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Equity in Action: How our Companies that Care #EmbraceEquity and drive change in 2023 and beyond
At half the sky, we celebrate women 365 days a year. To us, International Women’s Day is yet another day to celebrate the amazing women who inspire us every day and who make a difference in the world. We recognize that, as a career platform, we are creating an essential tool for forging equity and empowering women in their personal and professional lives. Whether it's through mentorship, networking, or educational opportunities, we provide women with the resources and support they need to achieve their goals and pursue their dreams.On this day, it is important to remember that celebrating women is not just a once-a-year event but a constant effort to recognize their achievements and contributions to society. In IrnizahKhusaini of Johnson Controls words, it means to be “empowered, and take ownership to create the environment and space for every one of us to develop, succeed and thrive”.This year’s IWD theme is all about #EmbraceEquity. In this blog post, we have asked our incredible companies that care to share with us how they uniquely #EmbraceEquity in their organization. #EmbraceEquity is about ensuring that every woman, regardless of her background, has equal access to employment, support and opportunities for reach her full potential, despite the roadblocks they are be presented with. Janelle Delaney, Women@IBM A/NZ Executive Sponsor shares the importance of driving conversations about “flexible working, tackling tough issues like menopause, domestic violence, infertility – yes these are topics that need to be spoken about - as well as looking at how to support our teams in life after COVID”. And this isn’t limited to the global gender gap. Hwa Choo Lim from Equinix shares the organization’s commitment to “accelerating digital inclusion and closing the gender digital divide” through “empowering women specializing in technology roles, giving them the support and confidence, they need to succeed and thrive in the field.”Hearing their stories, we are proud to celebrate our Companies that Care, who share the same mission as us and inspire us daily with their profound and authentic commitment to helping women succeed in the workplace and beyond. Read on as we highlight some of our amazing clients who share our mission of how they #EmbraceEquity and celebrate their achievements! Hwa Choo LimVice President, Human Resources, Asia-Pacific, Equinix"Observing the theme “DigitALL: Innovation and technology for gender equality”, this year’s International Women’s Day is an opportunity for us to recognize the achievements of women who forged their own path no matter the obstacles thrust in their way. Whether it’s dispelling stereotypes, speaking up for themselves and their peers or achieving beyond what was expected of them, we celebrate their accomplishments and courageous perseverance. At Equinix, we place great importance on making women feel “I’m safe, I belong, I matter.” Through long-standing communities for empowerment like the Equinix Women Leaders Network (EWLN), women are able to mentor, connect, belong and nurture one another through ongoing programs that encourage professional growth.Going the extra mile this year, Equinix Foundation, our employee-driven global charitable organization, has committed a $100,000 grant to World Pulseto support its work accelerating digital inclusion and closing the gender digital divide. In order to close the digital divide for women, we will continue to empower women specializing in technology roles, giving them the support and confidence they need to succeed and thrive in the field."Spring AiSoftware Development Manager, Autodesk"I'm embracing equity by taking a new role as the China Region Chapter Lead for Autodesk Women's Network (AWN), our Employee Resource Group dedicated to empowering and developing women at Autodesk. In this new role, I lead the community and collaboratewith other talented women in the executive team. Due to the pandemic, the China AWN community has been relatively quiet for the past three years. Now it's time to restart, reinvigorate, and reunite community members and empower people through various programs and activities. This position allows me to use my strengths to support other women, extend my network, and discover growth opportunities.I'm also embracing equity by engaging in the Autodesk Mentorship Program. This program has helped me learn a lot of practical knowledge, including people management and communication skills."Janelle DelaneyPartner, IBM Consulting and Executive Sponsor, Women@IBM ANZ"Working with our fantastic Women@IBM in Australia and New Zealand squads, we plan to continue to make IBM the best place for women to grow, work and flourish. We focus on initiatives that not only support women but support everyone in our workplace, such as looking at flexible working, tackling tough issues like menopause, domestic violence, infertility – yes these are topics that need to be spoken about - as well as looking at how to support our teams in life after COVID. We are also running events to enable technical women from different organisations to network and encourage each other in their career development. At IBM we care about our people and inclusivity is key to an organisation’s success, so I love having the opportunity to contribute to our success through the work of Women@IBM."Azadeh KhojandiManager, Engineering, The Trade DeskWe recently held our Global Convention in Singapore in February. We hosted a breakfast for all our members of APAC Women in The Trade Desk (TTD). It was a fantastic opportunity to network and we had the chance to meet lots of new people from many different offices. We also posed a challenge to our attendees. We created bingo cards with TTD leaders names on them, and asked our members to take photos with everyone on their bingo card. The pose was in light of International Women’s Day theme for 2023, ‘Embrace Equity’ and we asked each person to pose with a self hug. This challenge was an excellent opportunity for our members to engage with leaders outside their immediate work circle and for them to also have some fun along the way. In 2022, Women in TTD Circles was created to provide a space where women can pursue their own version of success, with a solid base of TTD members who will cheer each other on.Irnizah KhusainiHead of Talent Acquisition, Southeast Asia, Johnson Controls"Creating an equitable and inclusive culture is key for us at Johnson Controls, especially one that’s sustainable over time. For such a culture to happen, we recognize that the journey goes beyond creating appropriate resources and opportunities. It’s also about increasing visibility and support through a collective effort as One Team. Together with the rest of my colleagues in Johnson Controls, we are empowered, and we take ownership to create the environment and space for every one of us to develop, succeed and thrive. I’m committed to reducing bias in the recruitment process, and to amplify the voices of my team and people around me. This journey starts today, and I invite you to join us to build a better tomorrow together!"We are thrilled to have the opportunity to showcase some of our exceptional clients who are leading the way in promoting gender equity and creating a more inclusive and supportive workplace. Their dedication to empowering women and providing them with the tools they need to succeed is truly inspiring, and we are proud to partner with them to make this mission a priority in 2023 and beyond! By having a glimpse into their passion and commitment to women in the workplace, we hope to inspire others to join us in the mission of promoting equity and creating a brighter future for women everywhere.
