DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
What has your career journey looked like?
I’ve had an incredible journey working and meeting individuals who are passionate about transformation, digital experiences and pushing the boundaries of what has been possible.
When you were 20 years old, what was your dream job and why?
I don’t think I ever wanted to confine myself to one dream job. It was about what I could learn and the people I would interact with that mattered most.
As a female leader, what has been the most significant barrier in your career?
Overworking. I worked hard, very long hours, and many late nights. It caused me to burn out and not focus on the things that mattered. I now make a continuous effort to keep a balance.
How do you balance work and life responsibilities?
Taking time out for my health and stress relief on a regular basis is key to how I manage and balance my life and work now.
How can more women be encouraged to pursue careers in the digital ID/tech space?
I think meeting other women in the industry is a good start. A mentorship program would be even better. I wish I had that when I was starting out my career.
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
Internal sponsorship of women by other leaders is very important. We need to learn to humbly ask for that sponsorship and genuinely put in the time and effort to achieve the goals we set for ourselves.
What will be the biggest challenge for the generation of women behind you?
There’s many. But I believe the greatest challenge will continue to be managing family and work for some time until this issue is systematically addressed by our public & private sector. Childcare is not considered a right in Ontario. Stop the stigma of motherhood. Companies need to offer men and women both a fair and balanced chance. Being a parent is not a disability.
What advice would you give to young women entering the field?
Don’t set limits for yourself. Don’t be shy to ask why. Make friends everywhere.
Azadeh Dindayal is the Vice President of Marketing at Identos.
Canada’s trusted digital ID leader, the DIACC, welcomes Budget 2021 investments for digital transformation and Canadian innovation
TORONTO, APRIL 19, 2021 — Joni Brennan, President of the Digital Identification and Authentication Council of Canada (DIACC) released a statement following the tabling of the federal budget today:
If the global pandemic has shown us anything, it’s that the need for reliable and secure data is paramount as businesses, governments and Canadians from Vancouver to Quebec City to Charlottetown and everywhere in between move online.
From receiving emergency pandemic benefits to ensuring health records are correct and helping children and youth with online education, the pandemic has put a renewed spotlight on the need for governments to move with urgency to invest in digital infrastructure. In fact, it’s critical to ensuring Canadians receive the services they need and that businesses can participate fully and securely in the global digital economy.
At the core of this infrastructure is a secure digital identity which is essential to the function of daily life during a pandemic.
The DIACC, Canada’s digital ID leader, is pleased to see the federal government’s recognition that our economic future depends on digital investments. Initiatives like the investment in the Known Traveller Digital Identity pilot project and the Canada Digital Adoption Program will help Canadians, businesses and governments on this path.
However, at the core of a safe and secure digital environment is a safe and secure digital ID. Given the federal government’s priorities around a Digital Charter, the government lost an opportunity to highlight the important need for investments in digital ID. Investing in digital ID makes economic sense, especially for small and medium-sized enterprises (SMEs). For SMEs, the impact of digital identity could be used to improve processes that are difficult today, resulting in a potential $4.5 billion of added value to SMEs and reinvestments in the Canadian economy.
Our digital future rests on getting digital ID right. We look forward to working with governments to meaningfully adopt a digital ID ecosystem, especially as we look toward post-pandemic economic recovery.
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About Digital ID and Authentication Council of Canada (DIACC)
The Digital Identification and Authentication Council of Canada was created following the federal government’s Task Force for the Payments System Review to bring together public and private sector partners in developing a safe and secure digital ID ecosystem. The DIACC has 100 high profile members spanning several sectors from financial institutions, networks for payments and for identity verification, technology service providers, strategy and integration experts and federal and provincial governments. For 10 years the DIACC has built up this important sector as the trusted voice for driving the development of standards and a trust framework that will secure a fully digital Canada. With established global partnerships that will help Canada lead efforts in international digital interoperability and accreditation, the DIACC provides a world-leading forum to foster collaboration for developing and recommending harmonizing policies, standards, and regulatory changes with international benchmarks — innovative solutions to navigate the digital future.
DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
What has your career journey looked like?
My journey has been far from a straight line. I have a BA in political science from the University of Alberta and a masters in African Studies from the University of Oxford. Since finishing my education, I’ve worked in multiple sectors and countries. I started in student journalism, shifted to the non-profit start-up space working on community development with a social justice lens and dabbled in academia for a bit. Eventually, I settled into public relations in Nigeria for 4+ years. Upon moving back to Canada, I spent time in customer experience strategy for a power utility before joining the Saskatchewan government, first as the director for digital citizen services and now for digital ID.
