Destination gender equality: paving the way for a more inclusive society for my daughter and other women

Last week, I had the honor of being part of the opening panel on gender equality, organized by the Salesforce Women’s Network, at the Salesforce World Tour event in Brussels. Accompanied by three successful businesswomen – Rita Verreydt (CEO of Uptime Group),  Dana Brants (she/her) (Head Digital Customer Channels at SWIFT) and moderator Mariam Harutyunyan (DEI advisor ASATT) – we shared our vision for a more inclusive society and reflected on how we can all join forces on the path toward gender equality.

Equality is more than a buzzword. It shapes me as a leader and as a father. In fact, my daughter is my inspiration in striving for a more inclusive workplace and society. When she heard about me taking part in the Equality Panel, she was really annoyed. Not because she didn’t want me to be there, but because it irritated her that we still have to organize this kind of initiative.

Indeed, new generations have a very different view of the world we live in; they do not think in terms of gender or background. Therefore, one of my key leadership goals is to make equality as natural as drinking water, paving the way for women like my daughter by the time she enters the job market.

Policy means nothing without a change in culture

With 36% women in Salesforce’s global workforce, we are on a designated track. I am very much aware there is still progress to be made with challenges we need to address. For example, as we look up the ladder, the number of women in leadership positions decreases. And even in our technology hub in Ireland where more than 50%(!) of graduates joining the company are women, we unfortunately see the same trend. Yet like a leaking talent bucket, only a much smaller margin of women remains and eventually hold top executive positions.

There are several factors playing a role in this evolution, but we should not be blind to the fact that young women still perceive technology as a world dominated by men. Perhaps the biggest problem is even more deeply rooted in our society where making a career is considered more common for men, but women are still asked questions about how they combine their careers with family-related tasks, such as raising kids. To address this challenge, Salesforce offers a variety of programs and benefits, such as six months of parental leave for both women and men. But while these  policies give us a nudge, a cultural shift remains critical if we are to achieve true gender equality.

On a personal note, I have always felt quite privileged working with a woman as my manager. Women seem to care more about my career and are not afraid to point out blind spots that most male leaders did not see or addressed. Yet too often a woman is also modest about claiming a leadership position, even if she has the best credentials in the company. That’s why having mentors and role models who express themselves publicly - despite my daughters’ frustration - remains to be very important, like my fellow participants in the panel, to change the mindset and inspire other women as well as young girls. Also within my region of Salesforce Northern Europe, we are lucky to have some great role models in our organization, both in leadership as in other roles throughout the organization. 

From the global Women’s Network to Girleek in Brussels

So how can we create a culture that fosters equality? Obviously, this does not happen overnight. The opening debate at our event in Brussels was attended by several women and a few male allies who are committed to this mission every day. On the one hand, we aim to create a workplace that looks like society and reflects the diverse communities we serve. In that spirit, we invest in Equality Groups, of which our Women’s Network was the first. To name some others: Genforce is dedicated to representing all generations in the workforce; Abilityforce unites people with (in)visible disabilities; and Outforce focuses on equality in sexual orientation and gender identity. Mentorship programs within  these networks help increase access to senior leadership and support career growth for these groups.

On the other hand, we are also focusing on more local equality projects. In Belgium, for example, we are partnering with GIRLEEK , an organization that works with women (and men) who want to acquire digital skills. The Salesforce program trains them to find jobs in our ever-growing ecosystem and turn their talents into professional careers.

Ultimately, these initiatives not only lead to a diverse workforce that benefits society, but also make our products and services we provide to customers more inclusive. Diversity is the main ingredient for refreshing, new ideas and perspectives that drive innovation, creativity, decision-making and problem-solving in business. I strongly believe you will find this to be true if you make equality a KPI and measure your results. According to data from last year, inclusive sales teams have improved our own performance by 12%.

At the end of the Equality Panel, I received a special pin for my efforts so far. I promise to wear it with pride and continue to promote an inclusive society. A world where everyone gets equal career opportunities, where equality panels are no longer necessary, and where future talents like my daughter can one day become my boss without any of today’s hurdles in women’s career advancement. 

Feel free to send me a message if you want to exchange thoughts on equality or want to know more about how Salesforce is trying to achieve an inclusive workforce and society.