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International Women’s Day 2023: “Why equal opportunities aren’t enough”
“Equality is giving everyone a shoe; equity is giving everyone a shoe that fits.” ~ Dr. Naheed Dosani, advocate for equitable healthcareToday is International Women’s Day (IWD), a day dedicated to celebrating the achievements of women, raising awareness against bias, and taking action in support of equity. This year’s IWD theme “Embrace Equity” is especially important as it calls attention to why, in order to advance women, we need both equality and equity.Equinix is proud to support IWD 2023. As the executive sponsor of our Equinix Women’s Leadership Network (EWLN) and an ally who pushes for the empowerment of women, we want to inspire a conversation about how everyone can collaborate to achieve equity in and out of the workplaceEquality vs. EquityEquality strives to give everyone the same opportunity; equity recognizes differences that prevent equal outcomes with the same opportunity. While equality and equity get used interchangeably, they are inherently different concepts.Equality assumes we are all starting from the same place with the same shared experiences, background and privilege and that by providing access and support equally, everyone will have equal opportunity for success. Equity accounts for the fact that not everyone starts from the same place with the same privilege of access and support, which can create significant disadvantages, making it more difficult to achieve the same goals. This difference is subtle, is often misunderstood and stands in the way of providing real access to opportunity. Equity removes the barriers that get in the way of people’s ability to thrive.Everyone starts from a different place, so how do we learn how to spot inequity? How do we raise awareness? How can we help forge positive change?Allies are necessary to drive equityHere’s how The Great Place to Work organization describes allyship: “Allyship in the workplace means using your personal privilege to support colleagues from historically marginalized communities. Allies wield their influence to amplify the voices and elevate the employee experience of their underrepresented coworkers.”[1]Women are a truly diverse group and not all policies and practices benefit all women equally. Women of color, LGBTQ+, disabled and economically challenged are often disadvantaged which is why women must provide allyship to each other, but women cannot achieve equity alone—we need male colleagues to join this effort as allies who collaborate, promote and fight for equity in the workplace. Getting this buy-in is crucial to systemic improvements to workplace policies, practices, and culture.Diversity of thought helps all of us. Get excited about knowing you can always achieve the best outcome by hearing all views. Allyship is an active, iterative process that starts with recognizing that you don’t have all the answers when interacting with people that may be different than you. An ally asks—and doesn’t assume—what another person needs.”- Mike Campbell, Chief Sales Officer, EquinixWhile many of our male colleagues already believe in gender equality, they may not be sure how to turn gender equality into gender equity. If you’re looking to evolve as an ally and want to take steps to learn how to build equity in support of your woman co-workers, we recommend a few steps to get you started:Be curious, don’t assume and educate yourself– First, read, listen, watch and deepen your understanding. When you do speak with someone to understand their challenges, be fully present and suspend assumptions, ask for permission to discuss, and don’t assume everyone shares the same experience. Listen and pay attention to the specific ways they want to be supported.Own your privilege– Has someone ever questioned your ability to “juggle” raising children while excelling at work? Do you adjust your speech, appearance or behavior to fit into a particular culture because you are the only one like you in the culture? Recognize the advantages, opportunities and resources accorded to you as an ally. By doing so, you can understand how privilege is a resource to deploy for good. Don’t sit back and wait for others; own taking action yourself.Seek and accept feedback– Seek to understand if you have unconscious bias. Ask others for feedback. Establishing trust with women and anyone from a marginalized group is critical before they will feel safe in the power dynamic to provide “unvarnished” feedback. If you miss this step, you risk creating additional stress and work for the person from whom you are seeking feedback. Show appreciation and that you value their feedback (even when it is painful) and be thoughtful and sincere.Become a confidant– Research shows that women advance when they have trusted relationships with male partners at work. These relationships provide women with a space to confide in someone they trust about issues like microaggressions encountered in the workplace. Make the time to be available and to empathize and validate the woman’s experience.Take action– When you witness microaggressions, racist or sexist comments and behavior, be clear and decisive in shutting them down and giving your support in the moment. The key is right in the moment. Explain that you are offended by the comments or actions and that they aren’t acceptable. When you see someone taking up most of the space in a meeting, ask specific questions of women whose contributions and expertise are being overlooked or devalued.Expect challenges as you venture into this new world of allyship, but like any other learning experience, it will get easier. What’s important is that you continue checking in with yourself and others to ensure you’re not slipping back into biased thinking and get feedback about how you can fine-tune your approach.Equinix paves the way for allyship in the workplaceThe Equinix Women Leaders Network (EWLN), one of many in the Equinix Employee Connection Network (EECN), is open to all employees. EWLN is a network of women and allies pursuing growth, visibility and opportunities to increase business impact, and they’ve been doing so for over ten years. Men are welcome to participate as sponsors, mentors and allies. By meeting together, women and men can learn from each other and understand different perspectives. The EWLN is an excellent opportunity for women and men to network and discover new talent. As gender equity becomes core to the company culture through the active allyship of men, it will be exciting to observe the advancement of even more women into leadership roles."EWLN is a network of women and allies pursuing growth, visibility and opportunities to increase business impact, and they’ve been doing so for over ten years."Our Allies Council, which includes 50 senior leaders, promotes gender and racial equity through various programs designed to empower them to become advocates for diversity, inclusion and belonging (DIB). In a six-month reverse mentorship program, the Allies Council partnered with our EECNs to connect leaders with mentors to learn and experience communities with a different perspective.Equinix is also helping close the gender digital divide worldwide with our continued support of World Pulse. We recently announced the expansion of our long-time commitment with a $100,000 grant from the Equinix Foundation to help accelerate digital inclusion for women and girls globally.To learn more about how you can become part of this inclusive and empowering culture, we invite you to explore opportunities to join the Equinix team—worldwide.You might also be interested in:Equinix Employee Connection Networks[1]Claire Hastwell, What Is Allyship in the Workplace?, Great Place to Work, December 14, 2022The original article was published on Equinix Interconnections Blog.
