Episode 59: Kara Sprague, CEO of HackerOne

Our next guest on ‘Tech Connects’ is Kara Sprague, CEO of HackerOne. With over two decades of experience as a tech leader, Kara has held significant roles at F5, McKinsey, Oracle, and Hewlett-Packard, culminating in her current leadership at HackerOne. She also served on the board of Girls Who Code, a nonprofit dedicated to achieving gender parity in technology jobs.

Given that background, she brings a unique perspective on the intersection of technology, leadership, and diversity, and I wanted to talk with her about the idea that diversity and meritocracy are not mutually exclusive, but rather complementary forces for organizational success. Given the ongoing discussions about diversity, equity, and inclusion in the U.S., her insights on achieving top business results through diverse teams make for a fascinating interview. Let’s jump in!

Here are some quick takeaways from this discussion:

·     Progress in Achieving Gender Parity Remains Incremental: While awareness and discourse regarding diversity in technology have increased, statistical progress in achieving gender parity has been slow. Graduating rates of women in STEM fields and their representation in technical workforces, particularly in executive roles, have shown limited improvement. Organizations must recognize that achieving meaningful change requires sustained, long-term commitment and systematic efforts to address underlying barriers.

·     Diversity is a Catalyst for Enhanced Performance: Research consistently demonstrates that diverse teams exhibit superior performance due to varied perspectives, reduced cognitive biases, and diverse problem-solving approaches. Companies should prioritize building diverse teams to enhance productivity and creativity. Furthermore, they should develop methods to measure the impact of diversity initiatives, recognizing that improvements may not be immediately quantifiable but will yield significant long-term benefits.

·     Navigating the Dual Nature of AI in Cybersecurity is Critical: The advancement of AI presents both opportunities and challenges in cybersecurity. While AI tools can augment cyberattacks, they are also essential for defenders to scale their impact and address the cybersecurity talent gap. Organizations must be cognizant of the potential for AI tools to perpetuate biases and ensure that human oversight and discernment are maintained in their application, particularly in recruitment and talent management.

·     Implementing Systemic Changes to Foster Inclusion is also Important: To support women aspiring to leadership roles and to create inclusive environments, companies must adopt systemic changes. This includes removing bias from recruitment, evaluation, and promotion processes, and establishing programs that foster a sense of belonging. The selection of AI tools should prioritize those with reduced bias, and organizations should move beyond mere rhetoric to implement concrete, measurable actions that promote diversity and inclusion at all levels.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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