Jul 23 2024
11 min read
In today’s conversation, we sat down with Alexandra, an experienced professional whose career took a surprising turn thanks to a LinkedIn outreach in 2018. Since then, Alexandra has been actively involved in roles supporting program specialists and making a positive impact in her professional sphere.
In this conversation with Rang Technologies, Alexandra discusses her experiences, the challenges she’s faced, and her vision for a more inclusive workplace.
Alexandra, can you share with us your career journey so far and what initially drew you to this field?
I started in this field out of luck; a recruiter reached out to me on LinkedIn back in 2018 and introduced me to a role as an interview coordinator. What drew me to this opportunity was its potential to support program specialists fulfilling contract roles and making a difference in people’s lives.
What have been some of the most significant challenges you’ve encountered as a woman in your role?
I’ve been fortunate to work on teams where the majority were women, so I haven’t faced many challenges related to my gender in my current role.
Could you share an experience where you’ve faced gender bias or encountered microaggressions in your professional environment?
I often encounter assumptions due to my gender-neutral name ‘Alex.’ Many managers initially address me using ‘him/his’ pronouns in emails, assuming I am male until we meet via video call and clarify.
How do you manage work-life balance, and what support do you think would improve it?
I enjoy a good work-life balance, especially since I work remotely. This flexibility allows me to handle household chores during slow work periods. My current team also ensures workload distribution is fair.
What kind of support systems or networks do you find essential for women in the workplace?
Joining Slack channels with other women in the workplace has been beneficial. Additionally, external networking tools provide valuable resources and support.
In your opinion, what are some effective ways we can create a more supportive and inclusive work environment for all genders?
Equal opportunities for promotion regardless of gender are crucial. Ensuring fairness in career advancement can significantly contribute to a more inclusive workplace.
Are there any additional formal policies or changes you’d like to see implemented to better support women in the organization?
Implementing policies for equal pay and transparent pay scales across roles would be a significant step forward.
What advice would you give to other women entering this field or organization?
Your gender identity should never limit your career aspirations. Trust your instincts and speak up if you feel you’re not being treated fairly.
What specific initiatives or changes do you think the organization could implement to enhance the experiences of women employees?
Again, focusing on equal pay and transparency in pay scales would greatly enhance the experiences of women within the organization.
Alexandra provided valuable insights into her career journey, experiences with gender dynamics, and recommendations for creating a more inclusive workplace. She serves as a catalyst for meaningful dialogue and action in creating workplaces that embrace diversity and equality.
Employer branding refers to how a company presents itself to current and prospective employees. It’s the image that people associate with working for a particular company, encompassing the organizational culture, work environment, leadership style, and employee benefits. In today’s talent-driven job market, a strong employer brand helps attract qualified candidates and fosters loyalty among existing employees.
For Rang Technologies, employer branding goes beyond recruitment. It’s about creating a meaningful, long-term relationship with employees—one that reflects the company’s commitment to innovation, growth, and inclusivity. Rang’s ability to communicate this message has helped position it as a trusted and desirable employer in the workforce management industry.