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Roundtable Recap: Key Challenges and Opportunities for Gender Diversity in the Post-pandemic Era
On November 24, Half the Sky gathered 9 leading corporates which included: Microsoft, Accenture, Equinix, Dupont, AkzoNobel, Avanade, Yara International, Johnson Controls, and Ciscofor our inaugural roundtable series: “DE&I Challenges & Opportunities for Corporates in a Post-Pandemic World.” This event was moderated by the HTS Founder & CEO Sabrina Hoand HTS advisor Duncan Hewett.The small group size and selective attendance maximized the opportunity for candid sharing, networking and learning value. We certainly got a lot of insightful pointers to share with you read on for a recap of the days event:It was noted throughout the roundtable that Diversity, equity, and inclusion (DEI) have the power to transform business by creating a truly inclusive workplace culture — which, in turn, drives employee satisfaction and retention. In fact, significant polls show that today’s jobseekers prioritize inclusion and want to feel like they belong over financial incentives.Although many companies believe in a DEI strategy many find they run into certain challenges that can complicate the process or keep it at a standstill.Here are the five key challenges identified during the roundtable: 1. Availability of diverse talent Ms. Irnizah Khusaini, of Johnson Controls, shared that one of the key reasons for such a scarce availability of diverse talent is because the industry is mostly pipelined by men. In the 2022 statistics, men are still dominant in the tech industry posing 73.30% over women that has only 26.70%. In addition, women who manage to work into a male-dominated tech companies are often met with lower pay for the same grade of work.Ms Khusaini also added that hiring managers should be encouraged to build more diverse teams and have more women in senior positions. Encouraging managers to view talent through a diverse lens, including the perspective of female talent, can bring valuable dynamics to teams in male-dominated industries, ultimately adding value to the business.2. Lack of initiatives for system changes For Ms. Lynn Dang of Microsoft, she mentioned that it is imperative that a system change should be implemented within the organization to create better roles and opportunities for female talents. “So, for industries like technology, we need systemic changes to enable a more inclusive workplace environment and it really starts from an early age so that young girls are encouraged to pursue careers in STEM” Ms. Dang said. Ms. Lynn also noted that one of the key challenges in implementing DE&I in today's corporate environment is the difficulty in maintaining the flow of female talents joining the tech industry. 3. Cultural challenges Ayaka Yamada, Senior Manager of Culture & Change at Yara mentioned that Japan is also facing cultural challenges when it comes to its female workforce. She shared that, “In Japan, it is unfortunate that women are not given the same level of appreciation for their work in the workplace.” Ms. Yamada also explained that in some cultures in Japan, women tend to stop working after they get married. “They think that they need to contribute a lot to the family and they need to dedicate their lives to housework and caring for their children and husband.” It was noted that Japan is ranked 120 out of 156 countries in the Global Gender Gap Index (GGI) in 2021 the worst ranking for an industrialized nation. 4. Nature of industry For Ms. Tiffany Chan of Accenture, one of the antagonists in improving gender diversity in the workplace is the nature of the of the industry. “I think all leaders are really supportive of having diversity and inclusion in our recruitment but I think the challenge is that the nature of our business makes it really hard to do so.” Ms. Tiffany explained. Further, for industries that focus on manufacturing and industrial work like Dupont, Ms. Angielina Tay noted that the real struggle for their industry is to find female professionals that fit in an operational manufacturing environment. “In our industry, it’s a real challenge to find field scientists, there are only a few female talents who are willing to be part of that kind of environment.” Ms. Angielina shared. 5. Hiring to fill not hiring to fitHiring quickly pose risks and possible detrimental outcome-- it may cause high turnover, lost time and wasted training resources. But most importantly, you might miss on diverse talent that’s critical to a company’s success.For Ms. Jalene Liu of Equinix, she shared the data that shows that female candidates should be nudged 7-9 times before they decide to join a company. Further, she said that hiring managers shouldn’t be in a rush to hire talent. “If the hiring manager is always in a rush, there's very little chance of onboarding diverse talents. So, they have to slow down and be focused on driving diversity, and you know, considering the diversity of candidates before deciding to hire.” Finding the right balance between speed and effectiveness should always be in the process of hiring managers. A lot of challenges on diversity and inclusion has been discussed but there are also key opportunities that were tackled in the roundtable. Here are 5 key opportunities that were discussed during the roundtable: 1. Remote work setup For Ms. Carole Hung of Akzo Nobel, she claimed that remote setups are especially conducive to working moms who are trying to get back in the workforce. “Remote work setups really help, it’s an encouragement to working moms to come back to society.” Ms. Hung said. Aside from working moms, Ms. Tiffany of Accenture also shared her learning experience on people with disabilities. She said that the option of being able to work from home opens a lot more opportunities for persons with disabilities. “They can have the flexibility to work from home now and I think this is an area that we can look into with more effort,” Tiffany said. According to Forbes, remote opportunities will continue to increase through 2023 and it’s been projected that more companies would move to remote setup.2. Culture of empathy in the workplaceForging a culture of empathy takes many shapes and forms in the workplace, even in a remote setup, this type of culture is supported by Ms. Jalene Liu, of Equinix. She said that having an environment with empathy makes a difference when it comes to mutual respect among employers, managers, and employees. She said “Being a good company also has something to do with the company culture, it should build a healthy environment for the employee, there should be.” 3. Right to disconnect Studies have shown that burnout and stress are the effects of an ‘always on’ culture on employees that are checking messages after work. Expert says that knowing how to disconnect after work is one way to resolve it.For Ms. Lynn of Microsoft, she shared her experience of learning the need to delay when it comes to reaching out to employees via email.“I realized I need to delay sending emails after working hours, it’s a way to respect and have empathy and not to disrupt other people's time.” Ms. Lynn explained. 4. Support for Diversity and Inclusion For Mr. Duncan Hewitt HTS advisor mentioned that men who supports women in the workplace are also the kind of allies the industry need to build diversity. On the same discussion, Denise Naidoo of Avanade Asia, added that leaders have the responsibility to ensure that the company represents the communities they live in. “It's about just rebalancing, everyone that comes there [should] feel like they can be their authentic selves and have a sense of belonging,” Denise said. In 2022, there has been a lot of progress when it comes to inclusivity at work. Progressive industries are now creating diversity campaigns to attract and welcome diverse talents around Asia and even the whole world.5. Better recruitment practices For Cisco’s, Mr. Gary Chua, in order to achieve a diversified pool of talent, one effective strategy is to encourage the participation of female talent from early career stages."We've just deployed techniques to start doing internships with female talent and we also started looking at cross-company mentoring of junior talent,” Chua said.In an article from the Guardian, it stated that gender-neutral job descriptions would reduce impostor syndrome among women looking to enter a male-dominated internship. When screening potential interns, companies should have diverse hiring panels and gender-neutral interview questions.The roundtable ended with a fruitful discourse of the challenges and opportunities each of their respective industries face. This discussion will surely reshape the culture of the corporate world to a better, more diverse environment. Join us on our mission to level the playing field for women at work and prepare for the future of work and become a company that cares.
