Celebrating Women in Tech: LaToya Lyn’s Journey

As we celebrate Women’s History Month, it’s the perfect time to spotlight remarkable women in tech. In this blog, we shine a spotlight on LaToya Lyn, the Senior Vice President of People at VidMob, as she shares her inspiring journey and insights into fostering diversity and inclusion in the tech sector.

Can you tell us a bit about your professional background, career trajectory, and current role at Vidmob?

My professional journey has been fun and challenging as a black woman dedicated to cultivating equitable workplaces within tech. It was carved out of a passion for merging technology with humanity, ensuring that innovation serves everyone — not just consumers — but employees as well. It’s been a path marked by hands-on experience, continuous learning, from leadership education to staying at the forefront of AI, all combined to ensure that my People team strategies are as innovative as the technology that I represent.

As the SVP of People at Vidmob, I lead initiatives that not only attract but also nurture and retain a diverse workforce in an industry not traditionally known for doing so. My goal is to ensure that opportunities are promoted in a way that constructs a community where everyone, irrespective of their background, has the voice and space to thrive.

Can you elaborate on your journey in the tech industry to achieve success (including breaking the glass ceiling and securing leadership roles)?

Herein lies the challenge part of the conversation! My journey in tech didn’t come with a roadmap for me because there wasn’t one. It has required relentless perseverance, strategic networking, and showing up in meetings with the intent of aligning People team functions as a strategic business function. 

There were times when I showed up to meetings that I wasn’t invited to. Not because I love meetings, but because I knew I should have been there and it was the right thing to do. Success for me has meant having to navigate through bias — not just because I was often the only woman of color in leadership meetings, but also having to constantly prove the worth of the People team beyond traditional stereotypes. Securing leadership roles for me has involved not just showcasing my technical and managerial skills, but also advocating for the values of diversity and inclusion at every step.

Do you think your experiences as a woman navigating in a predominantly male industry have been unique?

Unfortunately, I’ve faced challenges that are far from unique to me; they are part of a broader narrative that countless other women have navigated before across a lot of industries. 

The good news is the world is changing quickly to be more inclusive. More than ever before, I can proudly lean into being a woman of color as my biggest strength. People are realizing that it embodies resilience, diversity, and a unique perspective that can fuel creativity and insight, and I want to be a powerful voice in shaping a more inclusive and understanding world.

What do you feel are the main barriers, due to gender and diverse backgrounds, to succeeding in industries like tech? 

In tech, gender and diversity barriers manifest in various forms, from unconscious biases to systemic inequalities. The most apparent issue to me is shifting the paradigm towards recognizing the intrinsic business value of broadening the profiles of talent. It’s imperative that we cast our recruitment nets far and wide, embracing not just the traditionally sought-after candidates, but also those with diverse and unconventional backgrounds.

Do you have strategies to overcome and address these?

By actively promoting tech job opportunities to individuals from varying experiences and paths not typically spotlighted, we not only enrich our workforce with a variety of perspectives but can also unlock innovations that lie at the intersection of disparate life experiences. It quickly enhances the collective potential for creativity and problem-solving. 

My job is to remind and inform others that if People team efforts don’t evolve, our company will be left behind— to understand that culture is now shaping HR and not the other way around. The challenge is to prove that these efforts have a positive impact on business results and that HR can be a cornerstone of a company’s success, not just a box to tick.

What are your thoughts on the need to promote industries and companies that champion inclusion and diversity on a global scale?

Promoting industries and companies that champion inclusion and diversity cannot be overstated. Outside of it being a moral obligation, it’s also a strategic business advantage. Diverse teams drive innovation, reflect global markets and therefore drive faster adoption, and solve complex problems with creativity and empathy. It has the ability to create a world where every individual has the opportunity to succeed, contribute, and shape a healthier future.

What is your advice to the younger generation of women and girls who are looking to follow the path to being industry leaders?

Embrace your unique journey. Your diversity of thought and personal experiences are your STRENGTHS! Find mentors and don’t be shy about asking for their help; invest in continuous learning; and find an unshakeable belief in your capabilities because you know your worth and value. The tech industry needs your voice, your innovation, and your leadership. Most importantly, we are not working for ourselves — we are paving the way for the next generation!