Diversity in technology often starts with a focus on women. How do we prioritize the inclusion of women from all communities (race, gender identity, ability status, and other underrepresented and intersectional communities) on technical teams? What can leaders do—from cultivating the pipeline, to hiring, to developing internal strategies—to make the future of tech more diverse and inclusive? Hear from successful executive technical leaders as they explore their journeys through the industry. Leave with solutions on how to prioritize inclusion and drive results. This session is brought to you by AWS partner, Accenture.

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We Power Tech: Lightning Talks
with Executive Women in Tech
W P T 2 0 1
Tricia Davis-Muffett
Director, Public Sector Marketing
Amazon Web Services

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No more “Onlys”

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Being the only one is a common experience
1 2 1 2 1 2
25%
40% 40%

5. 1.5x
More likely tothink about
leaving ajob
Women “Onlys” have
a worse experience

6. Stay at the table 81% of women intend
to stay in the workforce

7. Create opportunities
to connect
Aimforgenderparityonteams
Offeropportunitiestoconnectwith
womenatalllevels
Createday-to-dayopportunitiesto
collaborate

8. Ensure fair hiring
and promotions
Particularfocusonearlycareer
opportunities
Usetoolstoreducebias
Measureandtrackoutcomes

9. Continue to advocate
Encouragedialogueondiversity
Provideguidancetoimprove
Challengebiaswhenyouseeit

10. Thank you!

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Global Managing Director, Accenture Cloud
“It is difficult for any woman not to think in
terms of society’s standards of ‘beauty’…. the
empowered woman knows that beauty radiates
from within.”
– Siki Giunta

13. Thank you!

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Recent Themes in Leadership Research
• The very fundamentals of leadership need to be
rethought
Technological advancement is requiring a deeper focus on
innately human skills – emotional intelligence and value
judgments.
- Leadership in the Age of AI - Infosys, Jan 2018
• Human skills such as creativity, originality and
initiative, critical thinking, persuasion and
negotiation will increase in value.
Emotional intelligence, leadership and social influence also see
an increase in demand.
- The Future of Jobs Report - World Economic Forum, Jan
2018

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Recent Themes in Leadership Research
• Neuroscience techniques can be applied to
leadership development
Companies are shifting their focus from rating and ranking
people to increasing engagement, agility and collaboration,
based on how the brain really learns.
- The NeuroLeadership Institute, Jan 2016
• Psychological safety more than anything else
was critical to making a team work. Technical
expertise ranked dead last.
- "What Google Learned from its Quest to Build the Perfect
Team" - New York Times, Feb 2016

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Traditional to Transformative
Traditional
Commander
Strong, Authoritative
Restrained
Decisive
Competitive
Transformative
Coach
Empathetic
Expressive
Adaptable
Collaborative, Cooperative
Why?
Motivates people to create new ideas
and share them.
Invokes the reward response instead
of the threat response in the brain.
Engenders trust and positive
relationships.
Open to new situations, perspectives
and styles.
Distribute leadership to get the best
out of others.

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Traditional to Transformative
Traditional
Experienced
Knowledgeable, Skilled
Organized
Clear Vision
Transformative
Engaged, Attuned
Curious, Humble
Creative
Compelling Vision
Why?
Ready to respond to new opportunities
and threats.
In an age of rapid change, adopt a
mindset of lifelong learning.
AI leaves humans to interpret, ask
questions and establish new
connections.
Produces the focus and commitment
needed to make a lasting impact.

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My Hypotheses
• The research is gender
neutral
But women will thrive in this
leadership environment
• A virtuous cycle
Companies that lead the edge
on transformative leadership
will become more diverse and
more competitive
Transformational
Leadership
Diversity
Competitive
Advantage
Innovation
And Takeaways
• The journey
continues
I have much to learn and
develop, personally.
• Sphere of influence
I do what I can to establish
“more human” leadership
in my organization.
• Widen the circle
Let’s share our journeys,
learnings and experiences.
Keep in touch.

20. Thank you!
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Angelique F. Faustino
https://www.linkedin.com/in/angelfaust/
https://www.linkedin.com/groups/8698355/

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I have enjoyed the demand and
discipline of this space in IT. The people,
politics and pressure along the way have
fed into who I am…..A Black Woman in
Tech.

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Re-Inventing Yourself
I have fallen in and out of love with IT
 I loved the technical design, implementation and support
- then burn out
 Then I fell in love with teaching it – seeing the “lights go
ON” in the eyes of students
 Now I love the lessons I learned from it and the inspiration
& insight I can share

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Adaptability
EQ Adaptability
 Emotional Intelligence
Cognitive Agility
 Solution Focused
 Objective Driven
Cultural Fluency
 Cultural & Behavioral Insight
26
Credit: Ray Celaya

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A Diversified Mindset
 Values Uniqueness
 Doesn’t Judge
 Is Open

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How Do Leaders Do This?
Train the Brain
 The Neocortex
 the thinking or learning part of the brain
 it controls language, thought, and reasoning
As we seek to change perceptions and behaviors, we have
to appeal to the neocortex through people’s thoughts and
reasoning.

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Train the Brain
 The Limbic System
 the emotional center,
 stores value judgments we make
 memories of behaviors that produce positive and
negative experiences.
 largely subconscious.
If we don’t understand this, we will not seek for new
information to change our perceptions and behaviors.

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Train the Brain
 The Basal Ganglia is the instinctual center
 Information travels from our gut to this region
 Mostly unconscious
Information from this region can be detrimental when it
unconsciously guides us based on ill-formed information
from the limbic system.

31. “It is crucial in our diversity training that we understand
that we can’t change what the limbic system has stored,
but through the neocortex we can open up new
experiences that will register new memories, and change
understanding so that new value judgments can be made
to form positive experiences around cultures and
different ethnicities. “
Wanda L. Scott from RESILIENCE: Finding Your Power Within

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Notes from the Field
• When you change perceptions, the reception
for the next women will be so much better!
• Because of my journey I now know that I have
information that other’s find value in.

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Notes from the Field
 You are powerful in your knowledge and competency!
Always remember that your performance, and the ability
to get the job done will speak louder than your words
and change perceptions.
 Understanding our value as we go along our individual
paths, comes from the positives and the negatives, and
is built as we don’t surrender to dysfunctional systems,
mindsets, and un-checked behaviors.

34. Thank you!
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Wanda L. Scott
https://www.WandaLScott.com
https://www.linkedin.com/in/wandalscott/

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"Diversity in hiring is important, but inclusion is
what will make people want to stay. Inclusion is
best measured by the micro-messages that our
behavior sends to our teams every single day."
– Kimberly Bartoe

37. Thank you!
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wepowertech@amazon.com