbiology. The labs smelled like something out of a horror movie, and I was then introduced to IT. When I look back, I think I should have gone into medicine less.

We have met a few times at Women in Technology events. Why are you so passionate about this community?

PH: The women in technology community is vital to me because it is where we can be free to be ‘girls’. I can be taken seriously in a skirt; it is a place where it is ok to express your frustrations without being called ‘emotional’ or ‘dramatic’.

Do you think women are under-represented in technology roles?

PH: Greatly under-represented! In my work space, I am always either the only woman in the team or one of two.

I think we need more women leading IT companies. I really believe that women can provide a shorter turnaround time for projects. And I think women can greatly improve service delivery within the IT space because we are naturally hard-working.

What do you think organisations can do to increase gender equality?

PH: Firstly, they need to understand that women will never be men, so they must not exclude women based on ‘she will never be able to lay network cables on the ceiling’. In a team where I am weak, my teammates will and must be strong.

Secondly, they could provide better working conditions for women, with a bit more flexibility, because we are mothers and wives, so what their wives do, we do too. This will make the industry attractive to more women.

Lastly, women are doing the same job as the men, so they should be paid the same.

Do you have any personal experience of gender related equality issues?

PH: Yes, I was denied the opportunity to travel to Nigeria because I was a black woman.

What advice would you give to women who want to break into, or advance, a technology career?

PH: As a woman, you need to always be on top of your game. You need to understand your industry and everything around it. As a woman, you need be able to master being ‘one of the boys’ and still maintain being a lady. Woman in the industry are doing all they can to make the upcoming woman’s journey easier.

Women have to work twice as hard as men so we can stand out and be noticed for advancements.

Who inspires you?

PH: Veronica Motloutsi was my lecturer when I did my BTech, and she would always push me to be better, to produce better results. And this is evident in her career. She has achieved so much as a black woman in a white male dominated industry. True inspiration.

What are you reading right now?

PH: As I learn the balancing act of being a working mom, I've been reading Working Mothers by Dr. Kay Kumza Ed.D.

Any final thoughts for our readers?

PH: I believe that with women united and in the forefront of IT, a lot more can be achieved in the tech space.

If there is something that is certain, it is that when a woman has her sights set on something, she will move the stars to reach to the moon.

Women In Tech Spotlight: Melissa Oosthuisen

Tue, 13 Aug 2019 23:12:10 Z

On the 9^th August, South Africa celebrated National Women's Day. I took the opportunity to chat to Melissa Oosthuisen who works as a product manager at Blue Turtle, a partner of Ivanti.

Tell us a little bit about yourself and your job.

MO: I have been told I am adventurous. I have lived in two other countries besides my birth country. Although an introvert by nature, I love to meet new people, experience different cultures, and explore new places.

I have been in the industry for 21 years, with various roles, but currently I have the honour of being the only female product manager in our company and am one of ten female technical members of staff.

How did you get into IT and is it something you always wanted to do?

MO: I briefly worked on a help desk supporting traders at a bank in Liverpool street and when I returned to South Africa I had the opportunity to join a management programme at an investment firm or make a start in IT. I chose the latter by joining a small networking company as a receptionist, with the caveat that I would only perform that role for a few months. I learnt what I could, whenever I could, and was very fortunate to work with colleagues who were happy (and patient enough) to answer all my questions.

When I was in school I wanted to be an advocate or a clinical psychologist… so maybe it was War Games (the movie), maybe it was my love of puzzles, or maybe it was that little green turtle you could instruct to draw a house—the electronic version of an etch-a-sketch—but really it was likely the ever-changing landscape, the opportunity to always learn something new that drew me to IT.

We have met a few times at Women in Technology events. Why are you so passionate about this community?

MO: Although I was raised to be tough and know my worth—and I have learned to be assertive—not everyone has these building blocks for a strong foundation. I believe it’s important to encourage others through visibility, i.e., showing women that they are represented in the technology industry and that we come in all shapes and sizes.

Do you think women are under-represented in technology roles?

MO: Most definitely. Typically if there are other women in a workshop or meeting, they are from procurement or marketing, etc—non-technical roles.

What do you think organisations can do to increase gender equality?

MO: Have internship programmes. Attend school career days. Sponsor technology programs in school from an early age. Organisations should make the change part of their company culture.

Do you have any personal experience of gender related equality issues?

MO: Being asked to take minutes in a meeting when I was the only woman. My response being that I unfortunately took chemistry not shorthand at school, so probably wasn’t the best choice. Having to ensure I always use additional terms/terminology in discussions to ensure that I am taken seriously. Gender pay gap—which I would never have realised had a manager not told me what he had budgeted for my move to his cost centre—he had based it on what the existing members of his team were earning (all male)—it was 25% more than what I was earning.

What advice would you give to women who want to break into, or advance, a technology career?

MO: Keep learning. Read articles, sign up for online courses. Many vendors even offer free training. Don’t be afraid to ask questions. Know your worth—this applies to any career. Network. Find a mentor (male or female). If you can’t find one and you can afford it, get a life coach.

Who inspires you?

MO: Tough question. There are so many people, for different reasons. I’m currently in awe of Dr Adriana Marais. She has Honours in Theoretical Physics and Philosophy, Masters in Quantum Cryptography, a doctorate in Quantum Biology and it currently one of 100 on the Astronaut Candidates for Mars One Project.

What are you reading right now?

MO: The 5 Second Rule by Mel Robbins.

Any final thoughts for our readers?

MO: It’s always a struggle to find a balance between just knuckling down and getting the job done, and ensuring that you are somehow making a difference for all the women to come after you. Pick your battles. It's important to keep in mind raising women up shouldn’t be at the detriment of men, after all we want to raise strong compassionate children, not strong girls at the expense of our boys.

Interactive Women in Tech Session at ITAM Review Know Conference

Fri, 07 Jun 2019 19:49:42 Z

I was recently invited to host a Women in Technology interactive session at the annual UK ITAM Review Conference and wow, what an amazing experience.

First of all, it was held at Twickenham Stadium in south west London, the home of England Rugby. Being a huge rugby fan, I was excited from the start! I didn’t bump into any of my heroes sadly, but that’s ok because I met some amazing ITAM professionals and women working in technology.

