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Tell us about a woman who has impacted your career journey.

I worked at Microsoft for 10 years and reported for many years to Joanne Bradford who built the global advertising business. Joanne was my boss, my mentor and my executive sponsor. I’m forever grateful to Joanne for everything that she taught me. She taught me the fundamentals of customer engagement and GTM — how to pitch effectively, negotiate, and close a deal. She also taught me how to really do your homework and be so prepared for a customer meeting that you could pass as one of the customer’s employees. She taught me how to deeply understand your customer’s business, speak their language, understand their challenges and be solution focused and to think on my feet and be ready for any scenario when engaging with customers. A 30-minute meeting might turn into a 5-minute elevator pitch. It’s the ability to pivot, tell your story with confidence, and not rely on slides.

One of the most important lessons I learned from Joanne is how to effectively be a global leader while being a mom. Joanne lived in San Francisco and traveled to Seattle every week. She scheduled most of her one-on-one meetings on Fridays from home. I’ll never forget when we were having a one-on-one call on a Friday morning while she braided her daughter’s hair to get ready for school. Joanne didn’t miss a beat during our exchange and did not apologize for getting her girls ready while talking to me. That brief moment left a lasting impression on me. When I braid my girls’ hair in the morning, I often think of this.

What advice do you have for young female professionals starting their careers?

Do your homework and go the extra mile when prepping for meetings. It will pay off. Find your voice and speak up in meetings no matter how nerve wracking it might feel. It always gets easier over time. Take advantage of any interaction with a senior level leader. Share how you are making an impact on the business, customers, or culture — the executive will remember you for this.

This year’s International Women’s Day theme is “Embrace Equity.” What does this mean to you and how do you hope this is represented?

Embracing equity means that we create an environment at IAS where every employee can realize their full potential. It means we create an inclusive culture that welcomes diverse thoughts and opinions. We consistently strive to attract diverse talent into IAS and invest in DEI in our learning and development programs.

Why is it critical to seek inclusion and equity in the workplace?

A diverse team is a strategic imperative for IAS. Our customers expect that IAS is inclusive and equitable in the workplace.

How do you empower other women in the workplace? What can peers around you do to ensure women feel empowered?

IAS has a female majority board and a diverse SLT. We recently hired Tania Secor as our CFO. I’m a big believer that we “walk the talk” at IAS and demonstrate that diversity and inclusion is part of our DNA. Hiring managers need to ensure that they have diverse pipelines with every candidate that they are hiring for. This is one of the most important steps that my peers can take.

What is something that women – at any stage in their careers – can do or keep in mind as they seek equity in the workplace?

Use your voice and speak up in meetings. Help IAS attract diverse candidates into the company. Join the Women’s ERG and participate in the meetings.

The post International Women’s Day Spotlight: Lisa Utzschneider appeared first on Integral Ad Science.

Tell us about a woman who has impacted your career journey.

I’d like to share an event rather than a specific person. When I worked in investment banking in the early 90s, my analyst class did have a few women and I appreciate JPMorgan for its imperative regarding gender diversity at that time. However, I was struck that the majority of the women at the Managing Director level did not have children. To frame the environment further, we were not allowed to wear pantsuits, only suits with skirts. Words like “glass ceiling” were discussed in the hallways. Did I have to choose between a career and having children? With my hard work and analytical skills, why couldn’t I break this mysterious glass ceiling? And why couldn’t we wear pantsuits? 

Approximately 10 years later, I received a last minute invitation from a senior female investment banker to attend a dinner hosted by the editor of Fortune’s Top 50 Women in Business.  

As each of the 20 women went around the table introducing themselves, everyone shared – unprompted – she had two or three children. I had three kids under the age of six at the time, and I reveled at how far we had come. I always believed I could have both a career and be a mom despite the headwinds of my 90s experience, but look at all these other women who were able to do it and proudly share that in this setting! Thank you to the women of the 90s who made very big sacrifices. And thank you to this new generation of women who were driving this change and making it happen.

What advice do you have for young professional women starting their careers?

In terms of work-life balance, you have to find what works for you. Everyone has different circumstances — what’s one small thing that could make a huge difference to you but might not be a big deal for your company? Speak up and ask for it.

Another story: It’s 2002 and I just had my first son. I had finally left investment banking and I asked my boss if I could come in on Thursdays two hours later than normal on a recurring basis. After several weeks of discussion, review by HR, and my unwavering commitment to ensuring the work would still get done, my manager approved this arrangement. This flexibility enabled me to take my son to school one day per week. This small change didn’t “cost” much at all to my company or manager, but had a huge impact on my happiness and motivation, as I could now have some level of interaction and engagement with my son’s preschool teachers.

