March 2018 | Signer Spotlight - Tufin

TUFIN JUST MOVED TO THE BOSTON AREA RECENTLY. CAN YOU TELL US MORE ABOUT THE COMPANY AND WHY YOU CHOSE BOSTON FOR ITS NEW U.S HEADQUARTERS?

My Co-founder and Tufin CTO Reuven Harrison and I founded Tufin in Israel in 2005. Simply put, Tufin makes security manageable for the world’s most complex networks through an automated, policy-based approach. Our technology enables enterprises to achieve a highly secure and compliant network, combined with efficient and effective network change processes, all the while reducing the network attack surface. Enterprises maintain peak agility and security.

We knew that at some point, our significant growth would lead us to opening a headquarters in the United States. We weighed our choices – East Coast versus West Coast; New York versus Boston – but ultimately, we decided that Boston was the right place for Tufin with it’s unique combination of highly talented people and an open, innovative, and engaging community. Boston is a hub for cybersecurity and technology; it’s also a hub for Israeli companies. It really is the perfect U.S. HQ for us.

YOU HAVE BEEN IN THE TECHNOLOGY INDUSTRY FOR ALMOST 20 YEARS. HOW HAVE YOU SEEN THE CULTURE CHANGE REGARDING GENDER EQUITY IN THE WORKPLACE? AS A COMPANY THAT IS NEW TO THE AREA, WHY WAS IT IMPORTANT FOR TUFIN TO SIGN THE 100% TALENT COMPACT?

Over the past 20 years I’ve seen the awareness over gender equality increase, but unfortunately this awareness has not yet translated over to full equality everywhere. What’s surprising is that the tech industry has a grand egalitarian view of itself, yet many companies still don’t have equal pay across the board, and are apparently not willing to join initiatives such as the 100% Talent Compact. The principles behind the 100% Talent Compact are part of our existing practice, so it was very obvious to us that we should join the initiative. One of our key values is to treat everyone with respect and care. Having equal opportunities and being paid fairly for your work regardless of who you are is a basis for this. We want our entire team to feel safe and respected. Having a balanced workplace on all levels is essential, and our involvement in this initiative supports that belief.

A LARGE PART OF THE REASON WHY THE WAGE GAP PERSISTS IS NOT HAVING A ROBUST PIPELINE OF WOMEN IN CERTAIN ROLES. STUDIES SHOW WOMEN ENTER THE WORKFORCE IN NUMBERS ALMOST EQUAL TO THEIR MALE PEERS, BUT AS YOU MOVE UP IN A COMPANY, THE GAP BECOMES LARGER. WHAT ARE SOME WAYS YOU SEE THIS EFFECTING THE TECH INDUSTRY?

Having fewer women in leadership roles in technology discourages women from pursuing careers in the industry. Because diversity gives us the power to gain perspectives that we wouldn’t otherwise have, a lack of women in tech puts the entire industry at a disadvantage. Having equal pay for women will certainly help to close not only the wage gap, but the gap that exists between men and women in leadership roles.

WHAT ARE SOME WAYS YOU THINK MEN CAN BE ALLIES TO WOMEN WHO ARE TRYING TO ENTER THE TECH FIELD, WHICH IS STILL A VERY MALE-DOMINATED INDUSTRY?

Men in leadership roles that have the power to influence and make changes within their organization should seek initiatives, such as the 100% Talent Compact, to help close the gender wage gap. Additionally, I encourage men in leadership roles to act as mentors to their female colleagues who are just entering the field.