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Inclusivity in Action at Equinix
An inclusive workplace culture is essential for a modern business to thrive and make an impact. And global digital infrastructure company Equinix has been at the forefront of the world’s most inclusive workplaces year after year! How do they do it?Half the sky, Equinix and Inclusive Business Pledge, Singapore’s First Pledge Programme for Inclusive Businesses, bring you: Inclusivity in Action at Equinix! Join us on the 23rd of September for a fireside chat with some of the organization’s top leaders, as we discuss how Equinix are championing D&I and meeting the needs of today’s diverse workforce. From the LGBTQ community to career switchers and women in tech, learn about the best practices in championing an authentic D&I strategy that drives business innovation and a thriving workforce.Speaker's informationJosephine Panaligan | Global Solutions ArchitectJeremy Teo | Director, Product Software and Architectural EngineeringOkert Cilliers | Corporate Sales Account ExecutiveKaryn Xiao | Legal Director, CorporateWhat to expect Importance of creating a diverse workplaceHow Equinix is walking the talk in supporting different employee communitiesHow Equinix uplifts and supports the LGBTQ+ communityTips on mid-career switching from an ex-AthleticInspiring career journey stories from female tech leaders
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Equinix PrideConnect: We Celebrate Pride All Year Long
Inclusivity is the cornerstone of our culture at Equinix, making a difference for our LBGTQ+ community.When I first joined PrideConnect, our LGBTQ+ Employee Connection Network, I was elated that I could be part of a community that encouraged me to show up as my authentic self and provided me the ability to connect with peers on empowering and real topics. That was a true gift. Now, here we are three years later and I see how far we have advanced our internal movement and I am proud of the work we have done.So, as we kick off what I love to call Summer of Pride, I reflect on how far we have come but also how much work there is left to do. Summer of Pride offers a time to celebrate and share, but also reminds us that we can’t stop. We have to continue our efforts and remember that we have to show up every day to continue to create an impact in our workplaces and our communities. The work we are doing at Equinix is powerful. Through PrideConnect events, education and community we are finding ways to connect on a global scale.Explore opportunities to join the inclusive Equinix team–worldwide.Unique perspectives drive our collective success. Through employee resource groups, company events and partnerships with diversity organizations, Equinix is committed to creating a supportive, welcoming work environment where everyone can say, “I’m safe, I belong, I matter."The PrideConnect Network at Equinix is focused on external, internal and community partnerships worldwide. In APAC—where I’m based—we are proud to be a founding member of Pride in Tech, with over a dozen customers/partners, to raise awareness, share best practices and resources and lobby for LGBTQ+ rights & protection collectively in the region.With the support of our leadership, we have made significant advancements worldwide by hosting many LGBTQ+ events in 2021, with hundreds of attendees participating. In APAC, we also increased our Pride Ambassador program by 60% to help drive employee engagement in various markets across the region. We could not deliver the events and programs we do without the unwavering commitment of our ambassadors.Globally, we have also increased our focus on driving impact in our communities through regional and local sponsorships; here in APAC that includes PinkDot Hong Kong, PinkFest Singapore, and the Equal Love Campaign. And we are not done, we are currently focused on establishing stronger relationships with NGOs such as Minus18 in Australia, and RebitLGBT in Japan.As a result of our community efforts in APAC, I was named the winner of the LGBT+ Inclusion Champion in Asia award this May. These awards demonstrate the focus on inclusion across the region by sharing case studies of how companies are executing their Diversity, Inclusion and Belonging (DIB) initiatives. It was an honor to be recognized alongside two other great champions in Asia and it is a testament to our efforts to advance LGBT+ awareness and education, in hopes to influence change and shift mindsets. I truly could not have done this without the support and dedication of all our Asia ambassadors and members.I believe we are all on a self-learning journey. With an optimistic and pragmatic approach, I am confident we will see the change we want. But it is my colleagues and friends who share it best–through their personal stories of what Pride means to them, the value PrideConnect brings to them and how they are helping to further our movement. I recently connected with Alex, Vesna and Billy to learn more about their journeys and how our community supports them in the regions where they work.Here are their stories:Alex Deng – AMERI am proud to be part of PrideConnect at Equinix. It is a journey where I learn, accept, and love who I am. It’s a place where I feel safe to be my authentic self at work and home. PrideConnect creates a platform where our allies and members of the community stand together to lift each other up. It’s a safe place where we can speak up freely and honestly, especially for people who can’t find their voice.With the support of our leadership, we have made significant advancements worldwide by hosting many LGBTQ+ events in 2021, with hundreds of attendees participating."I am fortunate that I’ve attended Capital Pride several times. The parade and festival are full of cheering and dancing. It’s a place where you can be loud and proud. There are also other spectacular events organized by local non-profits throughout the year, such as volunteer events, local exhibits, and book clubs. They are great ways to support, listen and learn.This year, for Pride, I’m looking forward to seeing Above & Beyond in New York City with my boyfriend Nick. Thanks to the support from the We Are Equinix Virginia chapter and our global DIB team, we are partnering with Equality Loudoun to support the Loudoun Pride Festival. I’m going to volunteer alongside Equinix colleagues and friends to make our first Pride festival in Loudoun the biggest, boldest and most colorful pride festival in Northern Virginia!As I think back on who inspires me, there are plenty of celebrities, authors, scientists and athletes who have inspired me growing up. But it is truly my furry friend Maxie (8-year-old Sheltie) who has inspired me every single day. His unconditional love helps me look at my own behavior and inspires me to do better. Maxie never passes up an opportunity to play and have fun and he truly lives in the moment. His playfulness reminds me to take time to enjoy what’s around us. When I’m sick and down, Maxie always sits close and never leaves my side. His endless loyalty has shown me an important virtue in every relationship.Vesna Plevnik – EMEAI grew up in a very conservative culture and environment so my road to coming out—like so many others—has not been easy. I always felt the need to wear a mask to cover up my identity or to feel safe. It took me a long time to gather the courage to start living my truth and to ‘’come out’’. And the reason for me is simple: ‘’because it is OK.’’As a woman and an immigrant, there are multiple misconceptions about my identity. In a world full of stereotypes, and tendencies for unconscious bias, it can be uncomfortable engaging in conversations where people create their own labels for you. And it is not always easy or comfortable to correct them. People need to be aware of their questions and understand that some questions are perceived negatively even when they are simply curious.Thanks to the support from the We Are Equinix Virginia chapter and our global DIB team, we are partnering with Equality Loudoun…to make the Loudoun Pride Festival the biggest, boldest, and most colorful pride festival in Northern Virginia!"This is why PrideConnect is especially important to me–it provides a community and a safe space where everyone can be themselves, ask questions and learn. Pride is a celebration of one being their true self without any fear of prosecution or exclusion. It offers a voice to those who are afraid to speak out and space for everyone who feels they do not belong. Because here we do belong.I remember attending my first pride event–the Pride Parade in Amsterdam. I was in my early 20s and I had just moved to the Netherlands. It was amazing and liberating to see the whole country coming together to celebrate every color of the rainbow. Now my Pride Month celebrations are much simpler. I like to take part and watch the parade with my friends