I had created lots of slides and planned a whole bunch of questions to keep the interaction going, and was a little concerned that perhaps people would not be so keen to open up and speak. But I could not have been more wrong!

After about six slides and my first question, it was like opening the floodgates (in a very positive way). So many women in the room were happy to be open and honest about their experiences in ITAM/IT, and the conversation was fun, lively, empowering, and educational.

Some of the things that were discussed included:

The importance of offering flexible working—with the caveats that: a) this is not just for parents, and b) the office/team culture means that flexible working can be done without feeling guilty or being “judged”.
It’s ok to speak up. We heard a few examples of experiences where women were treated in a certain kind of way due to their gender or perception of their gender, and we also heard great stories of women calling out the behaviour and standing up for themselves. That’s empowering!
Be yourself. This came up a few times and many of us had experiences of trying to behave a particular way to try and fit in with a team that is not diverse. However, learning to be your authentic self is really important – after all, that’s why we want diversity in our organisations.
There’s a place for “leaning in”. There has been some controversy around the book “Lean In: Women, Work, and the Will to Lead” by Sheryl Sandberg, and whether it is suitable for everyone or even possible, given the financial stability and support system she has in place. However, we had a “Lean In” expert in the room who gave us a fantastic overview of this book and the benefits that can be gained by using it as a tool to initiate women-in-technology discussions.
The general feeling in the room was that there are more women in ITAM now than a few years ago, and in fact, the gender-split at ITAM Review conferences is actually fairly even (the ITAM Review conference in Australia last year had a 50/50 split of men and women).
Men care about this, too! There were a couple of men in the session who got really involved in the discussions and seemed to really care about diversity, which is both heart-warming and refreshing.

The hour flew by and before I knew it, we were out of time, which is a shame as I could have sat in a room with those women to chat all day long. Now I knew I was having a good time, and there was a lot of fun and laughter, but I didn’t realise how loud we had been until after the session when someone pointed out that they were in a session next door and all they could hear was us laughing and clapping!

At the end of the session we asked, “Is this something you would like to do again?” The group whole-heartedly agreed that it was, which is really exciting as I cannot wait to spend some more time with them!

This session was such an amazing, positive experience and I came away feeling, once again, that I am part of a really strong, powerful, and empowering community that will continue to thrive and grow.

Spotlight on Kate Waddington, Senior Director of HR at Ivanti

Fri, 07 Jun 2019 00:39:53 Z

Could you please tell us a little bit about yourself and what you do at Ivanti?

KW: I have lived in my home town of Warrington all my life and I am a northern girl through and through. I am married and we have a 22-year-old son of whom we are super proud. He is currently living and working in Australia and whilst we miss him greatly, we love not being woken up in the middle of the night when he comes home, and the house being tidy is bliss! We also have two miniature schnauzers who are spoilt rotten.

I have been with Ivanti for five years and am currently the Senior Director HR, International. I came over as part of the AppSense acquisition three years ago, and as Ivanti has grown, so has my role. From originally having a team of two and covering a few EMEA countries, my role now spans our geos in EMEA and APAC. I have an awesome team of 21 who have tons of experience covering employee relations and talent acquisition. I am also involved in many of our global projects and initiatives and love the variety, flexibility, and ownership that I have in my role.

When you were a child, what did you want to be when you grew up?

KW: This is slightly embarrassing, but when I was really young, I wanted to be an ice cream lady, just so I could eat all the ice-creams! When I was a little older, I wanted to be a teacher. I guess my current role isn’t too dissimilar as a big part of my role is to guide, advise, support, and educate.

What are you working on right now?

KW: There are a number of projects within employee relations and talent acquisition that I am working on that are really interesting and will help to shape Ivanti in the future

What three words would you use to describe Ivanti?

KW: Exciting , creative, and rewarding!

Why should people consider a career at Ivanti?

KW: There are so many opportunities within Ivanti, and no one day is ever the same. We are invested in development and really care about our employees and our community. Our VTO (volunteer time off), launched early in the year, has brought the company together to make a difference. Ivanti is like a family, and whilst we work hard, we also have great social activities, work flexibility, and great rewards. Oh, and cake. Lots of cake. We love our cake in Daresbury!

What advice do you have for companies as they strive to improve equality and inclusion?

KW: Great question! My advice is to:

1) Embrace and respect different cultures and promote diversity. We don't have a set culture at Ivanti as we have so many different offices across the world, and each office is respected for their differences. We empower our leaders to influence and build the culture through their own behaviour.

2) Give employees a voice and listen. We hold regular employee engagement surveys and are transparent about where are doing well and where we need to develop.

3) Be visible and develop an open environment where employees have an opportunity to be creative. Our Ivanti executives are approachable and visible and are open to feedback. We have regular “hackathons” where everyone is invited to be creative and put forward new ideas.

4) Ensure you create an environment where it’s ok to be different and it's ok to make mistakes. At Ivanti we are like a family. We have cross-functional, diverse teams that work together, collaborate on ideas, and support and encourage each other.

5) Ensure that your processes and policies are fair and inclusive. As an equal opportunities employer, we use inclusive language in our policies and job adverts and ensure fairness and transparency in our processes and procedures.

6) Promote flexible working to encourage a diverse, engaged work force. We offer flexibility to our teams and ensure we are inclusive so as not to exclude certain groups. For example, we have a fantastic Women in Tech group at Ivanti that promotes a diversity and encourages more women to be involved in Tech.

What are you reading right now?

KW: I love reading anything that is a crime thriller, mystery, or legal based—all fiction. Some of my favourite authors are Lee Childs, Tom Clancy, Clifford Irving, and David Baldacci. I am currently reading the second in a series of books titled The Enemy by Rob Sinclair.

What else would you like to share with our readers?

KW: If you are ambitious and want to join a forward-thinking, successful, fast-paced company where you can develop and grow and work with awesome people (and eat cake if you’re in Daresbury), then Ivanti is the place for you.