When you were 20 years old, what was your dream job and why?
I’ve never quite had a dream job but I always knew I wanted to make a positive impact in people’s lives and somehow do my part in making the world a better place. That’s why I am so drawn to the public sector.
As a female leader, what has been the most significant barrier in your career?
I’m extremely fortunate to say that I’ve had very few challenges on account of my gender identity. That said, I’ve grown up in professional environments where the gender balance is more prevalent. I have heard enough horrendous stories from other female leaders to know that my experience is not the norm. My barriers have more come from age, especially in my earlier years of leadership. As a young leader people consistently assumed I knew less and could do less. We often undervalue our youth as a society and this is something I consistently remind myself of as I work with the next generation of youth.
How do you balance work and life responsibilities?
Work life balance is sacred to me, as is my respect for deadlines, and those two things can often come into conflict. My general rules for myself and my teams:
Work to outcomes. Be clear on your deliverables and get the job done. But in doing so, set boundaries and prioritize.
Ask for help in doing this if you need it. We only have 8 hours in a day and weekends and evenings should be exceptions, not the expectation.
Take your holidays! Payouts and carrying over should be exceptions not the norm.
How can more women be encouraged to pursue careers in the digital ID/tech space?
Tech doesn’t have to be intimidating (look at my background!) and tech also doesn’t have to mean being a developer. But I do believe that, love it or hate it, tech will continue to grow ever more central to our society. Dig into your passion and spend the time to understand how technology is impacting, shaping and changing that space. If the actual technical details aren’t for you, look to the concepts, outcomes, and impacts that technology has to offer and dig in there.
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
Lift people up. Lift people up. Lift people up.
This goes for all voices that need more prominence in our organizations, not just women. Take the time on projects, in meetings etc., to give space to those who may not naturally take it themselves. This can come in many forms:
End meetings with a round table.
Work with a teammate or colleague to help them find professional outlets to develop their passion.
Be a mentor and a coach.
Offer public praise and private – and always constructive feedback.
If you have a hand in assigning resources, prioritize diversity. Diverse perspectives always benefit an organization and provides opportunities to lift people up.
What will be the biggest challenge for the generation of women behind you?
Women are a very diverse group and our challenges are not homogenous. For those like me, who have faced very little discrimination on account of their gender identity, the challenge will continue to be to recognize and use that privilege to widen the conversation and create space, not just for other women but for all those along the gender spectrum. We cannot become complacent that equality for some women is equal to equality for all.
What advice would you give to young women entering the field?
Find your passion. Hone your strengths. Dig into the details, stay outcomes focused and curious, and always, always stay open to feedback.
DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
What has your career journey looked like?
During my 15 year of career, I’ve had opportunities to work for leading firms including Wall Street institutions. My career is shaped by experiences with Aon/Hewitt, Wachovia/Wells Fargo, Fannie Mae, Bank of Tokyo, and Brown Brothers Harriman. I’ve played different roles including Software Engineering, Business Analysis, and Product Owner. Following my passion towards entrepreneurship, bootstrapped blockchain startup vlinder a couple of years ago. It’s been an exciting journey – startup life has given me exponential learning.
When you were 20 years old, what was your dream job and why?
Technology was gaining significant prominence back then and I wanted to perform a high-tech job (in Silicon Valley) leading to a CIO type role.
As a female leader, what has been the most significant barrier in your career?
Honestly, I have been lucky not to face any significant barrier through my carrier. Personally, I believe such barriers are in the mind.
How do you balance work and life responsibilities?
The key is to set family time aside and not think about work during that time. In this connected world, sometimes it is hard to decouple work (e.g. looking at emails, chat channels, linkedIn from smart phone). However, with discipline and drawing the line, balance can be achieved.
How can more women be encouraged to pursue careers in the digital ID/tech space?
Tech cannot be painted blue or pink. Tech is for the entire population, pick your leader, inspiration, and follow them. If I have to stress a particular point, taking cue from the previous question, good work/life balance can be achieved in Digital ID/Tech space (given that most of the work can be performed remotely).
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
Sometimes unconscious bias may exist – it’s important to think objectively and not about why a subset of the population cannot go up the ladder. It’s also important not to pay attention to historical metrics or even how many women are in executive positions in a given organization which is not a reflection of the future that can be achieved.
