International Women’s Day (IWD) emerged from early movements advocating for women’s rights, particularly in labor, voting, and equality. Initially driven by activists and organizations seeking better working conditions and political representation, it grew into a global movement. Over time, it gained widespread recognition, evolving from protests and demonstrations into a day of celebration, reflection, and continued advocacy for gender equality.
Today, HealthAxis reflects on the progress made in the healthcare technology industry in terms of equity and inclusion. We would like to take a moment to recognize the commitment to these ongoing movements our leaders showcase. The HealthAxis team, who are not just breaking barriers but also redefining leadership in the industry, came together to discuss this year’s theme, “Equity in Action: Accelerating Progress.” These inspiring leaders are driving change, fostering inclusivity, and setting the standard for equitable success within healthcare technology.
What does diversity mean to you personally and at HealthAxis?
Heather Peterson: Diversity means to me that different viewpoints and experiences are present at the table. Research from McKinsey & Company, Harvard Business School, and many others shows that diverse teams produce better results and decisions. Ten years ago McKinsey proved by looking at 366 public companies around the world that companies in the top 25% for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry average and companies in the top 25% for gender diversity are 15% more likely to have financial returns above their respective national industry average.
Jason Master: To me, diversity means embracing and valuing the unique perspectives, experiences, and backgrounds that each individual brings to the table. At HealthAxis, diversity fosters innovation, collaboration, and a sense of belonging, allowing us to better understand and serve our diverse clients and communities. It’s about creating an inclusive environment where everyone feels respected and empowered to contribute.
Norah Brennan: Diversity is what has expanded my world view – whether it was as an exchange student in Germany 35 years ago or working in various regions of the US as a consultant or getting to know my neighbors in my small town – diversity of ideas and perspectives is what makes all of us stronger. In my role at HealthAxis, bringing in a diversity of ideas is how we innovate and design capabilities that meet the needs of a variety of our customers. Whether it’s accommodation for end users with different abilities or ensuring internally we are bringing a wide set of stakeholders to the table to have a broad set of ideas to consider – diversity in all forms helps us build better software.
Suraya Yahaya: I see diversity meaning strength in different experiences, backgrounds and ways of thinking in all of its forms. Yes, gender, race and other more commonly discussed forms of diversity are key ingredients in this mix because we all experience and react to things differently – and the sum of all of this is what makes us stronger, not only personally but at HealthAxis. When we create teams, bring in diverse points of view in our decision making and hire diverse talent, those different perspectives are what makes us the great company that we are.
How do diverse leadership teams contribute to innovation and excellence in at HealthAxis?
Heather Peterson: Diverse teams contribute to innovation and excellence because thinking differently and having different backgrounds and experiences facilitates launching a new product, troubleshooting an existing product, planning for the future and responding to adversity. All things that we are doing here at HXG.
Kim Bogart: A diverse leadership team brings contributions in many ways. Broader perspectives from various backgrounds bring different experiences, views, and approaches to problem-solving. Bringing the best ideas together creates innovative solutions. Decisions can be made from considering several perspectives. This provides an avenue for well-informed decisions.
Diversity within the leadership team drives well-informed, better problem resolution by considering various perspectives and approaches, drawing from experiences and best practices that may not be considered in a single-threaded approach.
Norah Brennan: One of the things that excited me about joining the HealthAxis team was the purpose statement on the HealthAxis website: “Empowering Health Plan Transformation for Positive Change. We will transform the way healthcare is administered in the United States by providing innovative technology and services that uniquely solve critical healthcare payer challenges negatively impacting member and provider experiences. We live and work purposefully, care about others, act with integrity, communicate transparently, and don’t take ourselves too seriously.”
I keep this statement at the top of my weekly to-do list to serve as a constant reminder of our mission and objectives. Fostering an environment where ideas can thrive is crucial to building great solutions for our clients. Leaders are not only tasked with driving the vision of our organization but also with leveraging our past professional and personal experiences to inspire innovation and excellence within ourselves and our teams.
Suraya Yahaya: At HealthAxis, we are fortunate to have many talented people who bring their best each and every day. We have some of the most dedicated, creative and can-do people I have ever had the privilege to work with. The diversity of thought, experiences and backgrounds lead to very creative solutioning, which in turn drives innovative ideas that benefit our clients and employees. It’s one of the reasons that our company has evolved successfully over the years and why we continue to have a strong outlook on future growth.
How can we, as individuals and organizations, collaboratively accelerate action for women in the tech sector?
Norah Brennan: One of the more recent additions to discussions about diversity is “belonging” – ensuring that every person feels like they are an integral part of our organization. We must be willing to challenge the unconscious biases that can delay a woman’s career progress, ensure our organizations have equitable growth paths for all individuals, and be open to changes that align what our organization needs with what candidates can bring to the table. As an individual, when I feel like my capabilities are a welcome and solid fit into an organization’s vision and purpose, it creates a sense of belonging inspires my daily work. Everyone should have the opportunity to come to work and feel like they belong.
