You’ve probably heard the statistic that men apply for a job when they meet only 60% of the qualifications, while women apply only if they meet 100% of them. It’s from an internal report from Hewlett Packard back in 2014. Many people took this statistic to mean that men are more confident and that women need to have more faith in themselves. I look at it a bit differently: I think we need to recognize that women aren’t any less ambitious than men, but that they do face barriers that cannot be ignored, even the more subtle ones, the ones that make women feel they have to over-perform just to level the playing field.

Our industry can help level the playing field by openly discussing the issues surrounding gender diversity with both men and women – and instead of putting the onus on women to drive change, make everyone part of the solution. This will lead stronger companies with much deeper pools of talent.

And while we say we’re focusing on female leadership at Tele2 IoT, this doesn’t just mean adding women to the leadership team – it also means giving women the space to be leaders in their own areas of expertise. It’s about empowering women, so we are enabling development plans, setting up mentoring programs with both internal and external resources, and also ensuring that when we recruit, we are clear that we are the kind of company that wants to develop talent.

One of our core values at Tele2 is having a challenger mentality. I want to challenge everyone in our industry to look at diversity not as a problem to be solved, but as a gift to be enjoyed. The sooner our industry truly embraces diversity, the better we all will be for it.

If you’d like to discuss diversity, please feel free to reach out. I’m always ready to have this conversation and do my part in promoting diversity across our industry.

Cyril Deschanel
Managing Director
Tele2 IoT