Donavan Hutchinson

CRN: What's the most pressing issue preventing progress with diversity today that no one's talking about?

DH: " I believe the biggest challenge is that of proactive action taking when it comes to DEI and also the systematic barriers. The tech community has always had a much greater focus on gender diversity as a social construct however it has overlooked the systematic issues surrounding sexism, racism, ageism and classism. Rather than trying to focus on "fixing" individuals the focus should be on addressing the systematic barriers first hand.

"The other area I would say is that of transparency of DEI reporting. Many organisations have set goals for DEI however they are not monitoring or publicising the progress against these goals in the way they are for environmental goals. In order to drive progress , organisations need to assess their DEI strategies, Set goals but also evaluate and report on them in order to keep the focus applied and to keep driving the efforts forward to achieve the goals."

CRN: How much progress do you believe the industry has made in diversity since you started working in IT?

DH: " The industry has made a lot of progress when it comes to raising the profile of gender diversity over the years however, we still have a long way to go and the focus needs to also now apply to all other social constructs. Recent reports show that in the last decade Gender diversity at executive level has more than doubled however it would take a very, very long time based on the current trend for true equity to be reached.

"Ethnic diversity also needs focus and often this is area businesses tend to forget about or overlook. I do however feel that the Tech community is starting to see the benefits of being more diverse and this is leading to a much higher focus for them. Customers and partners are all doing the same and therefore its important that the industry adapts to ensure they are not left behind when it comes to CSR and DEI initiatives."

CRN: What should senior management teams be doing more of to help create a more inclusive industry for everyone?

DH: " Action speaks louder than words and its imperative that leaders embrace DEI and specifically inclusivity within business. Education is key but so is action taking and leading by example. Senior manager and leaders are looked up to in business and without the active engagement and support then achieving true inclusivity will become a challenge. Senior managers and leaders need to understand the intersectionality of the different social constructs and for true inclusivity , to embrace , and support each and every single one of them in a proactive manner either as allies, mentors or as community members."

CRN: How did you first get into the IT industry?

DH: " By complete chance !, After exiting the army due to an accident, I ended up interviewing at a reseller over 20 years ago courtesy of my mom getting me the interview through the Sheffield Thursday newspaper (Thanks Mum) and this was merely to help me to overcome the boredom and frustrations of my recuperation and to keep my mind as active as possible.

"I then started the very next day in sales and have never left the industry to this day. Whilst it was not my chosen field or focus longer term I have found the industry to be extremely rewarding over the last 2 decades given that its ever evolving and with lots of exciting opportunities to develop. I now adore the industry as we are in an exciting period of technology advancement and to be part of this is what keeps me and probably most of the people in the industry as a whole."

CRN: What have been some of your experiences (both good and bad) with how the channel has historically approached diversity?

DH: " I've been quite fortunate over the years to have had great mentors of which I have shouted out about many times as they have helped me to grow and develop but also steer me in the right direction whilst supporting me without bias during my career. When it comes to DEI , the industry two decades ago is not the same as it is today.

"It has developed and progressed in a positive way however I found it quite daunting but also very difficult coming out within the industry years ago due to the discrimination which unfortunately still exists today. Being an advocate for underrepresented groups and also helping to drive DEI across the channel has also come with its challenges too. My motivation however remains laser focussed given that even in recent engagements I have seen direct and indirect discrimination either towards me , or others and this is something I am committed to eradicate by helping to support businesses in their focus on Driving meaningful DEI strategies within their business."

CRN: Who have been your biggest role models in your professional life, and how have they helped you to succeed?

DH: " This is a difficult question as there are so many amazing role models and mentors I have had the privilege of working with and I continue to find role models across the industry who inspire me for one reason or another. I would have to say that the role models who really inspire me in the industry are Hayley Roberts, CEO of Distology. Hayley is a force to be reckoned with and a true inspiration for women in tech and the younger generation but is also a great mentor and friend.

"I've said this many times before also, Julie Marsland who many have worked with at Insight and PCM and has now left the tech industry has always been a guide to me, David Abbott , SVP at Zones, Whilst I know he doesn't like the limelight at all is a great sounding board and someone I respect , trust and look up to given his support.

"Shelley Hennessey at CDW, Penny Williams at CDW, David Watts at TD Synnex , Dave Stevenson at QBS, Jamie Brothwell at Exertis, Sara Yirrell at CRN, Alison Say at IBM, Nicola Hodson at IBM, Geffrye Parsons at Inclusion Imperative and many, many more. Each have incredible qualities that inspire me and keep my focus on driving my focuses forward each and every single day."

CRN: Do you think companies should be compelled to publish ‘ethnicity pay gap' data?

DH: " Absolutely, I believe the more information we have about the diversity statistics across the industry , the better. It will allow us to assess progress but also areas that need focus and attention as a whole."

CRN: Has it always been easy for you to be open about your identity in the workplace?

DH: " Not at all, Over the years it has become much easier however this has been down to my own efforts in being more honest about my sexuality, disabilities and also advocating for DEI and helping to normalise the discussion across the industry rather than it being a taboo subject. For many, its disappointing that individuals cannot be the truest and most authentic version of themselves due to fear of discrimination and fear of how this will impact their careers.

"Over the years and even recently , being open about all the intersectionality's that make me who I am as a person has been a challenge at times and in some instances I still find myself falling back into censoring certain details about myself in certain situations. I am however confident that the industry as a whole is on the right trajectory and is doing more and more each day to make the industry not only more diverse but Inclusive."