At LinkedIn, inclusion isn’t policy — It’s practice

Nithya Rajagopalan’ story is an example of how curiosity, perseverance, and engaging with our allies can help to overcome the challenges involved with being a woman in a field that is still gravely unbalanced with women in leadership roles. From her unexpected discovery of a passion for coding to now creating and delivering talent platforms at one of the most high-profile technology companies in the world, Nithya has faced challenges not just by following the trail blazed before her, but by having the courage to blaze her own trail.

In this conversation with Dataquest Nithya reflects on the transformational moments that have guided her path up until now, the challenges that she has faced, and a reminder that we all share a responsibility to create the change needed to build a better future for women in technology. Excerpts:

What defining moments shaped your journey to tech leadership?

I have always been someone who set high goals for myself. Even when quick and easy options were available to me, I sought out a challenge.

Putting myself right in the thick of the unknown really supercharged my learning. It taught me to take a wide view of a problem, rather than sticking to the limits of one domain. As I grew in my career, I was able to cross pollinate learnings across domains, which opened up ideas and opportunities that might have been non-obvious otherwise. It helped me to develop skills like critical thinking and problem-solving - skills that I would later on use at LinkedIn.

Facing adversity helped push my capabilities and had me stepping out of my comfort zone. But it takes a village. My family was my strongest support system throughout. Coupled with the invaluable guidance and mentorship at work, I was able to tackle challenges head on.

Their experiences, insights, and support provided a sense of direction and helped me navigate any setback, constantly improve my approach, and learn at a pace I wouldn't have achieved otherwise. Their belief in my potential helped in pushing me to tackle increasingly difficult obstacles.

What barriers did you face as a woman in tech, and how did you overcome them?

It is a reality that men outnumber women in tech. But in my case - like I suspect is true for a lot of my fellow women in tech - it only motivated me more. This mindset made me truly internalise the belief that one’s individual capability and ambition is what matters most at the end of the day. If you really want to do it, the world cannot stop you.

I actually started my engineering degree in Electronics, and stumbled into Computer Science entirely by accident - a college project required some coding and I so deeply enjoyed it, I switched streams. This natural curiosity and love for the work itself continued to be an asset when I started working. In my first job, I was tasked with one aspect of a project.

But I was much too curious - I wanted to understand it in its entirety. I started exploring aspects that were outside of what was on my to do list, asked a lot of questions, and suggested solutions. My tech lead at the time noticed my enthusiasm and encouraged me - his validation that my thinking was going in the right direction was followed up in action when he asked me to lead the project. As a junior techie, this was incredibly empowering for me.

For women in tech, there is always a constant and tireless effort to prove one’s skills and validate them. At LinkedIn I have found the space to challenge the status-quo, delivering high-quality work and an opportunity to continuously improve my expertise through skill development. Something that was equally important was the supportive allies I found who recognized my contributions and stood up for my abilities, making sure my work and insights were acknowledged and valued. It really takes a community to make it happen.

What concrete steps has your organisation taken to promote gender diversity in leadership?

At LinkedIn, our vision is to create economic opportunity for the world’s workforce. I believe that the real work of that begins at home, by building a workplace that is equitable by design and enables all talent to thrive.

At LinkedIn we have Employee Resources Groups like Women@LinkedIn, communities like Women in Tech (WIT), growth and development programs focused on building a strong pipeline that empowers women leaders, community initiatives for women in leadership and allyship programs. We’ve also started mentorship programs to help women grow in their careers, focused on enhancing LinkedIn’s ability to attract, assess, and hire the most qualified and diverse talent, and enhanced career development processes to center talent.

Leadership modeling is critical to making these initiatives a success. Our leaders embody a culture of inclusive leadership, which is encouraged in a holistic fashion - not just in our principles and values, but also through dedicated workshops, practices and resources. We very much walk the talk at LinkedIn.

What strategies do you believe are most effective in fostering inclusive leadership?

Inclusive leadership starts with everyone - not just women - committing to embodying diversity, inclusion and belonging. This is not the purview of a few or just a nice to have, but values that need to be seeded into the DNA of who we are as a company. And that is only possible when everyone does their bit to foster a workplace where different perspectives and experiences are welcomed and appreciated, ensuring that everyone has the chance to succeed.

We recognize that talent is widespread, but access to opportunities varies. That’s why we are committed to building a more fair and accessible world of work, both within our company and through our platform.

What advice would you give to companies aiming to build a stronger pipeline of female tech leaders?

I recommend what worked for me - giving women ample chances to grow early in their careers. Support them with mentors who can offer guidance. Don't wait for them to ask for leadership roles. Actively look for and encourage talented women to take on the responsibility. Provide them with opportunities to learn and advance within the company. This proactive approach will help build a stronger pipeline of women tech leaders.

What legacy do you hope to leave for the next generation of women in tech?

I want to tell the next generation of women in tech exactly what I tell my daughters everyday - to be bold, to take risks, to not be afraid of intellectual challenges, and to be audacious when it comes to their ambitions.

I hope the next generation of women in tech know that they can be themselves and lead in their own way - you don’t have to play by someone else’s rules. I hope to leave behind an industry where women feel truly seen for who they are, where their ideas matter, and where they are given plenty of chances to grow and lead.

And beyond the next generation of women tech leaders, I hope the world gives them the support I was lucky enough to experience in my early career and continue to experience at LinkedIn now. When we all come together to try and make the world a better place, we can actually make it happen.