The 2025 Inclusive Channel Leaders Awards
CRN recognizes over 80 individuals across the channel who are dedicated to building an inclusive culture where everyone can thrive and reach their full potential.
In its third annual Inclusive Channel Leaders list, CRN shines a spotlight on those executives who lead by example and are driving diversity, equity and inclusion across their organization.
This year’s Inclusive Leaders share the belief that the keys to building a diverse team are ensuring people feel valued and respected, celebrating everyone’s unique strengths, embracing differences and inspiring others to find their voice. They also are not only looking at today’s teams but at tomorrow’s, remembering their own experiences and the mentors who paved their way and turning those into lessons to lift up those who are just beginning their careers.
Here are this year’s honorees, all of whom are making sure everyone’s voice is heard.
(By last name)
Gregg Ambulos
VP, North America Channel Sales
Dell Technologies
For Ambulos, inclusive leadership reflects several of his core values such as respect, dedication and recognizing the unique strengths everyone brings to the table. He says he has been inspired by leaders who have created spaces where he felt valued and supported and is driven to ensure others experience the same. He now serves as a mentor to many team members and actively fosters a culture of inclusion in his organization. He has provided guidance to several early-in-career roundtables and discussion groups as well.
(By last name)
Jackie Anderson
VP, Americas Partner Sales
Ericsson
Anderson says she has learned over the years that when everyone feels valued and heard, they contribute at a higher level and experience more fulfillment at work. She ensures there is a diverse group of people in her organization as she believes that sometimes a younger perspective is needed or someone who grew up outside the U.S. can help her see a blind spot across a customer base that needs to be addressed. She also has mentored a new female teammate, improving her confidence with coaching tips, which made a significant difference in her last review.
Luis Armendaris
CEO
Gordon Lewis Group
Armendaris says he is driven to be an inclusive leader because of his global experiences, having lived in diverse places and socioeconomic backgrounds, and has seen firsthand how diverse backgrounds shape unique perspectives and enrich problem-solving and innovation. He actively seeks and develops talent in under-represented regions, creating opportunities where skilled professionals are scarce and builds diverse teams across countries, fostering cultural alignment and stronger connections. Through cross-cultural engagement and shared experiences, he promotes inclusivity, helping teams appreciate differences while uniting under common values.
Benjamin Baab
VP, Commercial Credit
TD Synnex
A member of TD Synnex’s Finance DEI Committee and Finance Health and Wellness Committee, Baab sees inclusivity “as a mindset as much as it is an activity,” striving to weave inclusivity into every project and every interaction. With that belief, he celebrates individual differences while also promoting the common bond of “team.” He says he sees it as a privilege to help others find their sense of belonging and ensure that another person feels like they are a part of the team, group or organization.
Alison Bartalino
VP, Finance, Controller
Logicalis US
Bartalino has built a diverse finance team at Logicalis and encourages the team to feel safe, respected, learn from each other and embrace their differences. She also is the Community Pillar chairperson of Logicalis’ Responsible Business Committee, which has seen significant growth in participation. The committee is also working to partner with OEMs and other companies that are successful in diversity and inclusion to have a bigger footprint and impact nationally.
Laura Blackmer
President, Dealer Sales
Konica Minolta Business Solutions
Blackmer believes being “inclusive” is less of a word definition as it is a picture in her head of being in an environment where there is a diversity of thought, backgrounds and circumstances. She has benefited from working for leaders who also believe in an inclusive culture and allow employees to grow, thrive and be heard. She has been integral to the M.I.S.S. Skill BuildHer Luncheon, a networking environment for young women, mostly from diverse backgrounds, who are eager to meet women who expanded their careers in a meaningful way.
Marc Botham
Global VP, Channel, Alliances
Jamf
Botham aims to create a working environment where people can bring their full selves to work every day. This requires building a culture where everyone who works for him understands the value of their opinions, viewpoints and contributions and thus feels inspired themselves to encourage diversity of thought. For Botham, being an inclusive leader also requires being a staunch advocate for those coming up in the profession—saving a seat at the table for the people who are overlooked in the industry. Since joining Jamf, he has made it his mission to dramatically expand its channel presence by building an inclusive team and working with a diverse range of partners.
Bill Brandel
SVP, Chief Country Executive, U.S.
Ingram Micro
Brandel believes that diverse teams drive better decision-making, innovation and success. He is motivated by the opportunity to create a work environment where everyone feels included, valued and heard and is empowered to contribute their unique perspectives. In return, he says, they are more engaged and productive, and everyone thrives. This involves actively seeking diverse viewpoints, fostering psychological safety and creating a culture of belonging. Brandel also promotes and participates in Ingram Micro’s seven ERGs.
Head Of Partner Ecosystem, EMEA
Dell Technologies
Brousse says inclusive leadership is deeply important to him and how he leads his team. He believes that when people feel included, they thrive, and that energy transforms teams and organizations. As a leader in the channel, he says that inclusivity is critical to everyone’s daily work—as the company partners, collaborates and innovates across organizations, cultures and opinions to deliver a critical outcome for customers. Brousse also works as a mentor and adviser to several team members, including early-in-career team members. In addition, he is an executive sponsor for the largest Dell Employee Resource Group in EMEA, creating spaces that empower people to bring their whole selves to the table.
Adrianna Bustamante
VP, Global Partnerships, Lead Development
Rackspace Technology
Bustamante says she is inspired by the moments when people feel seen, valued and empowered to bring their full selves to the table— believing those are the moments when people truly shine. She has seen firsthand how inclusion unlocks innovation, deepens trust and creates a culture where people want to give their best—because they know it matters. She has partnered with Rackspace’s training university to launch an ERG Leadership Program for board member development to create authentic, strategic leaders and led monthly roundtables with her team to share best practices and address challenges, advancing inclusive leadership through growth, accountability and continual peer learning.
