MotherBoard Ambassador Spotlight : Pamela Bennett

MotherBoard is powered by ADLIB, a BCorp certified recruitment agency with a purpose. In 2023, we set up the ADLIB x MotherBoard Ambassador scheme for employees wanting to volunteer their time and join our mission of creating a more gender-fair and inclusive tech industry. As part of a series showcasing our amazing volunteers and ambassadors, we caught up with Pamela Bennett, People Manager at ADLIB.

Firstly, can you please introduce yourself and tell us a bit about your current role?

I am a People Manager and have been working with ADLIB for around 1 and a half years. I have just finished my master's and have three teenage kids who are all contemplating their next steps in their journey and career. My role as a People Manager encompasses various areas in an employee's lifecycle, from ensuring internal processes run smoothly to focusing on onboarding, performance, reward, wellbeing, exit, and ensuring alignment with our values as an organisation.

What motivated you to become a MotherBoard ambassador?

As a mother, I understand how challenging it is to have a successful career while being the parent you aspire to be.

Creating a balance is difficult; however, it is rewarding if you can work in an organisation that creates family-friendly policies. Being an ambassador will help me advocate for a purpose that I am passionate about and help with the challenges that face all working mothers, regardless of the sector you work in. I also look forward to learning from other ambassadors, contributing to internal improvements, and influencing policies in other organisations.

“Over 20 years ago, I went to Uni to study Computer Science, and as the only female in the class, I felt isolated and struggled to find understanding peers, eventually dropping out. This experience has stayed with me and becoming a MotherBoard Ambassador means I can actively promote diversity and inclusion externally and shed light on issues that may not be visible to other organisations.”

What does being a MotherBoard Ambassador mean to you?

Over 20 years ago, I went to Uni to study Computer Science, and as the only female in the class, I felt isolated and struggled to find understanding peers, eventually dropping out. This experience has stayed with me and becoming a MotherBoard Ambassador means I can actively promote diversity and inclusion externally and shed light on issues that may not be visible to other organisations.

What are you most looking forward to as part of being an ambassador?

Being able to create awareness and discuss topics that are there but invisible to some.

Working parents who can comfortably manage their families will be more engaged, demonstrate organisational commitment, and increase retention. This, in turn, allows organisations to recruit from a more diverse workforce, enhancing creativity and innovation, which is particularly needed in the tech industry.

Why do you think making the tech industry more inclusive of mothers and working parents is important?

On an organisational level, it increases productivity and engagement by creating a more inclusive workforce. In the past decade the traditional 9–5 roles are disappearing, enabling mothers to return to the workforce. Working parents who can comfortably manage their families will be more engaged, demonstrate organisational commitment, and increase retention. This, in turn, allows organisations to recruit from a more diverse workforce, enhancing creativity and innovation, which is particularly needed in the tech industry.

What do you think is the main hurdle stopping employers from being more inclusive?

The awareness and understanding of why it is important and how becoming a family-friendly organisation will deliver a return on investment. Internally, the time it takes to implement policies and gain manager buy-in are also significant challenges.

Think outside the box; we have enough technology and flexibility to support mothers returning to work. There is untapped talent that, with a few adjustments within the organisation could attract, retain, and create a more engaged workforce through empathy and a departure from archaic working practices.

What do you think the priority should be for creating tangible change for working mums in tech?

Training managers on the policies each organisation offers, such as enhanced parental leave, and creating an open environment where employees can discuss the challenges of balancing family and work.

Any final words of advice for other people looking to better support mothers in the Tech Industry?