What will be the biggest challenge for the generation of women behind you?
I would rather focus on the opportunity ahead of us – enterprises and the world now focus on equality and even have goals on the number of women leaders on the board. Some early indicators linking profitability and number of women leaders on the board are published.
What advice would you give to young women entering the field?
Pursue the dream, strive for excellence, and success will follow.
The Commission on Enhancing National Cyber Security report from December 1st, 2016 emphasized the importance of securing and growing the digital economy. In line with the recommendations from this document, and in compliance with the Digital ID & Authentication Council of Canada’s (DIACC) 10 Canadian Principles of a Digital Identity Ecosystem, SecureKey Technologies entered into a multiphase program with DIACC and the U.S. Department of Homeland Security (DHS) Science and Technology Directorate (S&T) to evaluate, develop, and deliver a solution for enabling distributed privacy enhanced identity ecosystems.
This paper summarizes the work done as part of Phase 3 of the program, concentrating on the “Commercialization of the Verified.Me project,” and building upon the recommendations from the Applied Research completed in Phase 2 which are further described in this white paper.
DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
What has your career journey looked like?
From traditional marketing to full on business digital transformation.
When you were 20 years old, what was your dream job and why?
Be a news reporter; now I get to change the world from the business perspective.
As a female leader, what has been the most significant barrier in your career?
The lack of openness to a different management style.
How do you balance work and life responsibilities?
As best as I can! By putting me first.
How can more women be encouraged to pursue careers in the digital ID/tech space?
By understanding that digital IS business and that it requires all types of profile.
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
Contributions made by members of the DIACC’s Outreach Expert Committee
One of the nicest things about this pandemic is wearing our sweatpants all day, every day, while working. Right? Wouldn’t it be nice to wear sweatpants to the office, when this is all over? Sure, but that’s unlikely, at least if we want to keep our jobs. So, we choose to forgo our private sweatpants rights, to keep our more public jobs. Privacy and how we protect it has never been more important in our daily lives. Yet, a balance is necessary, between privacy and security, in our ever increasingly digital lives. With that, there is a rather public debate about privacy and the ethical use of biometrics. In particular, face biometrics can be misunderstood and feared with respect to our Right to Privacy. This article is an attempt to create a better understanding of it and, hopefully, reduce fear of such a promising and effective technology.
Our use of biometrics enables our safety. At its most basic level, a biometric is a physiological trait or attribute that is unique to an individual person. When we recognize the faces of our loved ones, friends, and colleagues with our own eyes, we are using biometrics to help us build relationships and trust. Biometrics are, in a way, fundamental to human interaction and society. Today, biometrics can be used in person or automated, to increase convenience and security in various situations.
There are many types of biometrics that we use daily. Face images are, by far, the most common. Any time somebody requests to see our driver’s license, passport, or ID badge, we are using biometrics. Most governments include face biometrics, in the form of a photograph, in their driver’s license, passport, or other national ID databases, as well as on the credential, itself. We use face biometrics, attached to a credential, to establish trust, when we access privileges, like driving a car, government services, commercial air travel and even buying liquor.
Today there is some confusion and fear about biometrics, what they are, and what they can actually do. There are only two basic functions that a biometric can perform, Identificationand Authentication. When we first meet somebody, we may associate their name with their face. When we see that face we can identify that person by accessing the information in our mind. “Hi, I’m Jennifer” associates a name to face and allows us to identify them. When we arrive at a restaurant, we might scan customers to see if we recognize any of them. We identify Jennifer by recognizing their face in the crowd of people. In another instance, we can authenticate Jennifer by recalling information about them when presented with their face. If Jennifer were to knock on our front door, we can authenticate them with our own simple sight. Fundamentally these are the only two functions of a biometric. A properly designed face biometric system should include high confidence liveness checks, to differentiate between a real human face and a photo (for example) and face matching, in order to prove that a person is in fact who they claim to be. Stay tuned for our next blog where we’ll talk about liveness checks, anti-spoofing, and other methods to prevent various types of fraud.
In this age of information hyperbole, perhaps it’s understandable that there is some public misunderstanding of how these important technologies can and should be used. Big Brother surveillance and Privacy are central to debates about the ethical use of face biometrics. However, when examined thoroughly, we find that most, if not all of the ethical debate centers on how the biometrics are used and, more specifically, whether the biometric is used Voluntarily or Involuntarily.
