3 Women Share Strategies for Success on Male-Dominated Teams

“It’s not imposter syndrome, it’s the system,” and other valuable lessons from women in tech.
Written by Tyler Holmes
May 6, 2022Updated: May 6, 2022

“Why am I the only woman on the team?”

It’s a simple but impactful question that Ashley Phillips encourages other women to not only reflect upon, but ask other teammates and leaders directly when they find themselves in such a scenario. That’s because, as senior vice president of product at Provi, she knows firsthand what it’s like to rise through the ranks in the male-dominated tech industry. “Diversity doesn’t just magically happen, and that is particularly true in a high-growth company,” she said.

But how does this situation arise in the first place, especially with the magnified focus on diversity, equity and inclusion in recent years? Unfortunately, the problem of representation is self-reinforcing. Because women in tech still only make up 25 percent of the workforce, according to a 2021 study conducted by Deloitte, it’s harder to form a community to lift each other up.

“I’ve been a woman in the technology landscape for almost seven years,” said Perla Villarreal, technical assistant at Thoughtworks. “And yet, I still often experience imposter syndrome. Being in a room or on a team where I am the only woman, Latina and person under 30 only underlines the problem.”

Phillips also noted that the responsibility for countering feelings of workplace insecurity shouldn’t solely belong to the woman experiencing them. “It’s not imposter syndrome, it’s the system — and the system is working as designed,” she said.

But women aren’t accepting the status quo as a set standard. In fact, being the only woman on a team has empowered many individuals to forge their own communities and mentorship programs for others in the industry by branching outward in order to come together. Whether it’s through a company’s employee resource groups, working with hiring managers to diversify talent pools or joining external professional networks, women know there’s strength in numbers when it comes to reshaping what’s possible.

Built In Chicago sat down with Villarreal, Phillips and CPI’s senior technical lead, Sue Conckus, to learn the biggest challenges they’ve overcome as women in tech, the most essential lessons they’ve learned throughout their careers and the most important pieces of advice for helping uplift other women in the industry.

 

Perla Villarreal
Technical Assistant for CTO & OCTO • Thoughtworks

 

Thoughtworks is a global technology consultancy that uses strategy, design and engineering to help businesses succeed in a digital environment.

 

What’s the biggest challenge you’ve experienced being the only woman on a team, and how did you overcome it?

I have a computer science and engineering degree from MIT, and I work at an organization that both prioritizes and continuously discusses the importance of diversity and inclusion. And yet, I still often experience imposter syndrome — particularly at the beginning of a new client engagement, project or role.

If I’m honest, I cannot claim that I have conquered imposter syndrome. It sneaks up unexpectedly. Nevertheless, when I am in this state of mind, I have adopted Brené Brown’s phrase: “The story I am telling myself is…” I take a moment to step back and analyze the situation and recognize the systemic biases that are occurring, but also the biases being introduced by my own state of mind. This moment of pause and processing ultimately allows me to reiterate to myself and others that I am not only in the room, but I also have a voice and seat at the table.

 

What’s the most important lesson you’ve learned as the only woman on a team, and how has it helped you develop your career?

As a woman in technology, I believe the ability to influence is one of the most critical skills to develop. Often when in a room dominated by men, I find that my voice is lost or overlooked. Instead of communicating louder, I have been focusing on delivering my message with impact.

I recently participated in a book club discussing The Art of Possibility by Rosamund and Benjamin Zander. They speak of a vision as a framework for possibility. One of the most important lessons I have learned is the value of focusing your influence by communicating with alignment to a vision. What is at the heart of the discussion you are having and trying to contribute to? What is everyone without an argument aligned to? Once that’s clear, draw your message through that vision, and make it easy to understand and difficult to overlook.

Driving with a vision helped me launch and develop the Thoughtworks Latinx employee resource group. It also helps me in my day-to-day to advocate for the interests of the technology organization. It guided my conversations with clients when I was in professional services, and it’s a powerful tool when preparing for my performance reviews.

Instead of communicating louder, I have been focusing on delivering my message with impact.”

 

What’s the most important piece of advice you would offer to other women working on male-dominated teams?

Build a colorful tribe. It is difficult to traverse the intricacies of existing in a male-dominated industry without a diverse group of allies. Connect with people who do not look like you, people outside of your line of business, people outside of your organization, and people who challenge your thinking and point of view.