Susana Cabrera
Global Head Of Channel, Alliances
Parsec Automation
Believing that a channel ecosystem is only as strong as its members, Cabrera fosters inclusivity to ensure that everyone’s contributions are recognized and leveraged effectively. By embracing inclusive leadership, she says she is motivated to push herself to identify and nurture strengths while addressing challenges, ensuring that each team member and partner feels valued and equipped to reach their full potential. Over the past year, she has spearheaded the revitalization of Parsec’s channel, focusing on a partner-first approach to enhance alignment. At the heart of this effort has been her commitment to inclusivity and creating a collaborative environment where diverse perspectives are heard and valued.
Emmanuelle Cahane
Head Of Channel, Strategic Partners, Alliances, System Integrators
Ribbon
Cahane ensures that she meets individuals where they are—regardless of their function, education, ethnicity, gender, sexual identity or background—with the same level of consideration and goodwill. Approaching team members with this mindset has resulted in a well-rounded team that works with the same level of dedication and compassion she has shown. She has hired a group of professionals from different backgrounds, which ultimately brings diverse ideas and thought processes and allows everyone to see things through a different lens, leading to business success and a team that truly flourishes. Engaging with her team has enhanced her ability to understand diverse needs and develop creative solutions, and partners have also benefited from this inclusive approach.
Marie Carlton
Worldwide Partner Core Tech Leader
Amazon Web Services
As a woman in technology, Carlton emphasizes the importance of inclusive leadership because in the technology space, she says it can directly impact her ability to thrive and succeed. She actively works to remove unconscious bias from hiring and promotion processes, provide mentorship and sponsorship opportunities, and create a workplace culture that encourages and supports work-life balance and career development. Over the last five years, she has developed and led an initiative to hire and develop early career and career transition candidates from diverse backgrounds. The success of this initiative led to significant year-over-year investments to support and grow this talent pipeline, which continues to this day.
Pearl Chen
VP, Partner Success, Global Customer Success
Microsoft
Throughout her technology career, Chen often found herself as one of the few women leaders in the room—sometimes the only Asian American woman. She says that breaking barriers wasn’t easy, but she learned the importance of building a network of peers and advocates who support you, even when you are not there. With the sponsorship of male mentors who championed her and opened doors, she was able to thrive. Motivated by these experiences, she is committed to paying it forward—mentoring others, fostering inclusivity and creating opportunities for a diverse set of voices in tech. She recently participated as a speaker on a global Women at Microsoft panel and is deeply involved with Asians at Microsoft, promoting diversity and inclusion at every opportunity.
Tanaz Choudhury
President
Tanches Global Management
Choudhury is very strict about her mantra of “Live here, work here” and is committed to creating and defining a financial ecosystem within her community. By being an inclusive leader and creating programs to upskill talent, she says everyone is learning how to earn more, which means they’re learning to hire, which means they are learning to communicate and involve the community that she is in. She has created and administered a first-of-its-kind apprenticeship program to address critical hiring gaps in the IT industry. This program partners with Houston Community College and removes barriers for hiring.
Erin Christianson
EVP, Strategic Partners
Avant Communications
Christianson has built an organization with an emphasis on diversity and inclusion. A majority of Avant’s leaders are women, and he strongly believes this provides for a diverse and strong organization. He always promotes an “Open Door Communication Policy” for his team and others in the company, where everyone knows that they can come to him with anything. This has led to numerous occasions where he has provided guidance and recommended next steps. He is focused on continuing to develop the next generation of leadership and has been an integral member of Avant from the very beginning, significantly contributing to the growth and success of the sales team that supports National Strategic Partners.
Chris Clinton
Chief Partner Officer
Sovos
For Clinton, inclusive leadership is essential for building successful teams and reaching individual and team goals. He believes that true team success doesn’t stem from any single individual; it’s the collective strength of diverse perspectives and voices that leads to victory. He has worked with the global team to ensure everyone has a seat at the table, including opportunities to present to the entire team. Clinton also instituted a monthly team meeting where all global team members join to learn from one another and align on Sovos’ go-to-market strategy.
Betty Coleman
Director, Insurance Alliances
Arctic Wolf
Coleman believes that everyone has a unique voice, whether that’s via their race, gender, culture, background or their thought, and that voice should be celebrated and leveraged to achieve better organizational outcomes. She is a fierce advocate for women and always aims to lead by example. She shares her personal experiences and motivations with the goal of inspiring women and showing them how she overcame many obstacles. Coleman also offers a space for networking, mentoring and empowering young professionals to thrive in the industry.
Tyler Coughlan
VP, Chief Country Executive, Canada
Ingram Micro
Coughlan says he is motivated by the belief that when people feel included, they bring their best ideas, talents and passion to their work. He has seen firsthand how fostering an inclusive culture leads to stronger engagement, collaboration and innovation. What drives him the most is seeing the real impact of inclusion—when someone finds their voice, steps into leadership or achieves success because they feel supported. Over the past year, he has mentored others and built strong, meaningful connections within Canada's diverse IT channel. He also has worked to foster open communication, offer support and grow his cultural understanding in this multicultural environment.
Larissa Crandall
Global VP, Channel, Alliances
New Relic
Crandall leads with inclusivity in managing a global organization, remaining focused on having a global context and being adaptable. She believes that instilling an inclusive culture led from the top down drives empowerment, creativity and success and inspires people to grow as every person feels they have a voice. She has mentored people at New Relic as well as volunteered outside work, mentoring women in the channel who are wanting to grow in their career. She has helped women craft resumes, prepare for interviews, talk through challenges at work and has volunteered for “speed mentoring” at various conferences.
Christina Decker
Director, Strategic Channels, Europe
Trend Micro
Decker says trust is the foundation of her leadership, and she has created a safe space where her team feels empowered to take initiative and grow. Seeing individuals thrive and push boundaries motivates her as she believes diversity isn’t just a value; it’s a strength. By embracing different voices and talents, she has built a resilient team that adapts and excels in the cybersecurity landscape. Over the past year, she has built a high-performing international channel team across Europe, driving significant partner business growth. By fostering a culture of trust, collaboration and mutual support, she has created an environment where diverse talents thrive.
