This blog is part of our ongoing Women in Technology series.
Libbie Christy manages one of the global Project Management teams, assuring our client services’ quality and consistency. She confers with all departments to ensure our high-quality services are provided within negotiated schedules, budgets, and specifications for domestic and international, multi-million dollar cases. Additionally, Libbie consults with clients regarding ESI processing, hosting, and review. Finally, she leverages her many years of experience and expertise to advise case teams about our company’s offerings and how best these will suit their needs.
How did you get into this industry?
I was working as a paralegal for a small California firm when I decided it was not the right environment for me. After I left the firm, a recruiter reached out to ask if I would be interested in using my paralegal experience to scan and code documents. I accepted the offer. That was 25 years ago. Since then, I’ve had the fortune of watching the industry grow from paper document review into the technology-based electronic document review we have today.
What were some pivotal moments in your career that helped to get you to where you are today?
The most significant moment in my career was accepting my position with Consilio. When I started, the company was very small (only eight employees), and the position was not greatly defined. This meant I got to make it my own. Since then, I’ve sought opportunities to forge new paths, thereby allowing myself to define my positions rather than letting the positions define me. I’ve found the most success by embracing those aspects that make me unique and incorporating them into all aspects of my career.
Have you ever noticed a time in your career where your gender proved to differentiate you?
Absolutely. When I first started in the eDiscovery industry, the male to female ratio was about 10 to 1. I needed thick skin as sensitivity training did not exist in the early days. I also had to work hard to gain the respect of my male colleagues to prove I had the skills and knowledge to do the job. At the time, there was a stereotype that women were not “technical” and therefore didn’t understand the nuances of this burgeoning industry.
What is your advice for someone working in a predominately male workplace?
It’s up to you to decide whether you belong and no one else. I’ve found that most “obstacles” are a matter of perception. If you believe nothing stops you from reaching your goals except work and determination, then nothing will stand in your way. It can be daunting to be the only person of a certain gender, race, ethnicity, etc., in a room. Rather than focusing on what makes you different, remember what makes you a unique and valuable part of the team. Believe in yourself, and others will have little choice but to believe in you.
What do you think companies could do to motivate more women to pursue careers in technology?
Companies need to embrace the strength that comes from diversity, allowing people to thrive because of their differences rather than despite them. Leaders should regularly look around the table of decision-makers and take steps to bring more people along if all aspects of the workforce are not represented. This means more than saying the company embraces diversity. A concerted effort needs to be made to create diversity among the leaders by reaching out aggressively to the team as a whole. The growth plan of any company should include increasing diversity among the top leaders as an integral part of moving the company forward. Create an environment where women and other groups feel their contributions are not only accepted but valued.