The latest installment in our Q&A series with women leaders in data features Liz Henderson, aka the Data Queen. (Read our previous Q&A here.)

Liz Henderson, also known as the Data Queen, has held many roles over the past two decades: head of data management, data governance director, chief data and analytics officer, business mentor, board advisor, non-executive director, and advocate for STEM education, to name just a few. A frequent speaker and thought leader in the data industry, Liz excels at guiding organizations through their digital and AI transformation efforts to improve decision-making and competitiveness. You can follow her on LinkedIn and check out her blog and podcast here.

What inspired you to choose a career in data?

As with many others in data, I fell into it. A data career did not exist when I started work. I have an analytical, logical mind, so going into accountancy felt right. I was always good with numbers and enjoyed it for a number of years. However, month after month, balancing accounts to the penny became tedious. I needed more excitement, so I joined a retail organization as an analyst. The rest is history, as they say. 

Favorite female role model or mentor who encouraged you to succeed?

IBM collaborated with seven other technology companies to run events for women, promoting soft skills development, networking, and retention. The first year I attended, Debra Logan, a vice president at Gartner, was speaking. She explained how soft skills are key in the data industry, particularly in the CDO role. It lit my fire and got me excited about what my career path would be. I’ve checked in with Debra a few times over the years to gain insights from her on leadership skills and behaviors for bringing organizations on that challenging data journey. 

What do you see as the biggest challenge for women in data?

Unfortunately, I believe women still face challenges in the workplace, particularly in leadership. The behaviors often associated with strong leadership – like assertiveness – are perceived differently in women, sometimes negatively. During interviews, for example, men may be expected to showcase bold, confident behaviors that align with traditional views of success and leadership. Women, who may not express these traits in the same way, can be unfairly seen as less capable.

There are still too many negative biases that put women at a disadvantage. I recently came across a statement that resonated with me: “In leadership promotions, men are often judged on their potential, while women must prove they’ve already succeeded in the role.” Is this equality? You decide.

One of the biggest lessons I’ve learned is the importance of making your voice heard. Be polite and respectful, but stand firm until you achieve what you’re aiming for.

Best advice you’d give to other women aspiring to work in data and become data leaders?

Networking is key. I’m fortunate to have an incredibly supportive and collaborative network within the data industry, made up of both men and women.

My network has created some incredible opportunities for me to become more involved within the industry. When I joined the board for Big Data LDN, I was surprised by the overwhelming congratulatory support I received from my connections. One individual pointed out that this reflected my expertise, influence, and commitment to the industry. That remark gave me a new perspective on my work and how my successes can impact others – an insightful and eye-opening moment for me.

Did you know? We are producing our second Women in Data Management and Governance program at December’s Data Governance & Information Quality Conference in Washington, D.C. Join us in person and sign up for our Women in Data Management and Governance newsletter for the latest updates.