Marcia Dempster
VP, Channel Sales
Securonix
Dempster says she has seen how representation empowers individuals to break barriers. Mentors who supported her helped shape her path, and she is motivated to serve as that mentor for others. Creating space, amplifying voices and fostering belonging are key to her driving real progress. For her, leadership isn’t just about personal success—it's about lifting others and ensuring they feel valued and supported. This year, she has focused on building inclusive, collaborative partnerships to expand opportunities at Securonix and has made inroads and established relationships with key partners who have since joined the company’s Elevate Partner Program.
Pamela Diaz
President, CEO
Entara
As president and CEO of Entara, Diaz says she knows that representation matters. Inspired by trailblazing women, she strives to create opportunities for the next generation, ensuring they feel they belong and their voices are valued. For her, leadership goes beyond personal success—it’s about lifting others, embracing diverse perspectives and fostering growth. She is committed to building an environment where women not only have a seat at the table but are recognized as essential contributors to the industry's future. With her leadership, Entara achieved certification as a woman-owned Women Business Enterprise (WBE) through the WBENC. This milestone was not only a testament to its commitment to diversity and inclusion but also a significant step in solidifying its place as a leader in the industry.
Megan Droze
Director, Sales Operations, Program Management
Avant Communications
Droze prioritizes efforts to bring together individuals with unique perspectives and experiences throughout the hiring process, which leads to fresh ideas and solutions. She believes that equity and inclusion are crucial for healthy business growth, as they enable Avant to better understand and serve trusted advisers, providers and end customers. Her motivation to act stems from the belief that a diverse and inclusive team is key to achieving the company’s goals and driving long-term success. In her role, she has the opportunity to engage with every department across the company and is committed to identifying and placing young, promising professionals at Avant in positions that enable them to thrive.
Jennifer Duman
Channel Director
Skyhawk Security
In Duman’s 20 years in technology and cybersecurity, she spent the early part of her career at companies where she had few women as colleagues. She believes that such environments breed singular viewpoints and that that is not how the real world works. From then on, she became committed to building teams where anyone could have a seat at the table and a voice regardless of gender, race or religion. She has worked to ensure every person on her team has the chance to be the “channel hero.” She also makes time to listen, evaluate new ideas and provide guidance to implement new initiatives to improve and grow personally and professionally.
Arman Eghbali
CEO
ITM.CX
Inclusivity aligns with Eghbali’s core belief that diverse perspectives drive innovation and success. He says the challenges he has faced have taught him the value of understanding and embracing differences. By fostering an inclusive environment, he strives to ensure everyone has the opportunity to contribute and thrive. He believes this commitment is about more than fairness; it's about creating a vibrant workplace where diverse ideas lead to breakthroughs, enhancing the company’s impact. Over the past year, he led the development of mentorship programs and spearheaded initiatives for visa sponsorship to support diverse international talent.
Tom Evans
Chief Partner Officer
Cloudflare
Evans believes the strongest partnerships and teams are built on trust, respect and diversity of thought. He is especially motivated to ensure under-represented voices have access to development and opportunity—believing that investing in people and creating space for different perspectives strengthens not only Cloudflare’s internal culture but also the broader partner ecosystem. Since joining Cloudflare this past year, he has built out his direct team with inclusive hiring, resulting in a direct line of leaders that’s well over 50 percent women. He also fosters a culture of belonging through open communication and fairness, to lead by example and to inspire others to embrace inclusivity.
Sommer Figone
Director, Marketing
RapidScale
As a woman who grew up in the tech industry, Figone says she understands the challenges of feeling young and inexperienced in a male-dominated field. The mentors who resonated with her most over the years created a safe space to ask questions, valued her input regardless of the years on her resume, and encouraged authenticity—and that made her stronger in her career. Their leadership influenced her to be a leader who prioritizes positivity, mentorship, authenticity and collaboration for her team and her peers. She also is a member of Empow[HER] and Momentum ERGs and a four-year member of Mentor Circles.
(By last name)
Cari Fisher
Account Executive
NWN
Fisher ensures that all individuals, regardless of their background or perspectives, feel respected and empowered to contribute fully. The key, she says, is creating a safe space for belonging and collaboration. As the director of Give Back and Connections, she has a passion for ensuring that all outreach efforts are equitable and listens to all perspectives and values. She aims to help and empower as many people as possible to learn, grow and help others.
Kathy Flick
VP, TSDs
Nextiva
Flick makes herself available to all channel team members for one-on-ones, providing a welcoming environment where everyone’s experience and accomplishments are valued. She has built a diverse national partner team where she encourages open communication and shows a commitment to inclusivity. In addition, she has created a work environment where everyone feels supported and respected, promotes fairness, and empowers each team member to bring their best every day in a safe and nonjudgemental environment.
Kate Fudge
Director, Channel Sales, Canada
Arctic Wolf
Fudge strives to lead with empathy and considers herself fortunate to live in a world filled with diverse experiences, talents and perspectives, and equally lucky to work at a company that celebrates this diversity. She believes that when people from different races, genders, backgrounds and abilities come together, it creates an environment where everyone feels valued and respected for who they are while also encouraging others to step outside their comfort zones, embrace new perspectives and challenge their assumptions. As Family Advocacy Pillar lead within Arctic Wolf’s Women Transforming Tech ERG, she helped host events, launch campaigns and provide resources that support Arctic Wolf families.
Justin Gilbert
Channel Sales Director Americas
Object First
As a leader, Gilbert says he finds fulfillment in creating an environment where everyone can thrive, regardless of their background. He emphasizes providing equal opportunities for all, fostering collaboration and encouraging diverse perspectives, which can drive better innovation, problem-solving and results. He has focused on scaling the sales team, including diverse candidate sourcing, which includes expanding the talent pool and working with under-represented groups, diverse job boards and referrals from diverse employees. He also has worked to standardize interviews with structured questions/diverse panels and focused on skill-based hiring that emphasizes competencies rather than traditional backgrounds, helping candidates break into channel sales.