Spotlight on Senior Manager of Ivanti Technical Support, Alison Howe

Fri, 31 May 2019 16:56:57 Z

This week we are spotlighting Alison Howe, a Senior Manager of Technical Support based in our Ivanti office in Daresbury:

What is your role at Ivanti?

AH: I head up the Technical Support teams based in Daresbury and joined Ivanti at the end of 2016. The frontline team currently provides support to our customers, partners, and the field in Europe for Environment Manager, Performance Manager, File Director, Management Center, Application Control, Patch for Windows/SCCM, and Security Controls. The global backline team enables the frontline teams to develop technically; they work on complex situations and focus on continuous product improvement through working with Engineering and Product Management.

How has your career developed?

AH: I started my career in 1989 by joining a small, UK-based software company writing accounting and investment software for pension funds—all the words which can make a 20-something glaze over. Working in a small company was a great start for me, straight from university and gave me exposure to everything from designing, coding, pre-sales, consulting, user training, and telephone support.

As the business grew, I chose to focus on technical support and built out a team. After seven years, I took a break for six months to go travelling across India and reassess what I wanted to do. At that point I committed to Technical Support as it gave me the buzz of technical challenges, it’s fast-paced, and I like the element of customer service, so I joined a much larger global software company called Hyperion Solutions. It was at the time when customer support was being recognized as a specific skilled role and not an add-on to consulting or development teams, so I was part of a new team which we then built to cover Europe from two locations for many products and in multiple languages.

Over the next 10 years the company grew by acquisition, which meant that we were in constant change with new products to support and new locations, and I spent extensive time in India building a new support centre. The make-up of the teams I managed during this time changed in line with the business, from country- or region-specific to product-specific, each with their own challenges.

In 2007, Hyperion was acquired by Oracle and I was tasked with leading support in the EMEA region for the Hyperion-branded products, with a team of 80 engineers and adding a new support centre in Cairo. In 2011, a strategic review determined a restructure based on the needs of customers changing and their requirement for “follow the sun” support as they offshored their own teams, so I took on the role of global domain lead, owning the 24/7 global support service for a set of products and technologies involving Engineers in many global locations.

In 2016, with more restructure due, I decided not to evolve into a new role but to take 12 months off and re-evaluate, not even sure that I wanted to continue to work in IT. It allowed me time to consider what I enjoy and what I wanted out of a new role and what sort of company I wanted to work for. I chose Ivanti—and never completed my planned time off.

Why did you choose to work for Ivanti?

AH: I knew that I wanted to be able to make a difference in whatever role I chose, not just turn up for work, and to be able to apply the skills that I had gained over the years. Ivanti is expanding and, with that, there are opportunities to impact change that comes with growth. I really enjoy working on process improvement. A few years ago I self-funded my Certified Lean Six Sigma Yellow and Green belts, and I can get involved with that, just by seeing something that needs doing and getting on with it. I have been a Certified Support Manager for 20 years and I wanted to be able to use that experience, which I have been able to do as we have evolved the support centre in Daresbury. I really enjoy enabling others to develop their careers, which is encouraged at Ivanti, and I have had a lot of satisfaction from that since joining. I made the right choice.

How important is work-life balance to you?

AH: When my daughter was born in 1998, I took 10 weeks off. My role was not one which was considered applicable for part-time, and lack of flexibility meant that I never dropped her at nursery or school, never went to a performance or school trip, and would often be away for up to a month at a time. That was far from balanced, only achievable with the help of grandparents. This is why I have been focused on ensuring that work-life balance is high on the agenda when building teams.

Times have thankfully changed and we work for a very enlightened company. I would encourage everyone to make use of the flexibility that we have, whether that be as a parent or carer or volunteer, or for your own well-being. Family first is a great way to think of it, but family includes yourself. My daughter is away at university now but the flexibility is still important to me, for those days when something needs doing at home, starting work later in the winter so that I can have a walk in the woods with the dog before work without it being dark, leaving early for a concert or knowing that if anything crops up with my family I can be there.

Can you describe Ivanti in three words?

AH: Collaboration, Change, Appreciation

You’ve been very involved in the Ivanti Women in Tech Community. Why do you think a diverse culture is so important for businesses?

AH: Diversity brings with it diversity of thinking, which in a culture like ours where challenging and questioning is encouraged, brings innovation. I’ve worked in teams with differing levels of diversity, and the most enjoyable teams have been those where we have brought together lots of different cultures. You expand your knowledge of the world around you through hearing about different life experiences and viewpoints and the workplace is much more fun.

What advice would you offer younger women as they start their career in technology?

AH: Take the opportunities as they come along; throw yourself into change and see it as an opportunity to try new things and gain new skills. Don’t be afraid to stop and take a side step into a new role and to question whether you are happy. I’ve been very lucky in my career that I have worked for growing companies that have offered me challenges and career development. If I were starting out now, I’d still be looking for those attributes in an employer, but I would add flexibility to it. Look for a company like Ivanti that encourages a work-life balance, including flexibility—not just documented or regimented by policy, but really believes in it.

What are you reading right now?

AH: I always have at least three books on the go. “The Garden of Lost and Found” by Harriet Evans is a dual time line (present day and early 1900s) about three generations of women facing challenges of their time. “Pandora’s Boy” by Lindsey Davis, one of a series set in Rome around 80AD about investigator Flavia Albia, told in the first person and gives a perspective of the traditional Roman world from the viewpoint of a woman. I’m also re-reading a series of old favourites by Michael Bond (of Paddington fame) about Monsieur Pamplemousse, a detective turned food critic who solves mysteries with his faithful bloodhound, Pommes Frites.

Any other thoughts for our readers?

AH: Change in our industry is inevitable. It can be exciting and challenging, very rewarding, and often tiring. As I get older, I reflect on how much things have changed in Support, let alone the wider IT industry, and it can be mind-blowing. Back in the day, we had one phone on the wall, not knowing who was calling before you picked it up. We had no concept of logging cases via the web; no email; no remote viewing of a customer environment and having to visualise it instead; sending upgrades to customers through the post on disks along with a heavy manual; having to go on-site at the drop of a hat to fix an issue; shared mobile phone for on-call that was the size of a brick; and worst of all, being expected to wear a suit. Who knows what it will look like in 2050. Think of the change which has happened in my 30-year career so far. One thing we know for certain, it’s going to be exciting. Enjoy it.

