“He really took a chance on me,” Money says. “I feel very fortunate to have worked in supportive organizations, with leaders who believe in allyship and the importance of diversity, because I know it’s not the experience that everybody has had.”
At Sun Life, Money says there’s a true organizational drive toward diversity, with key performance indicators to measure it in terms of numbers of women, visible minorities, LGBTQ, and other diverse groups at different levels. Among numerous commitments, she says, is a goal to reach gender parity at VP and executive roles by 2025, with 25% being visible minorities.
Read more: The power of women and men working together
“In the past two years, we’ve been able to double the number of women leaders in the Digital and Business Technology Group, and about 40% of our IT workforce is women,” Money says. “So, I feel like we’re making progress.”
Today, Money is using her position in the organization to help develop the next generation of tech leaders. She keeps an eye out for promising young women, whom she offers opportunities to work on different teams for short periods of time. Through that so-called “gig program,” the young high-potentials have the opportunity to build the kind of presence, visibility, and expertise that they might not otherwise be able to develop until much later in their careers.
