Cornerstone’s CPO turns DEI into action

Cornerstone’s CPO turns DEI into action is profiled by BTW Media because published evidence links it to internet infrastructure, governance, operational dependencies, or market visibility.

• Cornerstone has launched a structured five‑year DEI plan, boosting female representation from 22 percent to 34 percent.
• Senior leadership is now 50 percent female, and recruitment has expanded beyond traditional telecom channels to attract diverse talent.

What happened: Cornerstone launches five‑year DEI strategy

Cornerstone’s Chief People Officer, Ginette Kilroy, has set out a clear five‑year roadmap to embed real change in diversity, equity and inclusion (DEI), emphasising action over rhetoric. Kilroy told Capacity Media that although the firm remains “fairly early” in its journey, recent years have seen concrete gains.

Under this plan, Cornerstone committed to increasing female representation across the business. Since the strategy’s launch, women on the senior leadership team have risen to 50 percent, up from two out of seven, while overall female staff numbers climbed to 34 percent, from 22 percent when Kilroy joined.

To overcome resource constraints, the company broadened its recruitment remit beyond telecoms—to sectors such as finance, retail and technology—seeking candidates with varied backgrounds and perspectives. Cornerstone also backed this strategy with real actions, including signing the Women in Ofcom pledge to promote gender balance in tech.

Also read: Finom appoints Kristjan Kaar as new CPO
Also read: We need to embrace female power in tech: Trista Pan

Why it’s important

Turning DEI from slogan to substance matters for both people and performance. A diverse workforce brings fresh ideas and a broader range of viewpoints, driving better problem‑solving and innovation in an industry where technological challenges are evolving rapidly.

Moreover, with the telecom sector under pressure to close longstanding inclusion gaps, Cornerstone’s progress provides a practical blueprint. By setting clear targets, reporting regularly and opening recruiting to non‑traditional talent pools, organisations can build more resilient teams and improve retention. As Kilroy notes, “If we all lean in, we can absolutely move the dial together,” underscoring that real DEI impact requires sustained effort and buy‑in at every level.