Hood joined NCTC in 2019 as CFO and quickly made a good impression on the co-op’s more than 700 broadband and cable operator members. She also made a splash with new CEO Lou Borrelli, who added COO to her title in September. Hood is the first person to hold the COO position at NCTC, and with more than 25 years of experience in the broadband/cable/telecom industries, she’s well prepared to guide the organization through winds of change that include accelerated cord-cutting. Hood found inspiration and encouragement from former Pepsico CEO Indra Nooyi’s book “My Life in Full: Work, Family and Our Future.” “Ms. Nooyi was the only female Fortune 500 CEO when she became CEO of Pepsico. Now there are approximately 50. She challenges the fact that this can be viewed as great progress… No, it isn’t enough, and I look forward to seeing this percentage improve to 50-50,” Hood says.
What one female empowerment book do you think every woman should read?
“My Life in Full: Work, Family and Our Future” by Indra Nooyi, former CEO of Pepsico. I caught an interview between Barbara Walters and Indra Nooyi right before the book was released. The interview (and the book) addressed challenges of being a female with a challenging career while being a good wife and mother. There are so many similarities between Ms. Nooyi, me and most females working to be the best at all of these, while many times they are in conflict with each other.
Ms. Nooyi was the only female Fortune 500 CEO when she became CEO of Pepsico. Now there are approximately 50. She challenges the fact that this can be viewed as great progress (going from one to 50) or is it enough that female CEO’s have gone from zero to 10 percent?
No, isn’t enough and I look forward to seeing this percentage improve to 50 percent/50 percent.
What question(s) should you ask to ensure you’re achieving pay equity?
Prior to asking pay equity questions, it is important to understand the current market compensation for the position you are interviewing for or being promoted to. It is also critically important to gain an understanding of how your qualifications, experience and unique skill sets should impact the level of compensation. Educate yourself before you receive the compensation offer.
Once an offer is provided, inquire as to how the Salary offer was determined. Then be willing to make specific requests if the offer is underwhelming or less than expected. In my experience, I have found males are more forceful when making these requests. Females need to educate themselves and be comfortable being forceful as well. Keeping in mind, you are receiving an offer because they see you as the best applicant for the position. Be willing to use that to your advantage to achieve the level of pay and benefits you deserve.
Do you have an example of male allyship that made a difference to you?
Early in my career, one of the founding partners of a company I was an external auditor for reached out and asked me if I would be interested in a job change. Little did I expect to work for the same company for over 25 years. The partner eventually became the CEO of our company and was instrumental in elevating throughout my career.
First, I was unwilling to relocate due to the lack of mobility with my husband’s career. This could have easily been career limiting for me. I was the company Controller at the time and they wanted to move all senior finance roles to our corporate headquarters. He respected why I wouldn’t relocate and created other positions where I could remain impactful versus terminating employment. Shortly thereafter, one of the business units needed an operational focus while the majority of our C-level executives focused on an acquisition. He promoted me into my first Chief Operating Officer role. In our industry at the time, 95% of this type of operating role would have gone to a male. He recognized my leadership potential regardless of my gender. He remains a close friend and I still use him as a key reference 30 years later.