HRTech Interview with Rafaela Mazzone, Senior Product Manager at Connectly

Reflecting on your leadership journey within the tech industry, from your role as the former Global Product Lead at Google to your current position as a Senior Product Manager at Connectly, Rafaela, can you provide a detailed account of your experiences and key learnings in these leadership positions?

Firstly, I’ve learned the importance of speaking up, especially in environments where one might feel underrepresented. As one of the few women in way too many of the meetings I attended, it felt sometimes intimidating to voice my opinions. However, I realized the value of my unique perspectives and the different insights I could bring to the table. By overcoming this initial hesitation, I was able to contribute ideas that others had not considered, simply because they had had different experiences – ultimately making for more interesting discussions and outcomes.

Secondly, I have found building a strong network and seeking mentors who have faced similar challenges to be invaluable. These connections have provided me with guidance and support, helping me navigate complex situations and make informed decisions. Their experiences have served as a roadmap for my own journey, offering insights and advice that have been instrumental in my growth as a leader.

Lastly, I believe it is essential to support other women as we advance in our careers. I see this as a personal responsibility to help create a more inclusive environment for all women in the tech industry. By lifting each other up and advocating for one another, we can collectively drive change and pave the way for future generations of female leaders in tech.

Having earned your MBA at INSEAD, an institution dedicated to embracing diversity in cultures and backgrounds, could you share insights you gained regarding diversity that resonate with your values? How do you incorporate these values into the purpose you find in your work?

My personal and professional journeys have been profoundly influenced by a curiosity about cultures and a desire to explore diversity in all its forms. This curiosity was sparked at the age of 10 when I stumbled upon a book about a young boy who went on an exchange program, opening my eyes to the world beyond my own. As an immigrant in the USA since 2016, I have personally experienced the challenges and opportunities that come with navigating different cultures and perspectives. This experience has deeply shaped my values and reinforced my belief in the importance of inclusivity and understanding.

Diversity can encompass a wide range of dimensions, and institutions often focus on only a few aspects. While INSEAD has not been strong in terms of gender diversity (although it is improving), it excels in national diversity. During my time at INSEAD, I was immersed in a truly global environment, surrounded by individuals from over 60 nationalities across the globe. While it wasn’t always easy, especially when encountering values and points of view that challenged my own – which has happened at least a couple of times – this diverse community enriched my education and reinforced my belief in the value of diversity in driving innovation and creativity.

In my career, I have been fortunate to work with people from various backgrounds and nationalities, allowing me to witness firsthand the value of different perspectives, especially in product development. I firmly believe that truly great products are built by embracing a diversity of viewpoints.

Because of my values and the learnings from my journey, I strive to incorporate diversity and inclusivity into my work. I am passionate about creating stronger, more innovative teams and driving greater success by embracing diversity. As I continue to grow in my career and as a leader, this commitment is one that I am dedicated to honoring.

How can schools, governments, and businesses collaborate to enhance gender equality in STEM-based careers?

Promoting gender equality in STEM fields is critical and can be achieved through several key pillars.

Firstly, ensuring greater representation of women begins with education and awareness. Schools play a pivotal role by promoting STEM education for girls from a young age, encouraging their interest and active participation in these fields. It’s essential to recognize that there is no inherent gender-related preference for one field over another; these preferences are often shaped by social constructs. For example, if boys are given building blocks while girls are gifted dolls, this can significantly influence their perception of the roles they are expected to fulfill in society.

Secondly, governments can enforce policies that guarantee equal opportunities for women in STEM careers. This can include holding companies accountable for achieving greater diversity, including gender representation. Governments can incentivize these efforts, and businesses can support them by implementing fair hiring practices, such as gender-neutral recruitment processes, fostering a work culture that values diversity, and offering equal opportunities for career advancement. While competence should always be the primary consideration in hiring, it’s important to acknowledge that many current recruiting processes are biased. Humans naturally tend to prefer people who resemble us, even if unconsciously. Therefore, ensuring a diverse pool of candidates and, when possible, a diverse hiring committee from the start is crucial. This will help generate a virtuous cycle of diversity and inclusivity.

Lastly, implementing equal and mandatory parenting leave policies is essential. There is strong evidence showing that unequal parental leave is a significant contributor to gender pay and promotion gaps in the workplace. Recognizing that parenting is a shared responsibility within a household is crucial for addressing these disparities.