and we enjoy various events and speeches. It is so much fun seeing rainbow flags everywhere and walking down decorated streets.Billy Wu – APACI have been in the closet for my entire life in the workplace before joining PrideConnect. I felt that by coming out I might lose the chance for promotion or people might look down on me and my abilities due to my sexuality. Knowing that it was still culturally acceptable to refer to me as a “homo” I was not prepared to share my story.I think that many people have misconceptions about my identity and tend to draw their own conclusions. Often I am perceived as straight and asked various questions about family planning and kids, especially around the New Year or at family reunions. It makes for difficult conversations and I don’t always know how to respond to make them understand as I fear some people are not always accepting of homosexuality.This is why PrideConnect is especially important to me–it provides a community and a safe space where everyone can be themselves, ask questions and learn."But joining PrideConnect has been inspiring for me. The Pride Ally team and our PrideConnect leadership have shown so much sincerity, kindness and acceptance that it makes it easier for me to feel safe in the workplace–it honestly relieves my soul. And, through our mentoring program, I have connected more deeply with Ada and feel encouraged to advocate and promote Diversity, Inclusion and Belonging more broadly in our organization.Our Pride Events also inspire me to action. During our Pride in Tech event in April, I was touched by the sharing and personal stories. Hearing from others about what they are going through–or have gone through–what I am experiencing encourages me to overcome my own difficulties.This Pride Month, I have a lot to celebrate! My wedding with my same-sex partner was postponed from March due to the pandemic so we are going to celebrate in June–followed by a special trip to New York City where we’ll join the Pride Parade for the first time!I want to thank Equinix leadership for their support of PrideConnect. The support from management is crucial and it gives me reassurance that the company embraces diversity and I feel more connected to Equinix and part of the family. I am very grateful for how PrideConnect has made me shine and accept myself.My colleagues’ stories are as impactful as they are inspiring and I am grateful that I can stand alongside them to share our stories, our hopes and our commitment to the LGBTQ+ community. I think that I speak for all Equinix PrideConnect members when I say how grateful I am to work for a company that respects me, and encourages me to show up as my authentic self and where I can be who I am–without judgment or bias.I invite you to join us–be part of the culture, be part of the movement. Explore opportunities to join the inclusive Equinix team–worldwide.This article was originally published here.
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Celebrating International Women’s Day and Women’s History Month
March is Women’s History Month and for many women, it represents a time to reflect and celebrate the contributions that women have played in forging gender equality. It is also a time to recognize the many achievements women have made over the course of history. But we realize that our work is not done, and we have a commitment to continue the efforts made by so many to help make a positive difference for so many others. To support these efforts, we are excited to kick off Women’s History Month through our daylong celebration of International Women’s Day on March 8th. International Women’s Day (IWD) provides the opportunity to come together and celebrate our individual and shared successes, as well as the contributions of those who have paved the way. The more we invest time to listen to women’s stories, the more apparent it becomes that every woman has achievements that inspire, experiences that can help lift other women and the ability to shine a light on the fact we still have work to do to change the bias that women face every day. We have advanced equality but cannot overlook that these same stories reflect an uneven playing field, social constructs that breed self-doubt and environments that minimize rather than amplify. A workplace for everyoneUnique perspectives drive our collective success. Through employee resource groups, company events and partnerships with diversity organizations, Equinix is committed to creating a supportive, welcoming work environment where everyone can say, “I’m safe, I belong, I matter." Learn More 10 Years of Equinix Women’s Leadership Network International Women’s Day also offers a forum for elevating, connecting and empowering women and becomes a place to challenge ourselves in new ways to #breakthebias. And it doesn’t stop there— through our global Equinix Women’s Leadership Network (EWLN) our team of Ambassadors create opportunities throughout the year to help women find their voice, build plans to advance their careers and find new ways to create balance in their busy lives. Celebrating its 10-year anniversary, EWLN is committed to elevating the conversation, creating a safe space for women to share their experiences, build their leadership skills and adopt new techniques for navigating bias. Our 2022 programming decodes career advancement and what it really takes to own your journey and create a world where difference is valued and celebrated. We are bringing this same candor and insight to our internal 24-hour global International Women’s Day event where senior women leaders from each of our regions will talk about the obstacles they’ve faced and the triumphs they’ve celebrated, with an emphasis on their learnings along the way. We will dive into authenticity, taking risks, having difficult conversations, navigating bias, leveraging advocates, and defining success. We couldn’t be more excited about giving a few of our amazing Equinix women leaders the platform to share their stories. Leading by Example But true change doesn’t occur because of one day or one event, it is what our members do every day that helps effect this change. We have the honor of working with so many at Equinix who are dedicated to helping elevate women’s achievements around the world. Emily Liang, one of our female leaders in Shanghai has an open-door policy for all women in her office and makes herself available as a resource for other women when they are facing challenges and looking for additional support. Her contribution spans both business and culture. Not only is she a sales leader, but in her role as an EWLN Ambassador she is the voice for women in China and helps the rest of the region and world better understand the cultural norms for China. In LATAM, Karla Gonzales is focused on creating education and awareness around Women’s rights in other countries and sharing with her teams how they can take action to break stereotypes and help break old habits that detract from the advancement of women. Christine Cadorette, a member of our Dallas EWLN chapter, sees IWD as an opportunity to amplify women’s voices around the globe. She taps into her love of food as one of her favorite ways to relate to the world so this month she’s taking a series of virtual cooking classes focused on the stories and recipes of female chefs. Christine is also dedicated to helping #breakthebias by recognizing her own biases (they can be so sneaky) and by being a confident mentor to her Shadhika pen pal. As a graduate of an all-women’s college, Christine received an amazing foundation of learning through the lens of recognizing the power of valuing women’s voices, and she hopes to continue to build on that throughout her personal and professional life. We know women can do anything they put their mind to, now imagine a world where there were more opportunities to do so! By coming together and engaging in meaningful conversations we will continue to drive change to create a world that is free of bias, stereotypes and discrimination; a world that’s diverse, equitable and inclusive. So, we invite you to join in the conversation—today and every day—to help #breakthebias. Join us to celebrate the progress that has occurred but realize that there are many areas in which we can all improve. Proactively reach out to mentor and sponsor women as they forge their own paths. Encourage female colleagues to take more risks by helping them believe that they can win, hire and promote from a balanced slate of candidates, celebrate and honor the unique skills and contributions of all members of the team. What will you do to help #breakthebias? We invite you to do this with us—join our team, be part of the conversation and help us elevate the impact of women in leadership and the importance of gender equity both within Equinix and around the world. Equinix Women's Leadership Network (EWLN)The original article was published here.