We tend to prefer freedom of choice, with our personal privacy. Sometimes we guard it. Other times, we agree to forgo some privacy, to access and enjoy many privileges of our society. For example, when applying for a credit card loan, the bank logically prefers to understand whether or not we are likely to repay the loan. To control its fraud and compliance risk, it requires knowing who it’s lending to and whether we are an existing customer, or potential fraudster, posing as a customer. So, we volunteer to divulge our private identities and backgrounds. We also allow the bank to compare our identity to those of existing customers, to learn if we are an existing customer or a fraudulent account holder at the bank. The bank Identifies us as a new customer (or not), as well as a legitimate customer (or not). It’s our choice to participate in this identification process, or not. It’s voluntary. If we agree, once we are approved, the bank requires us to Authenticate ourselves, every time we try to access the valuable privilege. In this case, we voluntarily relinquish our privacy Right, to get something of value in return. Moreover, the process includes both Identification and Authentication in a safe, productive and ethical way.
However, in some cases, the privilege we want to enjoy is so valuable (granting it is so risky) that the service provider may be tempted to invade our privacy, without our consent, to protect it. Of course, there are some bad people out there. The problem is that we can’t tell who is good and who is bad, unless we specifically identify them all. To this end, law enforcement may wish to investigate and identify everyone within a certain group, like those walking down the street. The City of London, England, for example, installed CCTV cameras on most city street corners, to survey walkers-by for criminal activity. Moreover, the CCTV system was equipped with biometric facial recognition technology, to learn if any passers-by were in the criminal mugshot database. The City used Involuntary face recognition surveillance to Identify anyone in the field of view. Innocent passers-by had no choice but to submit to such a surveillance investigation and many view this as a clear violation of privacy.
Similar to any tool, there is nothing inherently ethical or unethical about face biometrics, however these tools must be used responsibly. In a voluntary scenario, both Identification and Authentication can be important functions when used to protect our privacy and enable privileges that could not be offered without the presence of a human authentication method. This can help break down barriers to accessing government services or performing international business (by using authentication to reduce instances of fraud) or even protecting your own assets by granting access to your files via authentication of your unique profile. However in an involuntary scenario, potentially unethical scenarios exist that require deep conversations and eventually regulation about the balance between safety and privacy.
Understanding the difference between Voluntary and Involuntary facial recognition is a foundational issue that is helping us set the boundaries for the ethical use of biometrics by both governments and businesses. How that data is stored and used are all tied into this same problem. While there is nothing inherently ethical nor unethical about face biometrics, understanding and regulating its acceptable use is an important step to building public confidence in this trust enabling tool.
DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
How long have you worked in your sector, and in your current position?
I’ve been the CEO of Outlier since founding the company in 2013.
What has your career journey looked like? Have you always worked in the private sector?
I’ve worked as an employee for very large companies, including banks, investment firms and insurers as well as for consulting firms, but always in the private sector. It’s a running joke on our team that I might “retire” into a public policy or academic role one day.
When you were twenty years old, what was your dream job, and why?
When I was 20 years old my dream job was probably to be a world-famous DJ…little did I know that I was about to fall into a compliance role and fall in love with unravelling the puzzle that is Canadian regulation!
As a female leader, what has been the most significant barrier in your career?
I think that it took me a long time to truly be authentic in my work roles because authenticity means vulnerability. On my last day as a banker, one of my colleagues and I shared a cab to the airport and he told me that although I was very smart and well-liked, I was always holding myself back and this lack of authenticity would hurt me in the long run. I don’t think that I really understood what he meant until I founded Outlier. At that point, I had the freedom to create the type of environment that I wanted to work in, and to keep building on that vision. It’s something that I’m always working on.
How do you balance work and life responsibilities?
Anything that I would say here would be disingenuous. I don’t really have a “balance” in the traditional sense, and I’m ok with that. Don’t get me wrong, I cook and workout and do self-care things, but I’ve given up on the idea that there needs to be some sort of clean lines between my work and home lives. My colleagues are some of my best friends. It helps that I love what I do and get really excited about the intellectual challenges. If I didn’t have friends in the industry, who would I have philosophical conversations about ideal policy outcomes with?
How can more women be encouraged to pursue careers in the tech space?