Life as a Woman in Technology in the Legal Sector

Wed, 29 May 2019 19:38:59 Z

Any of you who follow UK law firms on the news or social media will see that there are a lot of campaigns based around diversity. This was especially apparent during International Women’s' Day. I was interested in learning more about IT in the legal industry, so I had a chat with Zahra Khan, a Senior IT Project Manager at the international legal practice Osborne Clarke to find out a little bit about her journey into IT and experiences as a woman in technology. Below are the answers Zahra provided to my questions.

Q: Please tell us a little about yourself and what you do?

ZK: I’m a Senior IT Project Manager at Osborne Clarke. I’ve been with the firm for over 15 years, which is a testament to the great environment I work in. As well as managing projects and programmes, I also manage a team of project managers. Most of our focus is around software-related projects of which there are many!

I live with my husband and two children, so balancing family and work life is important to me, to ensure I can succeed in both roles.

Q: What is a day in your life?

ZK: There's no such thing as a typical day when it comes to project management. Every day is different. What you often find is that you plan to spend the day in one area, but your focus can shift elsewhere as the need arises. My daily tasks involve managing suppliers, tracking projects and programmes, chairing meetings and workshops, troubleshooting, writing reports, and communications—managing expectations and sometimes even getting stuck into project tasks. I often deal with scope creep, changing priorities, conflicting opinions, and scheduling challenges, which is interesting and keeps me on my toes! I like to revisit completed projects and review lessons learnt to encourage improvement in subsequent projects and ultimately business outcomes.

Q: When you were a child, what did you want to be when you grew up?

ZK: I wanted to be a teacher, like my mother. I was fortunate in that I had great role models at school and at home, which is so important when you are young and learning to understand the world around you. Later on, my interest turned to law, having thoroughly enjoyed some work experience with a firm of solicitors and I decided to go on to study law at university. I gained a law degree but decided that practicing law wasn’t really for me. That said, it gave me a good grounding and prepared me for a number of different opportunities during my career, including my first role where I was able to use my legal background.

Q: Could you please tell us a little bit about your journey into IT?

ZK: I implemented a CRM tool at a previous employer, and I found that particular project fascinating in terms of project-managing a technology solution from discovery through to implementation and business as usual. I found it so interesting to work through the stages of gathering requirements and collaborating with technology consultants. At that time we had an outsourced IT function, which added another dynamic to the mix. It turned out to be a really successful project and that piqued my interest in technology.

After that I joined Osborne Clarke as a project manager in the firm's business consultancy and project management team, which allowed me to work as a business project manager across all functions.

My first big project was the move to our existing offices, with the added twist that we were also the developers of the space. That was a steep learning curve for me! I was managing a multitude of different areas and working with our IT infrastructure team, architects, AV specialists, designers—and even a sculptor! Other projects have centred around winning new business and investing in clients.

Increasingly, as time went on, I found that it was very rare to be managing a project that didn't have a technical element at the heart of it. For example, as a project manager in business development, I saw the sourcing and implementation of a content management system through from beginning to end. I also managed several corporate website and intranet redesigns.

Each of these projects helped prepare me for a role in IT project management. I love the challenge of understanding the business requirements and what's required in order to deliver a successful solution and then seeing the result. More recently, I have been involved in the implementation of the firm's global HR management system. We're currently reconfiguring the CMDB of our incident management and procurement system in order to enhance our software and hardware management, as well as introducing elements of self-service to our people.

Q: What are you passionate about?

ZK: At work, I'm passionate about seeing projects through to the end. I really enjoy delivering an end product and I'm very much driven by seeing the business benefits. Sometimes these results are immediately clear and other times it takes longer to see them, but they nearly always come!

Outside of work I'm passionate about my family. We really love to travel; most recently a road trip in the campervan to Corsica, via France and Italy. There was a fair bit of project management involved in the travel logistics, but it was well worth it!

Q: You have children and a very busy job. How do you manage work/life balance?

ZK: For me, work/life balance is all about flexibility. Being able to work from home or work flexible hours really helps. We use all manner of innovative ways to make remote working possible, such as Skype for Business and video conferencing. I'm lucky at Osborne Clarke that the necessary technology investment has been made for this to be possible and to allow me to manage all aspects of work/life more effectively.

Q: We see a lot of legal firms have a focus on equality and diversity. Is that the case at Osborne Clarke?

ZK: Absolutely. Osborne Clarke is very forward-thinking when it comes to equality and diversity, and its agenda is a central pillar of our business strategy. Our UK Managing Partner is passionate about diversity; when he took over in 2015, he appointed a diversity and wellbeing manager in our HR team who runs a number of great initiatives.

We deployed the RARE Contextual Recruitment System in 2017. RARE helps us increase the diversity of our trainees and spot the best talent regardless of background. So far, we have offered two training contracts to applicants who have outperformed their peers, but without this valuable context they may have been overlooked.

As I have mentioned before, we prioritise work/life balance and have enabled agile and flexible working styles, through Connected Working as part of our strategy. We launched a generous family-friendly package that includes 26 weeks maternity, adoption, and shared parental leave on full pay, and a comprehensive one-to-one coaching service before, during, and after leave.

To ensure that diversity is integrated into everyday organisational life, one of the initiatives we have undertaken is to establish networks across the firm to support our people. In the last year we launched our LGBT+ and BAME networks. We also evolved our women's network because we recognised that everyone benefits from gender balance, and that achieving it is everyone's responsibility, so the network is now lead by and belongs to both female and male partners who want to help the firm achieve gender balance.

Q: Joanna Hardy, a Junior Criminal Barrister recently spoke out about sexism in the legal industry. What is your take on this?

ZK: I find it shocking and can’t believe I’m reading this is 2019! However, I'm unable to comment because the bar isn't an environment I have ever worked in. I've been very fortunate in that I have never experienced any gender-biased behaviour anywhere that I have been employed, regardless of the department / area of the business or level of role.