Ulla Glover
VP, Vendor Management
TD Synnex
Glover has cultivated an environment characterized by trust, transparency and collaboration. She embraces diverse perspectives and strongly supports a multicultural team. In addition, her open-door policy prioritizes individuals, recognizing how differences and diversity enhance the corporate culture, problem-solving capabilities, innovation and loyalty. Her motivation stems from her belief that inclusive leadership cultivates a positive work environment, enhances team performance and promotes personal growth. By valuing diverse perspectives, she strives to empower individuals and improve decision-making and business outcomes.
Sasha Gorbatenko
Sr. Global Channel Marketing Program
Acronis
Gorbatenko leads diversity programs that help Acronis employees from all backgrounds gain visibility, grow their careers and feel a sense of belonging. For her, creating inclusive spaces is not just about policies—it’s about daily actions, conversations and leadership that ensures everyone has a seat at the table. What motivates her the most is seeing the impact of this work—when someone gains the confidence to step forward and pursue new opportunities because they feel seen and supported. Over the past year, she launched initiatives like the global “What’s Your Job?” webinar series and the CyberWomen ERG. She also spearheaded cultural diversity workshops, wellness sessions, and #IAmRemarkable workshops, empowering employees and fostering a more inclusive workplace.
Becky Gowan
VP, Channel, Territory, Supplies
Zebra Technologies
Gowan aligns directly to Zebra’s mission to create a culture where all employees feel heard, seen, valued and respected. She is focused on ensuring that everyone on her team feels comfortable expressing their ideas and opinions. She says her favorite part of leadership is recognizing people who are taking risks, being fearless, using their voice, showing leadership and going outside the bounds of their role. She also recognizes individuals who go above and beyond embodying Zebra values, including inclusion, innovation and collaboration, and has implemented “life events and milestones” where she features individuals’ unique stories. In 2024 she ran “Ask Me Anything” sessions with small groups.
Kristie Grinnell
EVP, CIO
TD Synnex
Grinnell says inclusive leadership matters because she knows what it feels like to be underestimated or overlooked—and how life-changing it is when someone believes in you anyway. She has had champions who saw potential in her before she saw it in herself, and that shaped how she leads. She aims to be that kind of leader for others and believes that creating space where people feel safe, valued and empowered isn’t just good leadership—it’s personal. In her first months at the distributor, she led a more intentional, global narrative for International Women’s Day and deepened her commitment to inclusive leadership through volunteer work in Guatemala—supporting education access and women’s empowerment in underserved communities.
Jacques-Edouard Gueden
Chief Channel, Partner Officer
Xerox
Gueden ensures his team resonates with the communities it serves, fostering unity, belonging and collaboration. This emphasis, he says, transforms “I” into “we,” driving team performance and bringing rewards. He is committed to creating an environment where everyone can excel and is unbiased and open-minded. His efforts at Xerox center on providing equal opportunities, valuing diverse perspectives and building productive relationships. His leadership led Xerox to win the King’s Trust Rising Star Award. He also galvanized employees across Europe to raise funds for the Million Makers Challenge and the Palace-to-Palace bike ride.
Manish Gupta
President, Managing Director, India
Dell Technologies
Gupta believes that inclusive leadership is both a responsibility and an opportunity to create a workplace where everyone can thrive. He says he is motivated by the need to extend efforts beyond business success and contribute to a more inclusive society. By fostering inclusivity, he aims to empower diverse perspectives, drive innovation and create lasting impact within and beyond organizations. Over the past year, he led inclusive leadership initiatives across Asia-Pacific, Japan and China (APJC). In India, he supported ERG growth through site-specific activities, including an LGBTQ+ panel at Out & Equal 2023. He also championed a virtual International Women’s Day event for APJC Global Alliances and a Women in Technology function in Australia.
Wendy Harmon
VP, Global Channel Marketing
RingCentral
Harmon believes a more collaborative and open environment is not only good for people, but also the overall business. This ties into her larger management philosophy, which is hire good people, give them the tools they need to be successful, and then get out of the way to let them shine because when people feel empowered, the result is often a happier employee and customer. She is also incredibly passionate about her roles as both mentor and mentee, believing these are the moments that foster real connection and build relationships that last. She also is always looking to spotlight RingCentral’s talented channel marketers through both internal recognition and third-party awards.
Tom Herrmann
VP, Global Channel, Alliances
Black Duck
Herrmann believes it is critical that everyone has a growth mindset and offers different perspectives. As a leader, it is important to him that he and the team and are open to different ideas and input and are always willing to learn more from the different backgrounds and experiences within the direct team and beyond. Within his global partner organization, 67 percent of the team falls into one or more diversity and inclusion categories, and he credits a large part of the success of the partner business at Black Duck to that DNA within the team. As the company transitioned from Synopsys Software Integrity Group to Black Duck, he ensured that there was no impact to the makeup of the team in terms of diversity and inclusion. For any attrition the occurred, he ensured that the company focused the backfill of those roles on diverse candidates.
Eric Herzog
CMO
Infinidat
Herzog strongly believes in leading by example and that individuals should feel appreciated, their work and values respected, and their unique talents nurtured so that they feel empowered and recognized. He has focused on rolling out an inclusive leadership program and believes it is critical to strive for equity and not allow any biases to prejudice an individual’s hard-earned efforts and work. He emphasizes fairness and equality for individuals regardless of age, gender, ethnicity, race or orientation in all the companies he has worked at—be they Global Fortune 500s or startups. He consistently is advocating for equity within his team: 56 percent are women and 33 percent are minorities.
Michelle Hoover
SVP, Global Alliances, Channels
Cloudera
Hoover says that ensuring women and other under-represented groups feel secure and valued in their work environment is vital. Her goal is to put in the work every day to help shape an inclusive workplace, to make sure that women in generations to come have not only the confidence to enter male-dominated industries, but to go for big promotions and leadership roles as well. Over the last year she has dedicated herself to not only empowering inclusivity within Cloudera but also engaging in programs that promote women. Most recently, she joined her colleagues in a panel discussion as part of Cloudera’s recently launched Women Leaders in Technology Initiative.