At Thoughtworks I am surrounded by powerful female leaders, but also by men who actively try to be cognizant of the systemic biases women face. My most effective sponsor is a man: He is outside my direct realm of work, but has consistently provided opportunities for my work to be recognized and amplified by leadership. I have also found tremendous support from the Latinas in Tech community; through them I connected with leaders who shared their journey as ERG leads and provided guidance and inspiration as I took on a similar journey.

My advice is to find people who offer you perspective, guide you and listen. But also don’t forget to be the person who provides perspective, guides and listens. I encourage you to mentor and sponsor the women around you — it’s easier to create and maintain the environment we need when we work together.

 

 

Provi team photo outside on a rooftop patio
Provi

 

Ashley Phillips
SVP of Product • Provi

Provi is a platform that connects stakeholders across various tiers of the alcohol beverage trade.

 

What’s the biggest challenge you’ve experienced being the only woman on a team, and how did you overcome it?

One of the hardest things about being the only woman on your team — or one of few in a male-dominated industry — is not being able to reflect with someone else who has a shared perspective, context or experience. Being able to turn to someone and say, “Did that really just happen?” is important to building engagement in the workplace and also just being human.

When I couldn’t find that glue in the workplace, I relied on a strong community of women tech leaders in Chicago to bolster me. I’ve found that boost in more organized settings like Women in Product, as well as in my own personal “board of directors.” My board is made up of women in my professional cohort across product, design and engineering who can offer shared context, experiences and advice. Over the years, these women have enriched my professional and personal life, and I’m truly so honored just to know them.

Another amazing thing about finding that community is how it empowers you to give that boost to others, which is incredibly rewarding on its own.

 

What’s the most important lesson you’ve learned as the only woman on a team, and how has it helped you develop your career?

In the last five to 10 years, writers of all genders have held forth on imposter syndrome: the idea that people doubt their skills and abilities, usually in a work setting, even though they are high performers. This phrase is almost always used in conversation about women. While this feeling of being “lesser than” is real, the idea of imposter syndrome lays the blame for the feeling squarely at women’s feet: You’re enough; just get over your lack of confidence. That antidote — and the designation of imposter syndrome itself — fails to acknowledge the much larger and more oppressive truth: a society that historically has excluded and “othered” women and people of color, which will naturally lead to self doubt about your abilities. The problem is the system — and the system is working as designed.

So how do you combat those feelings of self doubt when they do crop up? Tap into your board of directors.

An amazing thing about finding community is how it empowers you to give that boost to others.”

 

What’s the most important piece of advice you would offer to other women working on male-dominated teams?

Ask the question, “Why am I the only woman on the team?” Ask yourself that, ask your teammates that and ask your manager that. Do you see multiple women or people of color in leadership positions at the company? Do you see examples of women who have risen through the ranks who you can point to as examples? If you don’t get an answer that is an acknowledgement of the situation and what the company is doing to diversify the workforce, then find a new company.

Workforce diversity on all fronts requires intentionality. Diversity doesn’t just magically happen, and that is particularly true in any high-growth company. Lack of diversity is also unfortunately a challenge that is extremely difficult to course correct if it is not considered and valued from the beginning, particularly before a period of high growth. 

If you are a hiring manager, take a look at your interview process. Are you tracking what is happening through the process — diversity level of pipeline, candidates who make it through, and candidates who get offers? Are there ways you can help remove instances of unconscious bias from that process? And once diverse candidates become employees, how are they supported?

 

 

CPI logo sign on the wall in the office
CPI

 

Sue Conckus
Senior Technical Lead • CPI OpenFox

 

Computer Projects of Illinois, Inc. (CPI) delivers software solutions to the law enforcement industry and public safety agencies.

 

What’s the biggest challenge you’ve experienced being the only woman on a team, and how did you overcome it?

For me, the biggest challenge I continue to work on is overcoming self doubts about what I bring to a team.

 

What’s the most important lesson you’ve learned as the only woman on a team, and how has it helped you develop your career?

Be confident in yourself and what you bring to the table. Quiet the inner critic and trust in yourself.

Be confident in yourself and what you bring to the table.”

 

What’s the most important piece of advice you would offer to other women working on male-dominated teams?

Remember you are here for a reason. Your ideas and thoughts matter. Focus on what you bring to the team and what gives you satisfaction.

 

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