Q: What has been the highlight of your career in technology to date?

ZK: It’s really difficult to pick one thing! I’ve worked on so many projects; some have been more interesting than others, but I’d find it hard to pick one as I’ve been given some great opportunities. I guess a dream project would be one that goes smoothly at all times, every team member inputs as needed, the risks-and-issues log is empty, and there are no change requests (but that wouldn't be real life)! Sometimes the challenges and how you react to them and address them can be part of the satisfaction of managing a complex project to fruition.

Q: If you were to pick one characteristic about yourself that you’d consider your “Super Power” what would it be and why?

ZK: Having just taken my children to see the latest Avengers film, I'd like to compare myself to one of the female superheroes, but more realistically I would say that my super power is “juggling”. I work in an environment which has a high volume of projects, so I have to be able to juggle workload and prioritise, without compromising project governance. As a parent, I also have to juggle home life and work life so it’s definitely a useful power to develop.

Q: What skills do you think you need to have a successful career in technology? Do you think these skills needs to be different for females?

ZK: I believe there's no difference between genders in terms of skills required. I think communication is a number-one skill requirement in anything you do, but especially in project management where you are working with different people who are subject matter specialists in all manner of areas—from very IT-technical to very business-orientated. In relation to technology specifically, a desire to understand the basics and context is invaluable. Not being afraid to ask questions is also a must. There's no such thing as a silly question when you are learning!

Q: How do you think the industry can attract more women into technology-related roles?

ZK: I think there's a lot happening now. I would recommend continuing to deliver and improve initiatives such as gender networks that encourage women into the sector and linking into schools and universities for work experience opportunities to shake off any preconceptions or misconceptions that might currently exist. It's also important to recognise that the skills, experience, and behaviours employers look for (or should be looking for) reside amongst all sorts of different people with a variety of needs—whether that relates to support, encouragement, or engagement—from the organisation they work for. Responding to those needs should help to attract and retain the very best people into any area of an organisation, including IT, irrespective of race, ethnicity, disability, sex, or sexual orientation.

Q: What advice would you give to a woman looking to start a career in project management or technology?

ZK: There are many qualifications available relating to project and programme management, such as Prince II and Managing Successful Programmes, but experience is so important so try and gain as much as you can in your current role. Where possible, embrace opportunities that give insight into the world of IT and project management as a project team member or a subject matter expert for example. Mentoring and shadowing are great ways to learn, as well as joining forums and attending industry events.

If you think you're interested in a career in IT project management or an area of technology (of which there are many), find out all you can about it and go for it. And, never accept being told that it's a male industry!

Spotlight on Director of Enablement, Eddie van Ravesteijn

Mon, 06 May 2019 22:45:09 Z

This week we are spotlighting Eddie van Ravesteijn, our Director of Sales Enablement. Read more to find out more about Eddie and his thoughts on the value of enablement and gender diversity in technology.

Q: Tell us a little bit about yourself and what you do.

ER: I have worked in IT since 1998. I have a technical background and spent 10 years working as a technical consultant on IT projects for large companies, with a big focus on Microsoft infrastructure products.

In 2008 I came to work for Ivanti (RES Software at the time) as a pre-sales consultant. Pre-sales is the best job in the world. It combines your technical skills with commercial and communication skills. It is a job with a fantastic playing field selling technology to customers with a high focus on business value rather than technical features. In this job my love for the sales profession started to grow. I learned how important it is to be able to translate technical features into business value. Technology without value is… well… just technology. Technology translated into business value is: cost reduction, higher productivity, better compliance, optimal security etc… In my current role, Director Sales Enablement, I try to get our sales organization into this state of mind. Always put value first!

Q: Why is enablement so important for our business or any business?

ER: Enablement is really important in our business because software sales is tough. We do not have a product that you can touch, smell and feel. And sometimes business value is not that obvious. We tend to stay in our joint comfort zone, which is the technology that we sell, and with that, we tend to focus a lot on what a software product can do technically.

We want our sales people to focus on the bigger story behind the technology. Our sales people need to learn to understand what companies struggle with and what their business challenges are. If we can help solving business challenges with our technology and we can clearly state the difference in cost or the improvement in security or productivity, then, suddenly how we do it is less important. This sounds easy, but it is really not that simple. The market is continuously evolving. The challenges of tomorrow are different than those of today. Sales enablement’s role is to work with Product Management and Product Marketing, to identify those ever changing challenges and build messaging that addresses those challenges. Another important part of our role is then to take this message and teach our sales organization how to address this with our customers and partners.

Q: You get to meet almost all the new starters in EMEA. How do you think diversity helps an organisation?

ER: I have worked with four women in a team of five (!) at a point in my life where my manager was also female. This might have been one of the best teams I worked with in my career.

At Ivanti we often see women in the traditional roles of marketing and HR. I think it would be great to have more women in technical and sales roles. Diversity brings a different vibe. One does not need to be a scientist to see that atmosphere in a mixed environment is different than in male or female only environments. I think I’ve read research somewhere that showed that women are better sellers than men. Maybe because they are better listeners or intrinsically more interested? It strikes me that so few women choose a sales role in IT. The biggest young sales talent we had in an inside sales role in the past few years was a woman! Coincidence?

Q: How do you think organisations could better support diversity?

ER: Tough question. Organisations are trying to crack this nut for years and I don’t pretend to have the wisdom to solve this. In our society we still see typical women’s jobs and men’s jobs. Does it have to do with an intrinsically difference of interest? I just see less female candidates applying for a sales role. Nevertheless, I believe it starts in the top of an organization. Executive teams should be equally balanced. Today, many executive teams are primarily formed by men. How diverse would it be if we had more female VP’s of products, or female Sales executives or even CEO’s, who could be a shining example for other young women in our business?

Another interesting statement I heard recently and that I felt was very valid, is that organisations need to seed technology to young people. We can influence interest for technology when women are girls. Meaning that if we want a broad spectrum of women in a multitude of roles in tech today, we should’ve started influencing via education 20 years ago. So maybe it just takes time and we should focus on young people and bring the love for this absolute fantastic technology business to girls in school.