I think it starts early. I’ve bought a few Cubettos (tactile coding toys) for bright young girls in my life. I try to take the time to talk to women, especially those starting out in their careers and to be honest about my experiences. I want my nieces (and my nephews) to choose a career that they’re passionate about. Gender shouldn’t be a barrier to that.
I’m also trying to practice radical honesty with my male colleagues because it helps to build awareness. For instance, a male CEO that unreservedly admire told me that he took a nap on a bench in a quiet spot in a Toronto park between meetings, and I told him how envious I felt that he could do that without really worrying about safety. It led to a really great discussion about some of the hidden differences that exist for men and women in business travel.
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
One of the funny things that I’ve noticed running a compliance and tech meetup is that 100% of the people that reach out to me to ask to speak are white men. It’s not that the foremost experts in these fields are all white men. It’s not that the best or most knowledgeable speakers are all white men. It’s that white men have been trained to be very comfortable approaching someone that they’ve never met and asking for stage time. I try to make sure that I’m reaching outside of my usual network and beyond those that are volunteering. I try to keep track of people that I’ve spoken to that have really interesting insights that I want to see on stage, on committees, and in leadership roles. I try not to shy away from the conversations about what we can do better – because we can always do better.
The other thing that I’ve become very cognizant of after working with someone that abused alcohol, power, and people is my responsibility as a leader to ensure the safety of those around me. We’re in a new era where creeps that try to take advantage of their position are starting to be held to account, but there is still a lot of bad behavior going unchecked. When a known offender is at an event, I will warn organizers and suggest measures to ensure the safety of participants. This is uncomfortable but better than the alternative.
What will be the biggest challenge for the generation of women behind you?
I think that the challenge is always the same – building the best possible world with the tools at our disposal. Someone once told my mom that she would never have a VP title (despite actually doing the VP job for 6 months) because she was a woman. He said it to her face, and there was no recourse. By the time I was the same age, it would be career suicide for someone to say that to my face. By the time my nieces are my age, I’d love for us to be so evolved that no one would even think it.
What advice would you give to young women entering the field?
Sometimes being the only person like you in the room is power. When there are 8 men talking in the same way, I can embrace the fact that my voice is different and able to cut through the din…and when this is the case, it’s also likely that everyone “like you” is going to be judged based on what you say. It’s a lot of responsibility in a sense, and a lot of work but the results are worth the effort. You’ve got this.
DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
How long have you worked in your sector, and in your current position?
I have been in the tech industry for over 25 years in a variety of companies providing every type of software solution from graphic signage design tools, to Operating Systems, to 3D instrumentation clusters for avionics, to remote identity and document verification. I joined WorldReach Software, in the role of Director of Marketing, 11 years ago. I’ve loved every minute of it!
WorldReach, for those who have never heard of us, uses innovative processes and technology to verify you are who you say you are. We enable highly trusted digital services through our systems for government (borders, immigration, passport and consular) for digital on-boarding, safe and seamless travel, and digital Identity verification and corroboration.
We are probably best known for the core digital channel solution behind the UK Home Office’s EU Settlement Scheme. This smartphone based digital ID Verification (IDV) and enrolment capability has become the world’s most successful immigration programme of its kind with over 5 million completed applications to date!
What has your career journey looked like? Have you always worked in the private sector?
My career path has been so varied my general joke is “You can’t get here from there”. My educational background is in Fine Art. In fact, I have a painting in the Parliament Buildings. The short answer (which is not actually that short) is Fine Art led to Freelance Illustration, which led to Graphic Design, which led to Marketing Management in a software company. This opened me up to a much more technical path – first to Strategic Alliance Management for the Embedded OS market, then to Industry Segment Management, then to Product Management, then finally back to what I would term “Technical Marketing”.
I have always worked in the private sector, however for more than the last decade, I have been working exclusively in B2G. This has meant that one of my primary goals today is to understand all the challenges, wants, needs and technical requirements of the public sector. WorldReach clients are Governments from all over the world: Ministries of Foreign Affairs, Immigration and Border Agencies, but also any department with a citizen service role. Therefore, I spend the majority of my time researching Government digital service delivery program requirements worldwide.
When you were twenty years old, what was your dream job, and why?
Given my artistic DNA, it likely will not be that surprising to hear that my dream job would have been to be a conservator in a prominent museum – someone who spends all their days cleaning, repairing, protecting and conserving incredible works of art. That would have been the perfect combination of my love of art, art history and my annoyingly anal-retentive detail-oriented skillset. Either that or I would have loved life as a professional soccer player! Even in my early twenties, I did not envision a long career in technology.
