EXECUTIVE INSIGHT skills , experience , motivation and competitiveness to step into big tech roles . Armed with this toolbox , they have a strong chance of progressing their career . However , there should be an onus on companies to recognise the female traits that often see them trailing behind their male counterparts on the company ladder . Traits that can be beneficial to the organisation of a company and therefore best suited to managementlevel roles . Women are more empathetic , championing people rather than gender . We can instinctively volunteer our time for the jobs that aren ’ t our responsibility and aren ’ t visible or rewarded . This ‘ can-do attitude ’ is a golden attribute to praise and nurture and could be recognised as creating value ; otherwise , companies should be doing more to ensure housekeeping is shared between genders .
I mentor young women at the Danish IT university , and one of the most important messages I deliver is “ be willing to take the power and the risk , be disruptive , speak up , create value in your work and absolutely refuse to make the coffee !”
Q . HOW DO YOU SUPPORT AND PROMOTE DIVERSITY AND INCLUSION WITHIN YOUR COMPANY ?
» We are proud to be committed to a diverse and inclusive workplace . We break the mold and cast our net further to find candidates that may not currently be considered by other companies . I preside over an executive management group that is 50 % female , which as you can imagine , is almost unheard of in a tech or insurance company . We have introduced a number of initiatives , and by 2026 , we aim to have a 50 / 50 ratio
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