Q: Who inspires you?

ER: I do not have one special person that inspires me. I get inspired by colleagues and friends and family that I look up to. And I look-up to people when I can learn from them. People that can bring me something, that make me change my opinion, or the way I handle things. People that make me realize that at age of 48 I really haven’t learned everything there is to learn. Sometimes that is a brilliant young kid, sometimes that is that sales manager that never loses his temper and sometimes it is my wife who makes me realize that not everything is black and white.

I love presenting on stage and I can admire good presenters and performers. Sometimes I don’t even listen to what they say, I can just enjoy the suppleness and the subtleness and timing that good performers show when on stage.

Q: What are you reading or binge-watching at the moment?

ER: I do love Mob series like Narcos, Breaking Bad and The Sopranos and everything Quentin Tarantino. Currently I am watching Casa de Papel on Netflix. A Spanish series about a group of criminals lead by a very smart man called “the professor”. They do not only rob the Central Bank, they actually lock themselves in and work the money presses for days to print money. Their philosophy: we didn’t really rob anyone, because this money that we printed ourselves did not belong to anyone yet. Of course everything falls apart, but enough, go see it for yourself. I don’t binge-watch. My max. per day is 2 episodes because I would forget what happened in the first episode when I watch four more.

If you had to describe Ivanti in three words, what would they be?

Family, Fun, Still-a-whole-lot-to-do

Anything else you would like to say to our readers?

Maybe this is boring, but this is my personal rule for life: Design your own life and career. Learn and be inspired by others. Be open for other opinions and influences, but do take matter in your own hands and never let anyone tell you that something is impossible. We are able to achieve a lot in private and corporate life if we believe in what we do, we are dedicated and we are having fun along the way. And that last thing is most important of all. If you have fun, you can take on the world!

Meet Lina Mughal, Ivanti Woman in Tech and CRN Women in Channel A-Lister

Mon, 29 Apr 2019 09:29:58 Z

I have worked with Lina since she joined Ivanti in July 2017. Prior to her time at Ivanti, Lina spent five years working with an Ivanti reseller, Softcat.

Lina has always impressed me with her ability to juggle multiple tasks and build and maintain strong relationships, both within and outside of Ivanti. She and I can often be found chatting in the kitchen about diversity and the women in tech movement, and so I was absolutely delighted when she was listed in the CRN Women in Channel A-List (pg. 47) along with her colleague, Isabelle Le Tissier.

It is because of these things that I wanted to share some of her wisdom and advice with you all.

Q: What can we do as individuals to make the industry more diverse?

LM: The industry should be proud of the initiatives it has championed  thus far, but it needs to have a more intersectional approach. Rather than just focusing on women in tech, more should be done in terms of encouraging people of different genders, sexualities, races, and religions.

This can partly be achieved through blind recruitment, which overcomes the biases—unconscious or otherwise—that exist in recruitment. The same goes for promotions.

That being said, we mustn’t fall into the trap of tokenism. Women should not be hired just to fill quotas; they should be hired on merit—merits that are often overlooked by decision-makers in favour of men. Women in tech initiatives are great, but they should be run with a view to bring women to the table rather than becoming insular.

Q: What is the one thing you would do to encourage more women into the  IT sector?

LM: A lot of the issues we have  as a tech workforce is simply that there aren’t enough girls and women studying STEM subjects at university or school. By stressing diversity in STEM, schools can instantly improve the prospects of the industry.

At the same time, there is also a misconception that all roles in the industry are technical, and that couldn’t be further from the truth. I studied English at university and started working in the industry with little technical knowledge, but have gained confidence and have been up-skilled internally to become well-versed in technology.  As in any industry, there are roles in departments like marketing and HR that are often stronger areas for women.

A huge boost as well would be to have more diverse boardrooms and leaderships. The ability to look up to female decision-makers makes being a woman in tech that bit easier. 

Q: What are your three top tips for women looking to start a career in IT?

LM: 1. Persevere and work hard. It’s a challenging but rewarding industry. 

2. I encourage women to develop their creative and social skills. IT impacts all aspects of our lives and different perspectives are vital.

3. Be ambitious! The first programmer was Ada Lovelace, a woman. She proves you can do it!

Q: Why do you support CRN’s Women in Channel campaign?

LM: I am supporting this campaign because it is an opportunity not just to recognise the amazing women working in technology, but it also celebrates those who are inspiring the next generation. It’s not a tokenistic pat on the back—it’s showing women of all ages that success is possible.

Women in the Channel: A Q&A With James Anderson, Channel VP

Mon, 15 Apr 2019 20:14:25 Z

I’ve had the pleasure of working with James Anderson for many years and seen how his career has taken off at Ivanti. James has always managed diverse teams and so I thought it would be great to have a bit of chat and get his thoughts on gender diversity and the women in technology movement.

Q: Tell us a bit about yourself and what you do at Ivanti.

JA: I am responsible for our Alliance and Partner Channels across EMEA. That involves recruiting, enabling, and building longstanding business partnerships that deliver revenue and profit for both ivanti and our partners

Q: You’ve always been supportive of the Ivanti Women in Tech movement. Why is that?

JA: I guess I am lucky that I have a mindset in which I strive not to prejudge anyone based on any criteria, be it gender, race or religion. The Women in Tech movement is a great way for us to raise awareness of inequality in our industry but also to encourage women to join it. Building more diverse skills, we can only raise the bar in terms of what we deliver.

Q: You have a pretty diverse team, not only in terms of gender. What do you think the benefits of this are for the channel as a whole?

JA: I do indeed have a diverse team, but I don’t see it like that. I see it that I have a fantastic group of individuals who are great at what they do. They each have strengths and weaknesses like we all do, but for me it’s all about skills, experience and mindset. If someone has a good mix of those things, then you should hire them no matter what their gender, race, or religion is.

Q: How do you think technology businesses can attract more women into channel roles?

JA: I think the channel in the UK has some very strong women as key contributors to their respective companies, but the balance can always be improved. I think technology companies could do a much better job of addressing the balance across their business rather than focusing on just channel. Key would be more diverse leaders in their organisations in sales and other male lead areas like engineering.