As a female leader, what has been the most significant barrier in your career?
Externally – being taken seriously. As a woman in the male-dominated tech field over the last quarter of a century, one often hears this. For me personally, also being an openly gay woman adds an additional nuance to climbing the corporate ladder. I have unfortunately experienced homophobia from co-workers and management a few times in a few companies in the past, but I am happy to report that that appears to be in the rear view mirror for me. Still, it is a reminder of why we all need legal protections against discrimination in the work place and employment strategies focussed on diversity and inclusion.
Internally – overcoming the nagging doubt that you do not “belong in the room where it happens”. No matter how much experience you have in a certain industry, women tend towards the infamous “imposter syndrome”. Once you push that aside – and maybe that just comes with growing older and wiser – it really does become far less of a barrier. Belief in oneself goes along way to harnessing your own potential.
How do you balance work and life responsibilities?
Early in my career, I had to step away and become the main support for my incredibly ill child. As a mother, of course, that’s would you do, and what you want to do – there was no question. However, it also helps put things into perspective. There are always things in ones’ life that are more important than work. My son is now 33 years old and cancer-free, thankfully.
In the fast moving, highly competitive tech world, one’s work life can easily take over every waking hour – especially now, during COVID, when many of us are working from home. The boundaries can get very fuzzy. Nevertheless, it is still incredibly important to ensure you understand the crucial role of self-care. If you are exhausted, if you work around the clock, every aspect of your life will suffer – and that includes work.
I personally need physical activity. A long walk with my wife, friends and loved ones, working out in my basement gym, playing with my dogs – it all helps this balance ‘dance’.
How can more women be encouraged to pursue careers in the tech space?
Women can do anything, but sometimes we need permission to dream big. I think the media can play a big role in this as well. Girls and women need to see people just like themselves succeeding. They need to hear the ups and downs of real-world tech careers. They need to think, “If she can do it, maybe I can too!” Let’s just celebrate all the incredible women in tech much more often!
I also think more needs to be done in our educational system. More female guest speakers to come into classes (virtually or physically) and share their journeys, especially in STEM. Perhaps more mentor initiatives. I know I would have loved to participate in anything that showcased successful women particularly in traditionally male-dominated jobs. To show how fascinating and rewarding delving into technology can really be. To imagine yourself having an effect on the systems that are being built now and in the future. To take pride in creating, in innovating. It took me far too long to discover this on my own.
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
Do not be afraid to take up space. Do your homework and use your voice confidently. Be respectful and open, but do not apologize for everything.
A very good friend of mine gave me some great advice when I was in middle Management struggling to climb. She reminded me “perception is reality”. In the corporate world, you can be a wonderful capable worker, quite talented, but if the people in charge do not see it or know it, you will remain in the very same place but just with an ever-increasing workload. So – Volunteer for projects that will “stretch you”, that will require you to grow and learn, that will be seen. Be helpful and kind to all your colleagues, contacts and teammates. Go out of your way to lessen their workload, to be a person of value. Soon, it will be others that will be singing your praises – you will not have to!
If Senior Management do not value you in title, responsibilities and compensation, do not be afraid to leave and find it elsewhere. Have confidence in your own value.
What will be the biggest challenge for the generation of women behind you?
As the next generation of women begin to earn their way into more and more powerful positions, it will be easy to forget how hard the fight has historically been for the generation before them. Look back and learn. Look to the other successful women in the industry. You don’t have to reinvent the wheel.
One of the biggest challenges these women will face is to recognize when their own drive and competitiveness becomes destructive. You cannot sustain being a “superwoman”. We are all human…and this where work/live balance is so important.
What advice would you give to young women entering the field?
Use your own natural talents to the best of your abilities; apply it to your passion and cultivated it. Whether that is being detail-oriented, analytical, a problem solver, purely creative, a team player or combinations of all of them. Know there is value in it all.
There is a misconception that there is only one type of person in STEM. An engineer, a scientist, a developer, a mathematician – only a linear thinker. Women often bring a different perspective, a different way of thinking and solving problems. A creativity. This variation, this diversity of thought is a necessity to produce the best most inclusive results – and the most interesting people!
DIACC is hosting a series of spotlights showcasing our amazing female DIACC members in the digital identity space, noting the importance of diversity. These spotlights will be regularly socialized through DIACC’s LinkedIn and Twitter channels as well as our monthly member newsletters.