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Getting to Know Kuniko Ogawa Managing Director, Japan at Equinix
Renowned as a land of inspiration and innovation, Japan has always fascinated the world with its new ideas and technology. In this latest post in the ‘Getting to know’ series, we are glad to invite our Japan Managing Director, Kuniko Ogawa, to share her insights on the country’s technology landscape and memorable experiences from her career.Kuniko Ogawa (KO)As a relatively new joiner to our team, what are the three key takeaways of your first 100 days at Equinix?KO: What has impressed me most is the company culture. I witnessed how the company helped its employees navigate the challenges we are facing in 2020 with a whole heart and am deeply moved by the genuine interactions among employees. I bond with the team quickly and am inspired by how the culture truly embodies Equinix’s DNA.I have been impressed by Equinix’s work in changing the perception of the data center industry. The vision has helped to elevate the understanding of what we do, from a simple server farm-based colocation business to a global digital infrastructure company. Businesses can harness our trusted platform to bring together and interconnect the foundational infrastructure that powers their success, as well as facilitating the digital economy. This doesn’t put us at odds with on-premise data centers, but instead a value-added platform to on-premise facilities.Moreover, Equinix’s development strategy in Japan is also notable. While Tokyo has long been known for its business potential around the world, very few providers have thought to position Osaka as a strategic metro despite its high growth. Equinix is one of the few companies that has spotted and invested in this trend and I’m incredibly excited to work with my team to unlock the metro’s potential.We have seen more and more world-class Japanese companies expanding globally. What challenges are they facing and how can they grapple with them?Japanese enterprises have long been known for their innovation capabilities, but agility, data compliance and latency are posing challenges to their overseas expansions. Therefore, right now all they require is a trusted partner like us to provide them with the world-class digital infrastructure needed to expand globally. Our footprints across the globe enable local businesses to innovate, giving them the connected data center platform they need to quickly localize infrastructure, and accelerate the launch of new products and services to new and diverse markets with high-speed, low-latency and secure connectivity.Take for example our recent partnership with Rakuten Mobile Singapore Pte. Ltd., a subsidiary of Japan’s leading network operator Rakuten Mobile, Inc., in delivering its Rakuten Communications Platform (RCP) to global operators and enterprise customers.With Platform Equinix® as its foundation, Rakuten Mobile can interconnect with our diverse ecosystem of over 2,900 cloud service providers (CSPs) and 1,800 network service providers (NSPs). In addition, the company is also able to deploy and connect virtual network services at the edge in minutes, on demand to address the dynamic interconnection bandwidth requirements and network spikes, opening up potential business opportunities around the world.Japan is one of biggest data market markets in the world, as well a key market for hyperscalers. Earlier this year we announced our joint venture with GIC in developing hyperscale data centers in Japan. What is your view on the xScale market in Japan?KO: Undoubtedly, Japan is one of the world’s largest data center markets. However, the country is lagging behind in some areas when compared with other developed economies. It ranked 27th in the IMD World Digital Competitiveness ranking in 2020[1] and in terms of corporate agility and the use of big data was the lowest among the 63 countries ranked.The aging of corporate IT systems is a big hurdle to data center development in Japan. More than 20% of IT systems in Japan have been deployed for more than 20 years, accounting for 40% of the systems used for over a decade.Moreover, with traditional Japanese business culture regarding face-to-face meetings as a mark of respect for customers, the COVID-19 pandemic has caused a drastic shift from in-person to online, becoming an unexpected driving force in data center development.With the Japanese government taking the lead and now using Amazon Web Services (AWS) to host information data platform[2], this is a great opportunity for others to explore the benefits of cloud and digital solutions.All of this mean it is foreseeable that there will be a surge in demand for hyperscalers, and the trend will definitely help further transform Japan into an innovative country backed by robust data center services.Before joining Equinix, you worked at some of the world’s biggest tech companies. How has your experience helped shape your leadership style?KO: First of all, it has trained me how to use logical thinking. When I began my career, my managers have always asked me to put my points together and present in a very short period of time. At first I didn’t understand the urgency but gradually I realized the importance of logical thinking, and I started training my teams to take the same approach as I believe it is an essential ability to succeed in a global and fast-paced business environment.Secondly it has taught me the importance of “commitment”. To me, commitment means working with my heart and soul to achieve my company’s goals – no matter how high those goals are. This includes making full use of all available resources and overseeing all stages of execution. That’s my working style and one of my greatest strengths.Lastly is how it has shown me the value of team building, which is key to creating a shared vision. Teams can work independently or collaborate with each other to achieve the best results, and culture is crucial to making our work possible and rewarding. Often this is easier said than done, but I am thankful for all of the experiences and lessons I have gained throughout my career, which have given me the chance to equip myself with essential qualities to make this happen.As a strong advocate of supporting the next generation of female talent, what is your advice to young women leaders?KO: To answer this I’d like to share a story. In the early years of my career, I was lucky enough to have a great mentor who said, “advice when most needed is least heeded”. In other words, you should look for someone who can directly point out your weaknesses. Also, being honest enough to admit your weaknesses and overcome them will definitely bring you to a new level.Last question, tell us something about yourself that we don’t already know.KO: I am a big fan of Korean drama; I watch them every day before going to bed. It’s a good way to relieve stress!Brandi Galvin Morandi is Chief Human Resources Officer, Chief Legal Officer, General Counsel & Secretary of Equinix and the article was orginally published here.