Linda Hutchinson
VP, Global Partner Strategy, Programs
Ericsson
Hutchinson is focused on creating an environment where everyone feels valued and respected for who they are and what they bring to the table. This entails making sure that everyone feels comfortable to be their authentic self at work without fear of being treated differently based on their identity or cultural background and “seeing” people as they truly are and appreciating them for that truth. For her, it is critical to enable each team member to reach their maximum potential, which allows the group to come together as a true team. She says she is motivated to set an example of how people should all treat each other so that everyone feels valued and is able to be their best self to make their personal contribution to the team.
Artemisa Jandes
Sr. Channel Sales Manager, North America Government, Health Care
Zebra Technologies
Jandes says she has had the privilege of working with numerous people over the years who each brought unique perspectives and insight that she hadn’t considered or experienced before. To her, these diverse viewpoints enhanced collective understanding, drove innovation and enabled challenges to be tackled effectively. Over the past year, she has shared her experiences and growth as a leader to inspire her team. By setting an example, she encourages them to be genuine and fostered a culture of openness, enabling team members to comfortably share their stories and challenges.
Cassie Jeppson
Director, North America Programs, Operations, Enablement, Strategy
Lenovo
Jeppson believes that inclusive leadership is important just to be a good human—but also each person is bringing a unique value to the team. She is passionate about making sure everyone feels like they are truly part of the team so they can win bigger together. Additional motivation comes from the fact that she is fulfilled by helping people to reach their goals and developing their strengths. She also provides DEI thought leadership, sharing the business and cultural benefits of inclusivity. According to her, diverse teams better relate, connect and are more relevant for customers, resulting in higher engagement scores and higher sales. In addition, she participates in media and social engagements, mentoring and business coaching to encourage teams to embrace inclusivity.
Sabina Joseph
Managing Director, Partner Product Acceleration, Alliances, Programs
Google Cloud
Joseph aims to have everyone she is working with know that they are heard and valued. She says that to pursue an opportunity or solve a problem, different viewpoints, experience and backgrounds will lead to quicker and improved outcomes. To her, creating an inclusive atmosphere results in greater trust and creates a more productive environment. Over the past year, she has been focused on building a new team and mission. She intentionally considered each individual’s experiences and backgrounds to foster an inclusive environment. With an intense focus on AI resulting in an incredible pace of change, she ensures that each person contributes their unique perspectives.
Corey Kirkendoll
President, CEO
5K Technical Services
For Kirkendoll, inclusive leadership is essential because diversity drives innovation, equity creates opportunity and inclusion builds stronger communities. He is motivated by a passion for bridging gaps in technology, ensuring that under-represented groups have access to careers, education and leadership roles. His commitment stems from personal experiences and a desire to uplift others, whether through mentoring, education, or advocacy. As a business leader, professor and community advocate, he believes true success is measured by the opportunities created for others, making inclusion not just a value, but a mission that fuels his leadership every day. Over the past year, he has mentored 16 minority-owned MSPs, providing business and growth strategies.
Maryam Lahiji
Sr. Director, Global Partner, Regional Marketing
Orca Security
As a woman in technology, Lahiji is deeply committed to fostering an inclusive environment where everyone has the opportunity to grow their careers and contribute. She believes that navigating career paths and life can be challenging enough without facing discrimination, and empowering individuals to voice their opinions, explore diverse solutions and take risks is essential. She also believes in the principle of “fail fast and move forward,” encouraging her team to embrace experimentation without fear. She has rebuilt the regional marketing team, mentoring a new hire who now manages multiple projects, and fostering a culture of transparency and empathy. She encourages growth through constructive feedback and an open-door policy, allowing team members to learn from mistakes.
(By last name)
Jing Liu
Channel Sales Director, Asia-Pacific
Zebra Technologies
Liu believes that embracing an inclusive leadership approach will not only strengthen Zebra’s internal culture but also enhance its ability to serve the company’s diverse customer base more effectively, ultimately driving shared success. She believes this approach also fosters a healthier working environment. Liu recently spent two months traveling to Australia, Great China, South Asia, Japan and India, participating in regional channel partner summit events, meeting with new team members and listening to partners’ feedback with the mission to better shape partnerships and align with strategies for common growth.
Kristin Malek
Global Strategic Partnerships Director
CDW
Malek mentors and develops emerging leaders at CDW and serves as a mentor for the company’s BRAVE ERG. In addition, she leads CDW’s strategic partnership program that focuses on building an ecosystem with small and local partners, directly contributing to over $3 billion in spend with local businesses. She also leverages her extensive experience in supply chain management and procurement processes to drive strategic growth and innovation and serves as a guest lecturer on campus, sharing insight on supply chain, risk mitigations and strategic communications. She is an Advisory Board Member for the Business Department Curriculum, where she contributes to the development of future business leaders.
Ivis McCollum
Sr. Manager, Global ISVs Partner Sales, GTM, Worldwide Public Sector
Amazon Web Services
For McCollum, inclusive leadership means creating an environment, whether it’s one-to-one or one-to-many, that is psychologically safe for people to feel free to be authentic and transparent and without fear of being negatively judged. She says it also means that such leadership understands, empathizes, learns from, and accepts people of all races, colors, shapes and sizes, abilities, and endorses their lived experiences to help enhance their brand, rather than diminish it. McCollum is an Inclusion Ambassador and EQ Champion. She also is a leader for the Global Inclusion Ambassador Chapter for the team that’s building awareness and is a leader of a new ERG, Women of AWS Public Sector Partners.
Ellen Meekels
Executive Director, Strategy, Analytics, Transformation
Ingram Micro
One of Meekels’ main focuses has been creating a team culture where every individual feels heard, valued and empowered to contribute. She has done this by prioritizing open communication, encouraging diverse perspectives in decision-making, and fostering psychological safety during team meetings and projects. When people feel respected and valued, she says, they’re more likely to contribute openly, share ideas, and support one another, which is essential for building trust, strengthening relationships, and unlocking the full potential of a team. For Meekels, inclusion helps a company move beyond hierarchy and ego toward real teamwork—where everyone feels ownership, pride and connection.