If you’re a DIACC member and would like us to feature your spotlight, contact us today to learn more!
What has your career journey looked like?
I’m a very full scope kind of person. I’m personally never satisfied or feel fulfilled by half measures, so everything that I do – no matter how big or small – gets my full, absolute attention. This thread runs through my entire career journey; I’ve done every job from being a marketing coordinator and graphic designer, to a visual stylist and an event planner all around the globe to where I am now. Regardless of the position, I’ve always been determined to pour my most creative and committed self into it. Flexibility and the willingness to appreciate the nuances of every position help you best understand the whole, while also giving you the perspective to appreciate and take advantage of the opportunities available to you (and the ones you need to fight for).
When you were 20 years old, what was your dream job and why?
I interned at FLARE Magazine and was determined to work in a creative position. I loved that internship because it allowed me start my career in a hugely creative space where I learned to bring passion to everything that I did. I was fortunate to start in an industry that required me to take a close and exacting look at everything that crossed my desk because the final product would be so visible to a huge audience. I continue to pour as much passion into my job as I did on day one and understanding how great things come to fruition from behind-the-scenes has defined my career.
As a female leader, what has been the most significant barrier in your career?
I am fortunate to have extremely supportive and nurturing parents who instilled that girls can do anything each and every single day of my life – even now. I would say the biggest challenge in my career, as any working mother will tell you, is how to balance work and life responsibilities. Being able to work and show my two boys that women are leaders is an immense privilege, but it is one that takes dedication, planning, and sacrifice.
How do you balance work and life responsibilities?
Being a working mother is a challenge and privilege at the same time. The pandemic has similarly been two-sided: if you’re in a position where you can work remotely from home, you’re able to spend more time with family and children. However, because technology and the demands of work is always right at your fingertips, it’s easy for priorities to be more actively occupied by work. I’ve made a conscious effort to put down the tech and enjoying moments to their fullest. The laundry and work emails can wait until later – they say you only have 18 holiday seasons with your children, and ensuring I’m present during all 18 is my number one priority. Rachel Macy Stafford, who wrote a great book called Hands Free Mama, said, “Being responsible for someone’s childhood is a big deal. We not only create our own memories, but we create our child’s memories.”. This has been a guiding principle as I balance work and life.
How can more women be encouraged to pursue careers in the digital ID/tech space?
Get involved! There are so many wonderful associations, networking, and advocacy groups that provide fantastic opportunities for women to build meaningful communities in digital ID and tech that will serve them for their entire careers. Participating in these kinds of communities, such as DIACC, Women in ID, and Hyperledger, really reveals how many opportunities there are beyond what we traditionally think. Digital ID and tech permeate every sector and actively engaging in these kinds of opportunities can help open doors you never knew existed.
What are some strategies you have learned to help women achieve a more prominent role in their organizations?
Networking and seeking mentors are crucial and have been invaluable strategies for me throughout my career. The more you network, the more meaningful relationships you build, and the better you can learn to advocate through and become a mentor from whom others can benefit. I also strongly recommend finding a career coach to nurture a learner mindset and provide you with resources to further your goals with the added benefit of a third-party perspective.
Key throughout all of these strategies is taking the time to listen instead of merely speaking. I’ve been extremely fortunate to work with a group of women at SecureKey who actively listen, consistently learn from and advocate for each other. By building communities of strong females, we can all help to advance the role of women across every organization.
What will be the biggest challenge for the generation of women behind you?
I have been blessed to have followed a generation of trailblazing career women and am privileged to follow them and continue their work. I think a big challenge for women in the generation behind me will be to look inward versus outward. The entire world is at your fingertips and every opportunity is yours to take. What the challenge can be in a world of plenty is how to narrow your field of vision to suit your needs. Identify what it is you want to do and push yourself to the next level to get there.
What advice would you give to young women entering the field?
Whenever I’m asked this question, I always give four pieces of advice:
Always be kind to those around you. People will remember your kindness, your willingness to help, and your ability to go the extra mile every day.
Find networks that support and advocate for you. If you can’t find one, then make one yourself!
Always ensure you practice self-awareness – understand what drives you every day and how that you help others.
Finally, always say “yes” to any opportunity that comes your way. The more you answer “yes”, the more you can learn.
Sarah Kirk-Douglas is the Vice-President of Global Marketing & Communications at SecureKey Technologies Inc.
