Annabel Berry

Role: CEO, Sapphire

What does Sapphire specialise in?

Sapphire delivers a range of managed security services, security consultancy and technology. More than a solution provider, we work on building partnerships with the security teams within our clients and pride ourselves on the quality and high standard of our results.

Name one thing most people won't know about the company

That we're over 25 years old and we are the founders of NISC!

How would you summarise your leadership style?

I would say that my leadership style is transformational. I'm passionate about supporting and developing people to be the best they can be and to feel empowered - it just makes good business sense!

Does the industry have a diversity problem and, if so, why does this matter?

Yes. It matters for two reasons. Because diversity, inclusion and equity are something that we should all be concerned with, giving people an even and fair playing field. The by-product of this means that we get the best-performing teams, and diverse companies are more successful and profitable than others.

I would say that my leadership style is transformational

Do you feel the outlook for women in the industry has changed at all in the last four years?

The data is showing that women have been more adversely affected generally by the pandemic both socially and economically, so we need to consider that whilst taking a view of the past four years.

Within cyber specifically, with the help of dedicated female-centric organisations such as LHS (Ladies Hacking Society) and Women in Cyber Security groups, our industry is increasingly focused on efforts to recruit, retain, and advance women, and rightly so since they make up only 24 per cent of the overall workforce in Infosec. So there is still work to do, not only around inclusion, diversity and equity to even up the playing field. The industry needs talent - let's look for it everywhere we can.

Name one thing companies in our sector should do differently to ensure they are attracting, retaining and promoting more female staff?

Focus on job descriptions and what you're asking for, but talk about and be aware of unconscious bias that exists during the interview process. Challenge what confidence, ability and success look and sound like. You get people to stay within your business by making them feel they belong.