Q: They say people buy from people. Do you think diversity engenders trust in the customer, and does it help influence a purchasing decision?

JA: I would hope purchasing decisions are not based on diversity bias, but I think if a company has a diversity in its recruitment and talent management plans, it will potentially have a more open and inclusive style of working thus breeding an environment where trust is built more easily. Trust will definitely influence purchasing decisions.

Q: What skills do you need to work in the channel for a tech company?

JA: You need great people skills for sure. A good balance between technology interest and commercial acumen makes for a strong partner manager. Then you need to throw in collaboration, creativity, and conflict resolution skills. Above all though, the people I see who are most successful are the ones who are honest, transparent, can deliver on their promises and are consistent in how they act.

Q: There is a lot of talk about “lad-culture” in technology. Is this something you have witnessed and, if so, how have you personally dealt with it?

JA: I haven’t witnessed too much “lad-culture” in my career. However, I have witnessed a clique-driven culture and that often can progress into a closed group mentality. I always do what I can to encourage team members and colleagues to be inclusive in their attitudes and behaviour.

Q: Who inspires you?

JA: Anyone who is striving to make the world better for others inspires me, whether that is major leader in industry or government or someone in your community who is battling mental or physical illness and still managing to get through life being able to provide for their loved ones.

Q: What is the last book you read and what are you binge-watching on Netflix?

JA: I am a pretty terrible reader in that I don’t put the time in to read consistently for pleasure. The last book I would have read cover to cover would be something I read to my kids at bedtime, and although it’s hugely rewarding, it’s not the same. The last book I read for myself was probably The Snowman by Jo Nesbo. I love a crime thriller.

As for Netflix, I am currently struggling to find a decent series to work through. We live in an age that there is too much choice. However, I am looking forward to the final series of Game of Thrones and the new Billions that are coming soon.

A Q&A With Ben Geleit

Wed, 10 Apr 2019 22:46:40 Z

One of the many things I love about working at Ivanti is the way, as an employee, you are enabled to work hard, get recognised, and work your way up the career ladder. I have benefited from this myself but, more importantly, I see it going on around me all the time.

One of my favourite examples of this is Ben Geleit. Ben joined the company five years ago working in my team as an Sales Development Rep (SDR). Ben has an amazing work ethic, is very talented, and soon started to work his way up the career ladder to the role he is in today.

Q: Could you please tell us a bit about yourself and what you do at Ivanti?

BG: I am currently an Enterprise Territory Manager and have been with the company for just over five years.

My day-to-day role entails a mixture of looking after our valued existing customers and engaging with new business prospects to see if the Ivanti solution portfolio can resolve challenges their organisations are facing. I have the privilege of being able to work in the office, in the field, or from home whenever necessary. My role is very flexible.

I get to work with every department in Ivanti, from professional services, support, finance, legal, product, marketing and more. So the knowledge I learn from people working in these roles has given me a deep understanding on how an organisation of this size operates.

Other involvements within my role include recommendations to our product managers from feedback I hear in the field. This is a rewarding side of the role as recommendations I make on behalf of customers often get put into our products. I also work closely with marketing to drive campaigns to attract new business and I assist with training new members of the team to get up to speed quickly.

Q: If you had to describe Ivanti in three words, what would they be?

BG: Supportive, Rewarding, Family

Q: How has Ivanti helped you grow professionally?

BG: Upon joining Ivanti five years ago, I came in as an SDR (Sales Development Rep), fresh out of an 18-month stint as a new-business hunter role at another company after graduating from University. At the time, I sat under marketing, however, the marketing and sales leadership teams combined, assisted me in growing the necessary skills to hunt for new business and succeed in doing so. After 18 months of success in the role, I was promoted to an Inside Sales Representative which was an official move to the sales department – a desire I had discussed during the interview process when considering Ivanti.

Within Inside Sales, I learnt to manage existing customers and was closely mentored by the sales leadership team, again, to manage accounts and navigate potential up-sell and cross-sell opportunities effectively. After another 18 months in this role, I was lucky enough to be progressed again into a Corporate Territory Manager role.

Corporate Territory Management was another step-up and again I was mentored closely by my Sales Director and others. I was put through a valuable training course and picked up further skills necessary to not only manage and navigate existing accounts, but to engage effectively with new business prospects also, taking the cycle from the very beginning, to the end and beyond into a fully managed account.

After another 18 months, I was promoted in January to Enterprise Territory Manager. Although similar to a Corporate role, the organisation sizes I am able to engage with are now much larger and the nuances of the engagement from prospect to prospect and customer to customer is varied. I have been continually and am today, supported, mentored and encourage to further succeed.

In short, Ivanti has helped me greatly with progression - I am often used as an example of what to expect when joining Ivanti and the progress that is possible when succeeding in your role.

Q: Where do you see yourself in three to five years?

BG: If I haven’t yet earnt enough to retire, I’d love to still be at Ivanti. I appreciate I’ve still got a hell of a lot to learn and I don’t see a better place to get the guidance and mentorship needed to continue to grow and become a professional in my role. I’d love to win the Global Sales Rep of the year award at our Sales Kick Off in Salt Lake City within the next 5 years – ambitious yes, but it’s actively encouraged here at Ivanti.

Q: What advice would you give to someone looking to start a career as an Enterprise Territory Manager?

BG: Don’t be daunted by it, believe in yourself and no one will question what you believe you can achieve. The ride will come with extreme highs and dreaded lows that knock you back, but if you keep on ‘chipping away at that block’, with the right guidance and hard work, you’ll get there and it really is a very rewarding place to be.

Q: Any final thoughts?

BG: If you’re considering Ivanti, it really is a family culture. If you’re successful in getting a role, you’ll be given the time and guidance to succeed in that given role. The management team are supportive, motivational and knowledgeable. This goes for any role at Ivanti, not just sales.

Diversity and the Women in Tech Movement With Andy Baldin

Mon, 01 Apr 2019 22:27:32 Z

Andy Baldin is Vice President, EMEA at Ivanti. He has worked in various roles in the technology sector for the last 39 years, and during that time, he has lead many successful teams.