How can fostering an inclusive environment, promoting “Inspire Inclusion” and “Women’s Empowerment,” alongside emphasizing values like active listening, contribute to improving work culture and bridging the gender equity gap in the tech industry?

I believe that initiatives promoting inclusion are extremely important. Diversity without inclusion is only half the job done. With that in mind, programs like “Inspire Inclusion” and “Women’s Empowerment” offer numerous benefits. They foster a sense of belonging and educate individuals from all backgrounds – not only minorities – helping to break down stereotypes and biases that exist in the tech industry. This, in turn, can boost employee engagement and retention, as individuals who feel valued and supported are more likely to remain with the company and contribute to its success.

However, it’s crucial that these initiatives are supported by tangible examples and practices from the company leadership. Without genuine commitment from the top, these efforts can be seen as superficial. For example, if discussions about diversity and inclusion aren’t backed by meaningful representation in leadership roles and if unfair gender practices persist, these initiatives will fall short. To drive real change, action must accompany rhetoric, especially from those who hold the power.

Considering the findings from the UN Women 2022 Report, which reveals that only 1 in 4 women holds leadership positions at 20 of the largest global tech companies, despite comprising 33% of the workforce, what barriers need to be dismantled to enhance gender diversity at both executive and entry levels?

I can think of several impactful strategies, but a few key approaches seem more impactful to me. First, to enhance gender representation at the top, companies need to foster a culture of inclusivity where everyone feels empowered to contribute. This includes providing space for others to speak and voice their opinions, especially those from underrepresented groups who may not always feel as comfortable doing so. It’s crucial for every leader to embrace this responsibility. Additionally, it’s important to be mindful of our own biases and work towards addressing them through broader awareness and education initiatives within the company.

Promoting more inclusive hiring practices is also key. This can start with simple initiatives like using gender-neutral language in role descriptions and actively advocating for a diverse pool of candidates.

Furthermore, those in positions of influence can make a significant impact by advocating for more equitable parental leave policies. As I’ve mentioned before, I am a strong advocate of this point. I believe that without addressing these issues, we cannot effectively tackle the gender disparities in the workplace, including the pay gap and access to leadership roles.

Why do you think it is important to celebrate International Women’s Day?

Celebrating International Women’s Day is crucial for several reasons. It serves as a reminder of the progress made in advancing gender equality and women’s rights, while also highlighting the work that remains.

Moreover, International Women’s Day is a call to action. It raises awareness about the challenges and inequalities that women continue to face worldwide, including gender-based violence, unequal access to education and healthcare, and the gender pay gap. All huge across the globe, by the way, including in many developed nations.

For those who may question the significance of this day, I would offer two points. Firstly, from a moral standpoint, representation and equal opportunities for everyone contribute to a more equitable and just society. Secondly, there is a practical angle to consider. Research shows a strong correlation between diversity, including gender diversity, and financial performance. Diverse teams bring a range of ideas and perspectives to the table, reducing biases and improving decision-making. This, in turn, leads to better financial outcomes for companies.

How does the “Magnet Effect,” coupled with “The Ripple Effect of Valuing Others Improves Work culture,” contribute to promoting women in leadership roles, especially in the tech industry?

In my opinion, these concepts are key because they address fundamental human needs. People are more likely to aspire to positions they believe are attainable to them, and seeing other women in leadership positions makes these positions appear more achievable. Additionally, humans are social beings who thrive in communities where they feel valued and supported. By promoting a culture of inclusivity and valuing others, organizations can create environments where women are encouraged to pursue and excel in leadership roles in the tech industry, which is still fundamentally male-dominated.

What is the most important piece of advice you have been given and would like to give to our readers?

The most valuable piece of advice I’ve received, which unfortunately I don’t recall the source of (possibly from a book), is that most decisions are not as definitive as they might seem. This insight has been incredibly freeing, especially when faced with major life choices. For example, leaving a comfortable job to pursue a new opportunity may seem daunting, I have been there myself. But when you realize that the worst-case scenario is simply needing to pivot again, the decision becomes less intimidating.

This perspective has empowered me to take many leaps and risks over the last few years. Whether it’s moving to a new city or embarking on a new career path, understanding that decisions can be revisited and adjusted has allowed me to embrace change and pursue new opportunities with more confidence. My advice to our readers is to remember that most decisions are not irreversible. Embrace change, take some risks here and there, and don’t let the fear of the unknown hold you back from pursuing what truly excites you.