Computacenter Hires Their First Woman Onto Board

Reseller ComputaCenter has raised its game on diversity by adding its first female board member out to its previously all-male board of directors. Regine Stachelhaus recently served just like a membership owner management board at e. on from June 2010 out to July 2013 and likewise served as its chief human resources officer till July 2013.

Primarily based in Germany, she was previously government secretary regarding the German committee of UNICEF and worked for hp across a large variety of management roles, together with head of legal and sales director of its consumer business organisation. she originally qualified currently being a lawyer specialising in employment law and software licensing.

With each an all-male board of directors and senior management team across the UK, France Germany and Benelux, she joins ComputaCenter like the first female non-executive director. When conducting an internal diversity report Neil Muller, UK managing director at  ComputaCenter aforesaid stachelhaus was picked as a result of she was best suited regarding the role which the unintentional use of “masculine language” in job requirements can have been turning ladies off of applying for potential roles.

“We underwent a diversity and inclusion report. obviously there was positive and negative feedback and maybe was upon the perception of job requirements. We realised we were using a whole lot of masculine language – quite unintentionally. our use of language was terribly analytical with words an example would be ‘dominant’ and ‘ambitious’. We found a lot of female candidates are attracted to actually job roles that use language an example would be ‘dependable’, ‘connected’ and ‘loyal’, ” Muller aforesaid.

Muller aforesaid the var launched a sales associate programme in 2007 and at that point struggled to actually encourage ladies to actually apply : “we have recruited 35 individuals onto that programme in 5 years and currently 14 of those are female – 40%.

“Women bring extra dimension to actually the workplace utilizing a spanking new set of ideas and responses to actually customer desires, ” he aforesaid.

Clare Parry-Jones, sales enablement and selling director at ComputaCenter has previously worked for the corporate in 2008 and returned as she found the flexibility at ComputaCenter enticing : “i had kept in bit with ComputaCenter within the years and that i wished to firmly scale returning to a four-day week once more as my children were still toddlers, thus i left sap and moved to firmly Boston by having husband.

I still worked 2 days every week with the use of a ComputaCenter partner over there. in 2011, i came back in the UK as client director at ComputaCenter in the past have had many roles since. ”

Parry-Jones had moved from sap : “they merely had roles for 5 days every week and it also didn’t work for myself. plenty of operating mothers will notice themselves faced with that work/home life imbalance. ”

Before sap, where she was SME territory sales manager, she worked at stratus technologies systems ltd : “this was us-based as my husband was moving in the us for the office. I enjoyed a four-day week there too. ”

Parry-Jones was the integration lead at Compaq throughout the hp acquisition in 2002. Throughout her time at Compaq, she had 2 children and aforementioned maternity leave wasn't a challenging conversation to possess together with her employer : “In 2000, i took a year a have my son and that i came returning to a four-day week role at Compaq. hp bought Compaq and that i spent 10 months doing the integration. then i had my second kid.

“When i first started at Compaq, i had plenty of trouser suits and i'd been told we don’t sometimes like girls in trouser suits however when i came back from maternity leave, finally it was totally different there. returning wasn’t a challenging conversation to possess by having employer. i'd been clear exactly what i wished along with what i required. ”

ComputaCenter, that recently sponsored pc weekly’s girls in it event, believes annual development programmes are necessary notice out'>to see how the business desires will match people desires. it conjointly encourages monthly reviews.

“People got a touch-point where they actually will hear their managers views in contrast to going with their own personal perspectives, ” aforementioned Parry-jJones.

Muller added : “I enjoyed a review with the use of a lady yesterday and of course the technical facet on your role failed to come back up – finally it was the self-belief, emotional intelligence and cultural fit that we targeted on. ”