Career, leadership and diversity – A conversation with CMO Dorthe

I've gained experience in both large, global organizations and smaller, agile, and fast-growing companies. Over the years, I've held leadership positions at Microsoft, Unity Technologies, IBM, and Visma Consulting, focusing on driving go-to-market strategies, fostering growth, and leading teams across multiple markets. Before joining BE-terna, I worked as an interim marketing director and senior consultant, helping smaller IT organizations structure their go-to-market initiatives and drive B2B demand and lead generation.

One of the companies I worked for, Pipol, was acquired by BE-terna in 2020. That’s how my journey with BE-terna began, and in 2022, I stepped into my current role as Chief Marketing Officer (CMO).

What sparked your interest in the IT industry? Were there any experiences or people that influenced your decision?

It was the opportunity to build and manage relationships with strategic partners for a company represented in +20 countries worldwide that sparked my interest, more than the IT industry as such. I did learn how to code in school, and I belong to the generation that got its first computer while studying. Figuring out how to install computer programs using MS-DOS made me the go-to person for my friends when they needed help with their computers. This, combined with my interest in computer games, gave me a foundation for understanding technology.

However, it was my first experience at Navision Software that truly introduced me to the software business and influenced my decision to stay in IT. I was fortunate to work with a tight-knit, commercially driven team on a mission to expand globally while maintaining a local approach. Collaborating closely with development teams, I learned the details of databases and client-server solutions, allowing me to translate technical knowledge into meaningful conversations with alliance partners.

What specific challenges have you encountered as a woman in the IT industry, and how have you addressed them?

Since I started working in IT more than 25 years ago, I’ve been accustomed to an industry where men outnumber women. There has always been a gender imbalance in many organizations and teams I’ve been part of, but I rarely gave it much thought. Professionally, I’ve always experienced people being treated equally based on competence and experience.

What advice would you give to women pursuing a career in IT to help them overcome potential obstacles?

Build a network and relationships without focusing on gender. Having a mentor, peer, colleague, or manager you can trust allows for open and honest conversations about handling challenges you may encounter.

Don’t let challenges discourage you, see them as an opportunity to learn and grow. If you don’t have a technical background, stay curious and develop a basic understanding of the technology your company delivers.

How does BE-terna support women in IT, and what initiatives are in place to create an inclusive and supporting work environment?

We run various initiatives to support women in IT. Two years ago, we launched an interview series featuring female colleagues sharing their experiences in the industry. We have also sponsored selected Women in IT initiatives, such as the "Women in Dynamics" community, which is closely linked to our business. Internally, we formed a small working group to discuss diversity, and we conducted an internal survey to better understand what initiatives would be most impactful. We are also working with our shareholders Telefónica Tech to replicate and introduce initiatives that foster collaboration and knowledge sharing within the tech community.

How do you perceive BE-terna's company culture in terms of diversity and equal opportunities, especially for women in technical roles?

At BE-terna, we are committed to fostering diversity, equality, and inclusion, ensuring that everyone has an equal opportunity to contribute their talents and perspectives. To support this, we have a dedicated Diversity, Equality, and Inclusion (DEI) policy. As a company, we continuously work to align our recruitment, leadership, and growth opportunities with our commitment to inclusivity.

Personally, I believe, and it's also documented in various research, that a diverse workforce with diverse perspectives leads to better problem-solving and innovation.

I’m proud to work for a company that actively creates a workplace where everyone, including women in technical roles, can thrive and lead.

How would you describe your leadership style, and what principles are particularly important to you as a leader in your team?

I would describe my leadership style as transparent, empowering, and people-focused. Integrity and leading by example are non-negotiable for me. I believe leadership starts with keeping your word, being honest, and staying true to your values. I believe in freedom with responsibility, and I trust my team members to take ownership of their work and make decisions within their roles. By giving them autonomy to grow and innovate, I create space for them to excel while ensuring they feel supported. I aim to create an environment where my team feels encouraged to share ideas and take initiative.

Open communication is key, so I maintain an open-door policy where team members feel comfortable discussing challenges and successes. Over the years, I’ve learned that face-to-face conversations are far more effective than emails. It’s easy to hide behind written communication, but real dialogue builds stronger connections and fosters collaboration. Ultimately, my goal is to create an environment where people feel valued, respected, and inspired to do their best work.