Aleah Menefee
Program Manager
CDW
For Menefee, inclusive leadership celebrates the differences between individuals and includes different voices into the conversation—both of which allow for a more vibrant result. As a leader, she never wants to have those around her to feel “less than.” She believes it is important to make people feel comfortable in their own skin and give individuals a chance to express themselves. As a global strategic partnerships program manager, Menefee manages a network of over 1,500 small and local businesses. These businesses support local entrepreneurs and communities. She has also designed and implemented mentor and workforce development programs aimed at bringing up the next generation of business leaders.
Denise Millard
Chief Partner Officer
Dell Technologies
Serving as an inclusive leader is critically important to Millard and the values she has fostered throughout her career. She says that if it weren’t for the inclusive leaders before her, she wouldn’t have had several experiences and opportunities that she has been fortunate to have throughout her career. Millard is motivated by seeing people have the confidence to be and give their best and is deeply passionate about developing the next generation of leaders through mentorship, leadership coaching and advocacy roundtables. She plays an active role in advancing mentorship efforts across Dell’s internal partner and sales teams. She also participates in its Women-In-Action ERG and has led discussions with Dell’s GenNext ERG, which seeks to foster the next generation of inclusive leaders.
Melissa Nacerino
VP, Global Partner Marketing
Zscaler
Nacerino believes the greatest responsibility of leadership is to people. That core premise is what motivates her the most—cultivating talent, recognizing individuals and driving inclusion in every facet of work. It is also about spotlighting and celebrating differences, she says, being intentional and tenacious in creating opportunities, and fostering a safe and engaging work environment. With the spirit of collaboration top of mind, she and her team are creating a culture of teamwork within the organization cross-functionally. It is now driving better business results and a more productive working environment through inclusivity, alignment and mutual respect.
Thu Nguyen
Channel Development Director
Five9
For Nguyen, inclusive leadership matters because people matter. He has learned that people have a choice: they can allow the experiences of feeling like an outsider to isolate or they can use them to foster change. He chooses to make sure others don’t feel unheard or unseen, with his motivation coming from knowing how much it means when someone values your perspective. He has had conversations with colleagues about evolving standards of respect and inclusivity, approaching them with curiosity and understanding. By fostering open dialogue, he helps team members recognize why certain language or behaviors may no longer be appropriate, considering their backgrounds and perspectives without shame or criticism.
Brenda Nobleza
VP, Americas Channel
Epicor
Nobleza sees the channel business as the epitome of cross-functional collaboration, where partners rely on their vendors for the resources and support they need to succeed. To build a true “one-team” culture, she has found it essential to embrace inclusivity in every aspect of the partnership. This means fostering a collaborative environment where all voices are heard, diverse perspectives are valued, and every partner feels empowered and supported to contribute to mutual success. Over the past several years, she has grown Epicor’s channel business across the Americas, focusing on revenue growth and scaling services. She also built a team that delivered a top enablement program, streamlined operations and facilitated partner business.
Quinn Novak
Executive Director, Marketing
Ingram Micro
Novak says she is inspired by the next generation—both in the community at large and within Ingram Micro’s four walls. As a leader, she believes in inspiring action by modeling inclusivity in everyday decisions—being intentional about who gets a seat at the table, advocating for equity and cultivating a space where diverse talent can thrive. Through her work with the Women’s Forum small group, she provided guidance to help participants expand their networks, build confidence in public speaking and navigate career transitions. In addition, by creating a supportive space for professional growth, she has empowered several members to secure new roles—through new networking connections or well-earned promotions.
AJ O’Donnell
Partner Marketing Team Lead, Americas
Acronis
For O’Donnell, inclusive leadership not only relates to the leader, but how that leader fosters growth and empowers those around them to succeed—it's less about the “I” and more about the “we,” he says. He believes it is crucial to give others a platform to deliberate and ensure their voices are heard and provides transparency on how decisions are made. Over the past year, he has focused on fostering individual development within his partner marketing team. He also included employees in decision-making, empowering them to make educated choices. In addition, through one-on-one coaching and mentoring, he created a productive environment and helped the team collaborate and thrive.
Ross Osenbau
Director, National Channel Accounts
Vertiv
For Osenbau, inclusive leadership is about creating a shared vision where everyone feels seen, heard and valued and differences are celebrated as assets rather than obstacles. He aims to guide by example and to provide meaningful support for Vertiv’s diverse organization and plays a key role in leading channel recruitment, selecting and promoting candidates, regardless of who or where they are. He believes in providing opportunities to capable candidates that reflect company values. He is a major proponent of open communication, as knowledge and understanding are foundational to inclusion.
Maryann Pagano
CEO
BlackHawk Data
Pagano’s motivation to be an inclusive leader is the belief that everyone deserves access to opportunity, mentorship and a seat at the table. Throughout her career, she has seen how the right support can change the trajectory of someone’s professional journey. She is committed to fostering an environment where people, regardless of background, feel respected, encouraged and can succeed. Over the past year, she has mentored and coached over a dozen women in tech, guiding them in business growth and career advancement. She also launched Elevate, a program focused on mentorship, advocacy and leadership development, and actively championed diversity by speaking at industry events and fostering inclusive hiring practices.
(By last name)
Dhamodharan (Dham) Pathervellai
CTO
Ingram Micro
Pathervellai says he learned early on the importance of putting your voice behind groups that may have faced discrimination from the world at large, to provide support and to help give them visibility. As a leader, he works to give all his team members a voice, to enable them to apply their unique talents and perspectives, and to support their growth and success. He notices the hard work and achievements of his team members and peers, especially those who aren’t as outgoing and could be overlooked. This allowed him to recognize and promote an amazing woman on his team, whose quiet, hard work and commitment were producing great results.
