Andrea Bright, CEO, Ingentive
How would you summarise your role?
I am the Chief Executive Officer at Ingentive. I provide leadership and direction to the executive team and the entire organisation, fostering a culture of innovation, collaboration, and excellence. Ingentive is a company where every team member reflects our business and its values. We are a top Microsoft Elite Partner, specialising in business transformation with Microsoft solutions. We leverage AI and automation to help our clients progress faster than ever before. We apply our technical expertise, client focus and solid methods to ensure we always achieve the best outcomes.
Do you feel the industry’s gender-diversity deficit something that needs to be highlighted and addressed?
“The lack of gender diversity in the IT sector limits our potential for innovation, creativity, and understanding of our global customer base”
Andrea Bright, Ingentive
As the CEO of Ingentive, I am acutely aware of the gender-diversity deficit that pervades our industry. This issue is not just a matter of social justice; it is a critical business concern. The lack of gender diversity in the IT sector limits our potential for innovation, creativity, and understanding of our global customer base. Women bring different perspectives, ideas, and leadership styles to the table, which are essential for driving technological advancements and fostering a more inclusive and balanced work environment.
As leaders in the IT industry, we have the responsibility to drive this change. By working together to address the gender-diversity deficit, we can build a more equitable, innovative, and successful future for our industry.
What’s it like being a female leader in what remains a male-dominated industry?
It can be both empowering and challenging. On one hand, it offers an opportunity to break barriers, challenge stereotypes, and pave the way for other women. However, it can also involve facing biases and a lack of representation at higher levels.
As a female senior leader, it ultimately provides me an opportunity to drive meaningful change, not just within my own company, but across the industry, by advocating for diversity and inclusion. Creating the culture where everyone can thrive, be heard, and advance their careers is not just about equity; it’s about enhancing creativity, decision-making, and the overall success of the business.
Is the industry as welcoming and accessible to women as it could be?
I encountered a less positive experience early in my career. My first name, Andrea, can be interpreted as a male or female name depending on the region of the world. In the UK and North America, it is generally a female name but in Europe it is usually the opposite. As a result, some people were taken aback when I arrived at the office to do my job. It may have also been because of some people’s views of a woman leading business change projects in her late 20s, but I faced more challenges as a result than I believe I would today, even if I could go back to those distant younger years!
While progress has been made towards making the IT industry more welcoming and accessible to women, we are far from where we should be. Despite increased awareness and initiatives aimed at improving gender diversity, the technology sector continues to grapple with significant challenges that deter women from entering or remaining in the field.
The industry needs more mentorship and networking opportunities, offering flexible work arrangements to support work-life balance, and ensuring zero tolerance for discrimination or harassment. Beyond individual company efforts, there’s a need for industry-wide collaboration to change perceptions about who belongs in certain roles in IT.
Do you think the industry has made any headway on recruiting, retaining and promoting women over the last five years?
I think there have been positive changes to increase gender diversity in the industry in the last five years. The progress however varies significantly across different companies and sectors within the industry.
I have seen and been involved in companies that have started programmes to attract, keep, and advance women in the workplace. With initiatives aimed at closing the gender gap, targeted recruitment campaigns, and partnerships with organisations that support women in technology.
Ingentive values creating a work environment that is welcoming and supportive for everyone through mentorship, flexible work options, and family-friendly policies.
There’s still much more to do to reach full gender parity in the workplace. It’s important for us to keep up our efforts to support gender equality at Ingentive and aim for an equal gender balance.
“I used to normalise some behaviours directed towards me in workplace.” See CDW’s Penny Williams views on final page…