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Redefining the Way We Work
The tremendous challenges of this last year, both inside and outside of business settings, have made me reflect upon and appreciate how resilient we are as individuals. We’ve all been called upon to think more creatively to solve problems, support one another and, generally, get more comfortable with change and uncertainty ꟷ whether we’ve wanted to or not!It’s a tide we’re weathering together and it has given me a new appreciation for how small gestures can make a big difference as we strive to enable our employees to bring their whole selves to work, able to confidently say “I’m safe, I belong and I matter.” Our company’s ability to not just survive but thrive during this time is a testament to the nearly 10,000 employees across the globe who are committed to come together with shared vision for a better world. This is truly what makes Equinix the amazing place it is.A culture of “we before me”The Equinix culture embraces a “we before me” mindset that reflects a collective commitment to come together each day to drive meaningful, sustainable progress for Equinix and the world. We practice an “in service to” approach to our work – this means we are in service to our employees, customers, shareholders and the communities where we do business.Michelle Obama summed up this philosophy beautifully when she said, “Success [is] about the difference you make in people’s lives.” For me, this means we all have an obligation to look around and see who we can bring with us – as allies, as supporters – a core principle that is the foundation of our commitment to diversity, inclusion and belonging (DIB).Advancing diversity, inclusion and belonging togetherAt Equinix, we are committed to building a diverse, equitable and inclusive workplace. We view our dedication to DIB not as a set of initiatives that one particular team owns, but rather a company priority where each of us strive to do our part.This commitment inspired me to found our Equinix Women Leaders Network (EWLN). As an executive in the company, I saw the opportunity the company was missing by not having other women at the table. We have women with extraordinary talent in our global organization and EWLN created a forum to champion their growth, amplify their voice and remove barriers to impact.Since the start of EWLN, we have expanded our focus and mandate to other dimensions of diversity. The lessons we learned through EWLN have helped us gain ground quickly and we’re now using that proven model to “pay it forward.” Today our DIB priorities include enhancing our ability to:Attract, retain and develop a diverse, global workforce, where we are creating new recruiting on-ramps and onboarding support for “returner” and “new to career” employees, as well as confirming equitable representation in leadership development programs.Instrument our leadership development to ensure DIB is part of our management training and that our senior leaders are getting 360-degree feedback on inclusive behaviors.Engage employees as DIB leaders who make a difference in advancing our culture, empowering underrepresented voices, and expanding our impact in our communities through our:Equinix Employee Connection Networks (EECNs) which bring together communities and allies in EWLN, PrideConnect, BlackConnect, GenteConnect, interASIANconnect, VetConnect, FaithConnect.WeAreEquinix teams which offer local employee groups the pathway to make tangible impact in embodying our purpose, a sense of belonging, service, sustainability and fun.Equinix Impact Team which has rallied to bring comfort, care and relief to the communities where we do business, as well as our own employees, and assist those impacted by the pandemic, as well as other unforeseen hardships.Allies Council which is composed of nearly 57 SVP and VP volunteers who act as advocates for underrepresented communities at Equinix, and invest in their own development as inclusive leaders who lead positive organizational change.With bold action, a better future becomes possibleOur employees around the globe share a commitment to leave our world better than we found it. And our sleeves are rolled up!We’ve embarked on a new journey that is changing how we build and scale our teams. For example, we’re investing in pathway programs to partner with organizations that connect us with people from different backgrounds and skill sets. We are expanding our university outreach to attract students graduating from both two- and four-year programs. By exploring new ways to connect with new talent, we are taking a proactive long-term approach to ensure that we build a diverse workforce for tomorrow.While our work is far from finished, we are proud of the strides we’re making as a company, and grateful to our global employees for coming together to help create a better future. We have also been humbled by several prestigious accolades Equinix has recently received in recognition of our strategic vision, steadfast execution and vibrant culture:Fortune’s 2021 “Most Admired Companies” (published February 2021): For our first time, Equinix was included in this prestigious list of best-regarded companies in 52 industries based on criteria that includes investment value, quality of management and products, social responsibility, and ability to attract talent.Glassdoor’s Top 100 “Best Places to Work” (published January 2021): Unlike other awards, there is no self-nomination or application process to make; instead this recognition is entirely based on the feedback current and former employees have voluntarily and anonymously shared on Glassdoor.FairyGodBoss’ (FGB) recognition as “Best Company Where CEOs Support Gender Diversity” and “Best Company for Women” (published October 2020): FGB is the largest career community for women. Equinix’s top recognition by FGB is an incredible achievement that reflects CEO Charles Meyers’ vision for a diverse and equitable workplace and our collective team effort to actively work toward gender equity.Human Rights Campaign’s (HRC) 2021 Corporate Equality Index (CEI) (published January 2021): The HRC CEI is the foremost benchmarking report measuring corporate policies and practices related to LGBTQ+ workplace equality in the United States. In our inaugural year in the index, we received a score of 90 out of 100, marking an early milestone in our commitment of becoming a leading global employer for the LGBTQ+ community.I am proud and grateful of how deeply invested and giving our employees are – of their time, energy and hearts. Their commitment to make a difference in our company and in the communities we serve fuels us all to keep pushing and reaching further in our quest to make an impact.Brandi Galvin Morandi is Chief Human Resources Officer, Chief Legal Officer, General Counsel & Secretary of Equinix and the article was originally published here.