Dani Pickens
VP, Channel Sales
Xcitium
Pickens’ priority is to create an environment where every voice is heard, valued and empowered. She listens with empathy, recognizing and addressing biases and advocating for those who may not always have a seat at the table. Whether through her work at Xcitium or The Executive Evolution’s mentorship and leadership programs, she strives to uplift others, provide opportunities for growth and create spaces where diverse talent can thrive. Over the past year, she has championed inclusive leadership by launching the TEEM Mentorship Program, co-leading the Female Executive Mindshare Retreat and mentoring emerging leaders.
Mayka Rosales Peterson
VP, Marketing
Lava Technology Services
Rosales Peterson says she has built her career in an industry where women and people of color are still under-represented and knows what it’s like to feel unseen. Her motivation comes from the mentors and advocates who opened doors for her— and her responsibility is to pay it forward by creating more seats at the table. Over the past year, she has led mentorship programs, DEI education tracks, and advocacy efforts through the Alliance of Channel Women, amplifying under-represented voices in the IT channel. She also has used her platform to drive conversations around bias, inclusive strategies, technology and programs and empowering women in technology.
Nicko Roussos
SVP, Cisco Strategy, Transformation
TD Synnex
Roussos’ mantra is that we have one life to live and given that we spend nearly one-third of our lives in the professional realm, all people should invest in what they love and what makes them happy. If people can feel like they are in control of their life, which includes influencing decisions that impact them directly, he believes that inherently drives the mental buy-in. He has brought forward a vision to reimagine the norms of the industry for the Cisco business at TD Synnex, and today that platform has become the gold standard. That vison now comes to life through a broader digital transformation team that is radically increasing the scope and evolving it to meet current market demands.
Jennifer Ruth
VP, Quality, Integration Operations/Shyft Global Integration
TD Synnex
When Ruth started in technology, it wasn’t inclusive and was a very top down/command and control culture. As a leader, she has changed that by focusing on creating diverse teams and creating space for questions and input. For her, having inclusive and open teams means the different questions will be generated differently—and working on the right questions leads to better-quality results. She has focused on mentorship, inside and outside her organization. Sharing the experiences and insight to responses and next steps has been a benefit to them but also is always a learning opportunity for her.
Sudip Saha
Sr. Director, Global Partner Marketing Programs, Campaigns
Dell Technologies
Saha is deeply motivated by the idea that leadership is about service and paying it forward, and believes inclusive leaders are privileged in their position and responsibility to uplift and grow others personally and professionally. He says he has seen firsthand how diverse perspectives drive innovation and lead to better decision-making. Saha was tasked with integrating two partner marketing teams and focused on fostering a culture of honesty, collaboration and empathy. He has expanded organizational diversity, mentored talent from various backgrounds, elevated regional voices in global strategies, and supported young professionals interested in STEM to promote inclusivity, growth and innovation.
Leticia Schmaedecke
Sr. Director, Latin America Marketing
Dell Technologies
Schmaedecke believes that inclusive leadership is vital because it creates a culture rooted in respect, aligned with shared values and purpose. She is motivated by the belief that fostering inclusivity empowers individuals, encourages collaboration and drives innovation. By creating an environment where everyone feels valued and heard, greater success can be achieved. Over the past year, she has consistently modeled inclusive leadership by being open to diverse perspectives, addressing bias and fostering inclusivity in meetings, one-on-ones, and the interview process. Her efforts have ensured a respectful and inclusive culture aligned with Dell’s values and purpose.
Allen Shahdadi
VP, Global Sales
Sycomp A Technology Company
Shahdadi has created an inclusive environment where employees are heard, assessed and recognized based upon the quality of work versus title or number of years of experience. He says he is inspired when his team comes forward with new ideas, solutions to challenging problems or eagerness to experiment, and to see both individual progress and team growth drive long-term success for the company. He takes great pride in being an inclusive leader, demonstrated by his hiring practices and building a global sales team with 70 percent minorities with multiple leadership positions held by women. He also leads the Women of the Channel award nominations for Sycomp.
Tina Shen
Cloud Alliances
Orca Security
Throughout Shen’s career in sales and business development, she says she has seen firsthand how fostering an inclusive environment empowers individuals, strengthens teams and leads to better decision-making. What motivates her is the opportunity to elevate diverse voices, create equitable access to opportunities and ensure that all individuals can thrive within the channel ecosystem. She has been intentional about leading with inclusivity and using her platform to empower others, particularly women in technology. She does this through mentorship, advocacy and community-building. She also creates safe spaces for dialogue and support, fostering a more equitable industry where diverse voices are valued and elevated.
Nicola Sheppard
Sr. Director, Global Partner Ecosystem Modernization
Dell Technologies
Sheppard feels strongly that encouraging diverse thinking, idea sharing and challenging norms unlocks a team’s potential to innovate and enhances team engagement, cross-functional collaboration, member satisfaction, productivity and outcomes. By relying on critical success metrics, it also drives decisions on the best ideas for solving problems and shapes future leaders. She champions inclusion by mentoring under-represented employees and providing flexible working options to meet her team members’ diverse needs. She also has participated in events to equip leaders in noticing and addressing unconscious bias and showcasing the difference between equality and equity.
Forrest Smith
SVP, CISO
Ingram Micro
Smith says being inclusive is woven into his DNA and he is continually inspired by the diverse associates on his team, witnessing how they unlock their unique potential when they feel truly valued. The team’s combined efforts, strengthened by its different perspectives and experiences, consistently deliver business outcomes that matter both to Ingram Micro’s bottom line and to its organizational culture. In the past year, he led the distributor’s IT neurodiversity initiative, partnering with experts to revise recruitment practices and train leaders to create inclusive environments. He is championing mindset changes that embrace differences, demonstrating how neurodiversity brings unique and valuable perspectives to the organization.
Jay Snyder
SVP, Global Partners, Alliances
Dynatrace
Throughout his career, Snyder says he has seen how bringing together people with different experiences and backgrounds creates more resilient teams. He is motivated when he sees team members thrive when given the opportunity to bring their authentic selves to work, and by the competitive advantage gained when everyone feels empowered to contribute to their best ideas. He leads a global team with diverse backgrounds, which has better equipped the company to deliver innovative solutions through a comprehensive partner ecosystem, consistently adding value for customers. He also has fostered a collaborative and inclusive ecosystem where partners feel their feedback is heard, enabling greater revenue opportunities and stronger customer relationships.