I have had the pleasure of working on Andy’s team for just over eight years, and throughout that time, Andy has always been a big support to me by encouraging and coaching me. He is also very supportive of the women in technology movement, so post-International Womens Day, I wanted to get his thoughts on diversity in the IT industry.

Q: Tell us a little bit about yourself and what you do.

AB: I feel I have been in the IT industry forever. Started out as a programmer, realised I wasn’t that great at it, and moved into support, then management. Spending a lot of time with the sales and marketing teams, I spent time in both sales and marketing roles, which included two stints in the USA, one for one year, the other for two. Now I lead the EMEA sales team and work with great people, so it’s fun.

On the personal side, I’ve been married for 35 years, have a wonderful daughter (33) who’s a vet, and a rather large dog (Akita) called Richie. I like playing golf, but don’t get enough time to get any good at it. Overall, I can say I have a good life, and have had the privilege of meeting some great people of all genders along the way.

Q: Why do you support the women in technology movement?

AB: For one thing, diversity is good for business. But on a more personal note, I am a father to a wonderful daughter and I want her to live in a world where true equality is part of the natural order of things.

Talent has nothing to do with gender. I have had the pleasure of working with many talented women over the years and one that immediately springs to mind is Susan McGuire, Ivanti’s Global VP of Field Marketing.

Q: Tell us a little bit about the benefits of having a diverse team.

AB: Diversity is so important, and not just gender diversity but ethnic, background, etc. Research shows that diverse teams are more successful, and I see this in practice. Diversity leads to different perspectives and different ways of thinking that drive successful businesses, and I think businesses that do not embrace diversity are missing a trick. Having a diverse team means that you have hired based on talent, rather than on other factors.

Q: We hear a lot of talk about “lad-culture” in our industry. What do you think about this?

AB: Unfortunately, there is still a lot of this around the tech industry. You often see examples of this around IT exhibitions. How many times do you see women dressed in what could be described as “sexy outfits” to entice men on to their stands? And do we see men dressed similarly to attract women? Would that work? I have also seen an MD try to flick an elastic band at an HR director’s breast during a management meeting. This type of behaviour is neither professional nor appropriate.

Q: How do you think this industry can encourage more women into the sector?

AB: First of all, hiring managers need to hire on talent and passion – not gender.

But it all starts at a young age. We need to help girls identify and develop an interest in technology. It is great to see Ivanti getting involved in STEM projects, especially when our female staff volunteer for STEM clubs and STEM days. It really helps young girls to have a female role model and learn about the many ways they can enter into a career in technology. I’d also like to see more of the men in our industry spread that same message. If anyone has an interest and desire to work in the technology sector, they should be encouraged and helped to make that happen.

Q: Who inspires you?

AB: When asked this question, the first thought that I had was the people around me, with whom I work and interact. There are so many great people in our organisation and the ecosystem that we work in, it makes me feel proud to be able to spend time with them. Outside of this, Jim Rohn and Zig Ziglar have both been a significant influence in how I approach life in general.

Q: What are you reading right now?

AB: Outside of data for Ivanti operational reviews, the last book I read was Journey To Ixtlan by Carlos Castanada. I also have Stop Snoring The Easy Way on my reading list. Currently, I have just started to To Kill The President by Sam Bourne on a recommendation from a colleague.

Q: Anything else you’d like to say to the readers?

AB: We live in a world that has changed dramatically in the last 20 years. There is greater acceptance of the differences between us all, and I hope that this continues. Everyone can play a part in making this a better world to live in by being acceptance of the diversity of human beings. If we stop judging and start working from the point of view of acceptance, then we will communicate more effectively, see each other as real people, and create a better world for ourselves, our children and the future generations.

As the French say, “Vive la différence!”

Why We Support International Women’s Day

Fri, 08 Mar 2019 11:54:56 Z

Every year on March 8, the world comes together to celebrate the wonderful women in our lives on International Women’s Day. International Women’s Day is a global event which celebrates the social, economic, cultural and political achievements of women, while calling for an acceleration of gender parity.

Believe it or not, International Women’s Day started with its first gathering in 1911 and was supported by over one million people across the world, including the Suffragettes – those are some serious shoes to walk in!

Every year, the International Women’s Day campaign has a different theme. This year, the theme is #BalanceforBetter. This is particularly exciting for us here at Ivanti, as we know that diversity in the world of technology is so important.

#BalanceforBetter

There are so many reasons, as a software company, we should encourage diversity. The first is the general lack of software engineers. According to the US Bureau of Labor Statistics, 71% of the 1.4 million computer science related jobs available in 2020 will remain unfilled. Since women make up 50% of the population, it’s easy to see that by encouraging more women into the field, we can start to fill those open roles which are so critical in today’s world. We also see this in cyber security where a skills shortage is widely reported.

The second reason is that nowadays, we design code using human-centric strategies, so it makes sense that having a diverse team will result in the design of products and services that reflect the needs of our diverse customers.

By the way, when I say diverse, I don’t just mean gender. Diversity is crucial in gender, age, background, ethnicity, etc. There are many studies which show that diverse teams provide many advantages, such as the benefits that come from multiple perspectives, knowledge and ideas. In case you need another reason, according to Harvard Business Review, diverse teams solve problems faster.

Ivanti’s Women in Tech Movement

Over the last 12 months, a team of passionate people at Ivanti have been working on our Women in Tech project. We are very excited to be able to support International Women’s Day 2019 today as part of our drive for diversity. We are passionate about equality and diversity and, in particular, supporting the Women in Tech movement.

We have written many blogs about how to attract and retain women in the technology industry and we still have a lot of work to do. But the fact remains that diversity can only be a good thing for any organisation, and International Women’s Day helps shed more light on this important topic.

We’d love to hear your thoughts and opinions about women in tech, diversity, and #BalanceforBetter. Join in on the conversation by tweeting us @TheTechieGirls.

We’re also getting involved in the official International Women’s Day #BalanceforBetter campaign. Take a selfie with one of these cards (or make one of your own) and tag us @TheTechieGirls! We can’t wait to see your #BalanceforBetter commitment!