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The International Women’s Day 2021 Challenge: How gender equity is changing how we live and work
A challenged world is an alert world and from challenge comes change.As the theme from this year’s International Women’s Day (IWD2021) states, challenge brings about change. And to demonstrate the power of challenge in furthering gender equity in our world, IWD2021 invites individuals and organizations to #ChooseToChallenge in the lead up to International Women’s Day 2021 on March 8th.We asked some of our women leaders at Equinix to share the challenges they have faced working in the technology industry, their accomplishments, and the new challenges they are taking on to further promote gender equity in their lives and workplaces.Here are their stories…Ada Ho - Director, Global Customer AdvocacyMy biggest challenge working in tech was the fear of not fitting in. When I first started my career, there was a perception that you have to act or speak a certain way in the tech world. I always felt that if I didn’t live up to those expectations ꟷ including the invisible expectation to join “off hours” social activities ꟷ I wouldn’t be accepted by the “in crowd” and not taken seriously at work. I often felt like an outsider because I enjoy spending my personal time, well, personally. Over the years, I have learned that the right inclusive work culture and environment allow people like me to speak up and be myself without the fear of judgment or isolation and have also given me added courage to invite others to do the same. I have been fortunate to work for companies, like Equinix, that enable this freedom for their employees.Encouraging women to “show up”As an Equinix Women Leaders Network (EWLN) chapter lead for Asia-Pacific for over four years, I have seen a big shift in the way Equinix women show up. It’s been a great experience to champion women and provide a platform for them to share their voices. We’ve seen many women stepping up, taking on leadership roles and challenging themselves to break the invisible glass ceiling. We provide development and skills training sessions that offer tips and tricks, such as how to command a room or manage difficult conversations. Combined with our Diversity, Inclusion and Belonging (DIB) efforts to practice a more inclusive hiring and talent management process, we are steps closer to achieving gender equity at Equinix.The challenge of gender equity for allWhen I look at gender equity, I believe supporting everyone equally in a meaningful way requires understanding that the spectrum of gender identity is broad. I am on my own journey to learn more so I can respect and empathize this fact before helping. As part of the Allies Council Builders Group for gender equity, we focus on influencing change such as bridging the gender pay gap and policies to drive gender equity. Specifically, I have signed up for a project working alongside Yun Freund and Bill Dembinski to improve the employee experience for transgender and non-binary employees and prospects. This includes understanding how employees are feeling and assessing whether we have the right tools and policies in place to enable a sense of belonging, and then taking action on those findings. I believe if we all keep an open mind and a genuine interest in supporting all employees, no matter our differences, we’ll succeed at bringing greater gender equity to Equinix. I am looking forward to being a part of that change!Patricia Cole - International Business Exchange™ (IBX®) Lead EngineerThe biggest obstacle I had working in the technology industry was learning about the new equipment, how it worked and why we needed it in a data center. I came from a generator background and never imagined that there were so many pieces of equipment that a generator supported. It was overwhelming in the beginning but I had a great team that was willing to share their knowledge. Five years later as a Lead Engineer, I am “paying it forward” by teaching new employees how the IBX systems work, the same way my colleagues mentored me.Supporting each other at all timesOne notable accomplishment for the women at Equinix in Dallas is the daily support we get from our management, colleagues and each other. Whether we are working the IBX floor, taking care of customers’ power installations or managing projects, we have what we need to take-on whatever is thrown our way. For example, during the recent weather crisis in Texas, the women who are “Consigners” made sure that those of us who needed it had food and a place to stay when they could not go home. The women that work in Dallas are very much appreciated by all our co-workers because they know we will not let them down.The challenge of self-recognitionOne challenge I would take on today would be to better recognize my own accomplishments and teach others how to do the same. Being able to talk about our “wins” does not come easy to many women. When we do not speak up and show confidence in our accomplishments, it gets in the way of taking the next step forward. By learning how to speak up and contribute to the knowledge and ideas we have, it demonstrates our confidence in our job. We are fortunate that our management at Equinix supports and acknowledges our accomplishments on a regular basis. In addition, the women working in our IBX facilities in Dallas support each other on a daily basis, providing encouragement, support and direction in our work.Harriet Wegloop - Senior Global Account ExecutiveStarting at age 18 in this industry, I was not just the only woman in most rooms, I was also the youngest. I struggled with having to fight to be seen as an equal without coming across as being too aggressive. Surrounding myself with people who believed in me, I saw through some of the challenges I faced, and I found my own voice and space.Sharing the value of mentorshipThe work we do with EWLN creates a safe space for women on every level and gives them the confidence to be successful in their roles. I am proud of being part of the leadership team that drives inclusiveness. Being part of the team, without being a senior leader myself, has shown me that you can be a leader in every position. It is all about believing in yourself and finding others that believe in you. I have been lucky to have found both strong male allies and female leaders that supported my journey and career, especially at Equinix, where a lot of people have taken the time to coach or give me advice when asked. This has taught me to not be afraid to ask for help and guidance from people you admire. As an example, I have been mentored by inclusive leaders, such as Diarmid Massey who has supported EWLN actively throughout Asia. He has shown me how to be my authentic self and manage challenges smarter. I am lucky that I have been successful throughout my career but I realize that it has been the people around me that helped me make it possible. So, I wanted to do my best to return the favor to others. I set up calls with our local female ambassador teams to support them in their work. These required all of us to put in extra hours but, the energy we all get from the team has made it worthwhile. As a result, this year we are implementing these calls globally to invest as much in our volunteers as they invest in EWLN.By uncovering our differences and similarities, we create stronger connections that lead to greater happiness and success for everyone." Danielle Nicole Richardson, EquinixThe challenge of becoming allies and changing unconscious biasI believe women need to support other women more. The world we live in may promote rivalry and jealousy but we don’t need to take others down to lift ourselves up. By working together and pushing each other’s confidence and power, we can achieve so much more. If we can build strong allyship among women and men, we can change the world for the better. Working for a company that not just speaks the language of inclusiveness, but also acts upon it is key to really making change, not just for the employees but in the communities we operate. For example, our executive team at Equinix has been trained on unconscious bias and promotes the same “uncovering” journey with their respective teams. By us all being aware of our behavior and not being afraid to speak out if injustice happens, it becomes part of the culture and creates a safe space for everyone.The challenge of gender equity At Equinix, we recognize the importance of supporting gender equity in our business and the communities in which we serve. As a result, we are redefining the way we work through our commitment to diversity, inclusion and belonging (DIB). This means creating a culture where all of our employees can bring their true selves to work and say, “I’m safe, I belong and I matter.” Equinix global employee communities, such as EWLN, play a large part in our gender equity initiatives. For the last decade, EWLN has been promoting, connecting and empowering female leaders in Equinix through ongoing programs for professional growth, visibility and cross-functional networking.Danielle Nicole Richardson - Customer Success ManagerI interviewed for my first leadership position as a technical call center supervisor at a major PC company not once, but three times and I didn’t get the job the first two times. They said, “I relied on intuition, emotion and social connection, and that good and successful leaders must rely on facts and data first.” They even belittled me some for thinking intuition had any place there. Before my third interview, I lobbied to the next level of management explaining that I had all the technical and logic required but what I also had to offer was equally important and would provide great value in this role. And guess what? I got the position and demonstrated, through long-term positive results, that my balanced approach and unique nature was valuable to them.Embracing our authentic selvesAs a woman who happens to be transgender, I’m free to embrace my femininity and other unique qualities instead of suppressing it in order to succeed, which contributes to my feeling of belonging.At Equinix, we have the freedom to live as our authentic selves and are fortunate to have so many allies striving to help all women belong and succeed despite our differences. The growing number of women in leadership today at Equinix serve as incredible role models because they continue to inspire and lead toward something so much better. From Equinix’s growing initiative for gender equity, we all benefit, feel safer and flourish in our roles, and that makes Equinix a remarkable company.The challenge of diversityI believe great success is achieved through cooperation. This includes sharing ideas, being open in our thoughts and feelings, and being supportive in believing in one another by demonstrating ways we can improve each other’s lives. I wish to become more involved in EWLN’s gender equity and education initiatives to help improve others’ understanding and acceptance of diversity through learning and sharing experiences and ideas. By uncovering our differences and similarities, we create stronger connections that lead to greater happiness and success for everyone.The original article was published here.