Nancy “Tiger” Spittle
Sr. Partner Manager
Ericsson Enterprise Wireless Solutions
For Spittle, being an inclusive leader means one values the approaches and insight of colleagues. To her, this helps individuals place their accomplishments, work and insight into the perspective of how, where and when they benefit the organization and how one's work creates value for local and international communities. She has been integral to the company’s DEIB programs, collaborative projects that include professionals from various teams at different experience levels. She works to embody that approach.
Osca St. Marthe
VP, Worldwide Solutions Engineering
SonicWall
As a leader, St. Marthe recognizes the impact his decisions have on how people feel, perform and connect at work. He is a firm believer that the voices around him have shaped him into a stronger, more empathetic global leader, one who leads with awareness and purpose. St. Marthe leads EMEA Solutions Engineering with a focus on inclusive leadership—driving cross-regional collaboration, launching a globally adopted onboarding program, redefining job profiles through an inclusion lens, and mandating diverse hiring practices. Outside work, he mentors women and under-represented talent aspiring to be tomorrow’s leaders.
Alex Sun
VP, Finance, Partner Planning
Ingram Micro
Having felt the weight of being under-represented, Sun knows the powerful difference an inclusive and collaborative environment has on your mindset. These experiences have driven him to prioritize creating a space where others feel safe to share their ideas, knowing they feel valued and belong to something bigger than themselves. Over the past year, he has worked to ensure the team feels heard by keeping his door open and mentoring those from diverse backgrounds. He also has enabled team members to step into roles outside their experience, helping them grow and feel empowered to drive change within the team.
Kristy Thomas
SVP, Global Channels, Alliances
Vonage
Thomas says she is proud to work for an organization that encourages the attraction, retention and development for existing and future talent from all backgrounds. She is passionate about helping other women in the industry and sharing her journey as a channel leader in the fast-paced, super-competitive tech industry. She is now mentoring other up-and-coming female sales leaders at Vonage, helping them carve out their own paths to success. She has made it her mission to create a diverse channel and alliances organization, building a team of all backgrounds and cultures. In fact, she has doubled the number of women leaders in the channel organization since she joined the company.
(By last name)
Anthony Torsiello
SVP, Global Partners, Alliances
Zscaler
For Torsiello, diversity isn't just a business advantage—it’s a responsibility. The most successful teams he has worked with have been the ones where different backgrounds, experiences and viewpoints come together to challenge the status quo. He has seen how a fresh perspective can unlock new opportunities that others might have missed. Over the past year, he has worked to expand access to leadership opportunities, particularly to those who have historically been under-represented in tech. Through mentorship, sponsoring talent for leadership programs, and reshaping hiring criteria and panels, his focus has been on opening doors for high-performing, high-potential leaders who bring new ideas.
Leslie Vitrano
VP, Global Channel Ecosystem
Schneider Electric
As a global vice president leading a diverse team across different regions, Vitrano says she is constantly reminded that collective strength lies in differences. By valuing and integrating varied viewpoints, teams drive innovation, enhance collaboration and achieve incredible results. Witnessing the positive impact of inclusive practices on team dynamics and performance fuels her dedication to fostering an environment where diversity is not just acknowledged but celebrated. As an executive sponsor for the Northeast Black Professional Employee Resource Network, she helped drive sponsorship for five collegiate young professionals within the National Society of Black Engineers, in an effort to increase the representation of Black professionals in the workforce.
Mary Beth Walker
VP & Head of Global Partner Experience and Enablement
HP Inc.
Recognizing the challenges faced by women and under-represented groups in technology, Walker says she is dedicated to breaking down barriers and fostering belonging. As a mentor, sponsor and coach, she has seen the success inclusiveness brings, inspiring her to advocate for and encourage others at HP to embrace it. By championing diversity and inclusion, she aims to cultivate a culture of collaboration and creativity, driving success and growth within the organization. Her contributions to diversity and inclusion have created meaningful change via HP by fostering more diverse hiring practices, with partner programs like HP Amplify Impact and as a member of the Women’s Leadership Council where she puts on two annual events to help women advance their careers and networks.
Rebecca Wetherly
Global Systems Integrator Partners, Worldwide Public Sector
Amazon Web Services
Wetherly strives to always create a fair and respectful culture in all settings. Interacting with the diversity around her and being intentional in building interpersonal trust and taking into consideration the views of others and being adaptive, she aims to create a healthier, more productive team. She is intentional in her work with ID&E at AWS. She also is an Inclusion Ambassador for AWS and serves as the Inclusion executive liaison for the organization she works in. In addition, she is a co-sponsor and founder of a new ERG, Women of AWS Public Sector Partners.
Phanneth Wood
VP, Global Distribution Sales
Zscaler
Wood believes that everyone wants to feel as if their contributions are valuable and that they belong, especially in a professional environment where they spend over 40 hours a week with people coming from all different backgrounds and experiences. She is passionate about elevating the voices within her teams and helping break down silos and the old-fashioned status quo. She also highly encourages the women in her circle to advocate for themselves and each other. Together, their goal is to inspire a community that allows for better collaboration, positivity and mutual success across all genders.
Steve Wylie
GM, Northeast
Trace3
Wylie says he has seen how talent can be overlooked—not because of ability but because of lack of intentional decision-making processes, access to networks or information, or outdated systems. The belief that great ideas come from everywhere motivates him, and he says it’s his job to create an environment where everyone feels heard, valued and supported. He aims to be the kind of leader who listens deeply, challenges injustices, and opens doors for others the way they were opened for him. He has intentionally sought out diverse voices when building strategies. He is Trace3’s first general manager to work on strategic partnerships that support the growth of minority-owned businesses. He also volunteered to speak at a diversity talent expo focused on under-represented talent and continually encourages his team to engage with Trace3’s ERGs.