Suraya Yahaya: I think we do that by making it part of our everyday decision-making process, rather than a “program”. Can we hire the best talent, and how do we ensure that we’re opening doors and creating seats at the table to create the most diverse talent pool and then make the best hiring decision from there. Which means, this translates to actions and decisions outside of just the workplace – mentoring, coaching, volunteering at schools, referring talent, etc. – all leads to the best diverse talent pools out there, which naturally includes highly talented women.
What advice would you give to women aspiring to leadership roles in healthcare and technology?
Heather Peterson: My advice to women aspiring to a leadership role in healthcare or technology is as follows: (a) find a more seasoned individual to mentor you – I know its hard to ask someone to mentor you early in your career, because I did it myself; while daunting to do (literally shaking in my shoes as I asked a VERY senior female leader to mentor me), that mentorship was invaluable in my early career; (b) seek out the difficult – just like you don’t grow stronger physically without taxing and pushing your body, you don’t grow other skills sets from a position of comfort; (c) in the immortal words of Beth Dutton from Yellowstone ““You learn, you fail; learn more, fail more. And don’t let anyone outwork you, ever.” The corollary to that quote is that you must accept failure (hard to do) and then learn from that failure; and (d) figure out how to turn off the voice in the back of your head that is full of doubt. Again, easy to say but hard to do. BUT that voice of self-doubt holds you back.
Norah Brennan: Your skills and talent are what positions you for growth and taking on leadership roles. That said, none of us come into healthcare or technology knowing how to do everything, and that is doubly true for leadership capabilities. Look for leaders you can model and learn from; most leaders are willing to mentor and share insights from their own journey. Through it all, remember that you are defining your own journey. Your specific abilities will ground you; your ability to learn and discern what leadership style works for you enables you to take on just about any challenge and opportunity that comes your way.
Lisa Kemp: As a leader, you must be willing to take calculated risks and champion diversity, which ultimately fosters better outcomes in both healthcare and technology. Diversity in thought, background, and experience drives innovation, and embracing it creates solutions that are not only inclusive but also more effective and adaptable.
Being a transparent and empathic leader has been the cornerstone of my success. By listening and learning from internal and external stakeholders, you build confidence in those you lead and support. When people see you as authentic in your actions and decisions, trust naturally follows, creating stronger, more cohesive teams.
Remaining optimistic during challenging times is key to demonstrating resilience and capability. As the healthcare landscape evolves, your ability to stay positive and focused inspires others to push forward despite adversity. This resilience in the face of change keeps teams motivated and fosters a culture of adaptability and growth. Leadership requires a balance of vision, empathy, and resilience. By combining these qualities while advocating for diversity and promoting innovation, you inspire those around you to be their best. This approach drives success and leads to long-term, impactful change.
Rebecca Pessel: For women aspiring to leadership in healthcare and tech, embrace continuous learning, build a strong network, and seek mentorship. Advocate for yourself, take on challenging projects, and develop both technical and leadership skills. Stay resilient, challenge biases, and support other women along the way. Your voice and expertise are needed, lead with confidence and purpose!
Suraya Yahaya: Find good mentors and allies – men and women; advocate for yourself; show up as your best self, always, bringing value to the table; create opportunities for yourself and others; and always show gratitude and give back in some way.
This year’s theme is “For ALL women and girls: Rights. Equality. Empowerment.” – what opportunities do you see to continue to drive change towards this goal?
Norah Brennan: I love this year’s theme of inclusiveness – and particularly the focus on empowerment. It may be a data point of one, but I left school many, many years ago expecting that I could do anything I set my mind to; yet still thought part of setting my mind was fitting into certain male-defined criteria to be successful. Fostering empowerment for all youth of all genders will enable inclusive access to the tools and opportunities that lead to a more equitable future, where the definitions of success are not boxed in by outdated expectations. I hope to be a mentor and encouragement to women just entering their professional careers, share my experiences – and very importantly – learn from what the younger generations are proposing that shifts my own expectations of “how things are supposed to work”.
Suraya Yahaya: I think Empowerment is such a substantial value and mindset. And you can’t have Empowerment without advocacy. Continuing to advocate for oneself and advocating for others is a massive opportunity for organizations, leaders, and individuals. Be the person who stands up and brings someone along or points out a viewpoint that is being overlooked. Be the person who puts people in positions to take on new roles and challenges and to showcase new talent. Be the mentor who raises up women and girls, and together, I think we can achieve this goal.
Let’s continue to honor diversity and equity in leadership today and every day.
This International Women’s Day, we celebrate these exceptional leaders who embody the spirit of progress. Their leadership propels HealthAxis forward and inspires the next generation of leaders in healthcare technology. These leaders drive transformative change by championing equity in their roles and impacting the industry and beyond.
Learn more about our leadership team, HealthAxis’s history, and our solutions.