It’s a bit crazy how hard it was to make this arrangement at the time; and I believe times have changed. But my point in sharing this story is to encourage you — if there is something important you need, ask for it. If you want to keep propelling your career, show your managers that you’re all in, but don’t be afraid to ask for that one thing that can make all the difference for you.

This year’s International Women’s Day theme is “embrace equity.” What does “embrace equity” mean to you and how do you hope this is represented in the workplace?

I embrace equity because of the “why.” I want a diverse team because I want to embrace different perspectives to make the best decisions possible.

As it relates to International Women’s Day, I want to see people embracing equity because of the diversity of thought that women can bring to decisions. Women are 50% of the world’s population. How are we making the best decisions possible if we are not embracing half of the global workforce?

How do you empower other women in the workplace? What can peers around you do to ensure women feel empowered?

There’s a book I reference frequently called “Spark” by Angie Morgan and Courtney Lynch, which describes the seven traits of a spark. Sparks have character, credibility, accountability, they act with intent, they are of service to others, they are consistent, and they are confident. 

If you’re a leader focused on developing your team, how do you identify the doers, the innovators, the change agents? How are you embracing them and giving them a voice? If you’re not a manager but an individual contributor, do you embody being a spark? 

I think the spark model works really well for women because it’s equalizing. If there is a lack of diversity at the more senior levels, speak up and push and be that spark. If you’re a female individual contributor, why not be that spark?

What is something that women, at any stage in their careers, can do or keep in mind as they seek equity in the workplace?

Pay it forward at all levels.

The post International Women’s Day Spotlight: Tania Secor appeared first on Integral Ad Science.

Tell us about a woman who has impacted your career journey.

A woman named Pam Kimmitt was my boss at Citibank a long time ago. She was cutting edge, and she took jobs that weren’t typically held by women. To this day, sometimes when something comes up I’ll think, “How would Pam have answered this?” She was just incredibly supportive but also had really high standards. She imposed them on herself more than others, and it’s those standards I live by to this day.

What advice do you have for young professional women starting their careers?

Don’t ever assume that you’re not capable of something. Take advantage of the opportunities and just truly go for it. 

This year’s International Women’s Day theme is “embrace equity.” What does embrace equity mean to you and how do you hope this is represented in the workplace?

I’d say this means that every individual has the same opportunities afforded to them based on skill and experience. They should be treated in the same way for the same value that they bring to the table.

Why is it critical to seek inclusion and equity in the workplace?

Diversity of thought is the only way that you’re going to be able to innovate. If you continually hire the same people, you won’t think differently about anything. Different points of view are what drive innovation and that’s so important. When you think about AI, if you don’t have different people programming AI, then you’re just going to have a bot that answers questions the same way every time instead of all these different people with different thoughts contributing.

How do you empower other women in the workplace? What can peers around you do to ensure women feel empowered?

I try to set a good example. I think my position allows me to make sure that we have diversity in our candidate slate for key leadership roles so that we bring women into the fold. If you don’t interview women, you’re not going to hire women. It’s about letting every voice be heard and being encouraging. I think women sometimes don’t always assume that we have a diverse skill set. A lot of times we have to be able to connect the dots. A leadership role in a club could easily be translated to a leadership role in a company. I really try to help others connect the dots as well.

What is something that women, at any stage in their careers, can do or keep in mind as they seek equity in the workplace?

They should be open to constructive feedback, and they should always be willing to learn. And most importantly, get out of your comfort zone.

You are a senior leader at a successful tech company. What are the barriers that you see in why there aren’t more women in tech — both in the rank and file and also leadership levels?

At IAS, we have a lot of senior women and a lot of women on the sales side of the company. I think what’s missing is the STEM side of it, and I think part of the issue is that from an early age, women were not always encouraged to go in those programs. So as you look for leadership now, it’s hard to find people with 15-20 years of experience in these kinds of roles. What we can do and what we’re trying to do is bring talent in at the junior level. There’s a bit more gender-diverse talent at the junior level, but the problem is women were just never really encouraged to explore tech careers.

We’ve seen some leaders of tech companies say that they would hire more women if they could, but there just aren’t enough applicants. What is your take?

Sometimes the issue is just cleaning up your job descriptions. Women tend to believe that they need to have 95% of the skills on the job description in order to even apply for it, whereas men don’t feel that way. One thing we can do better is, as opposed to “must-haves” language in job applications, I think a lot of the time the technical skills can be trainable—so you have to think about hiring for the future.

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