58 ROUND TABLE Gender Diversity
front of people’s minds in all industries. IBC is a great example of an organisation doing a fantastic job with its mission to have a 50/50 gender split for speakers, as well as increase female attendance at the show. The IABM has been hugely supportive of Rise, too, and overall I think the broadcast industry knows there is an issue. We are now looking to encourage women to present more on panels, get involved in keynotes and be interviewed more. We are also, more importantly, encouraging women to be treated properly in the workplace. CALINA HO: I think it’s improving, and initiatives like this definitely help to raise
and promote profiles, but I also think there is still a way to go. CARYS HUGHES: To be honest, within engineering, we have a lot of work to do to promote our best work to women, whether they are already in work or still in education. What we do is so varied. A good engineer is not only a critical thinker, but a creative one – and able to communicate with people who are technical and non-technical. So, obviously, diverse teams and talent are hugely beneficial. Making our roles accessible to those who are building families or returning to work is also going to be crucial in attracting and retaining
talent – and again, there is plenty of work to do there. FEED: Have you faced difficulties, pressures and blocks as women in media and broadcast? ANNE-LOUISE BUICK: I can’t really say I have, but I have seen examples of unconscious bias againstfemale colleagues, particularly around maternity leave and ongoing childcare. SADIE GROOM: I was in a meeting last week and someone stopped himself talking, turned around in front of five other people and said: “Sorry Sadie, is this all too
I WAS IN A MEETING AND SOMEONE STOPPED HIMSELF TALKING, TURNED AROUND IN FRONT OF FIVE OTHER PEOPLE AND SAID: “SORRY SADIE, IS THIS ALL TOO TECHNICAL FOR YOU?”
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