female office worker on laptop

Three tips to succeed in the DeFi industry

female office worker on laptop

While I have been interested in blockchain tech even before 2019, the pandemic really pushed me down the decentralized finance (DeFi) rabbit hole.

I found the technology, innovation and potential in the industry to be absolutely astounding. While my background originated in advertising and multimedia production, 9 to 5 jobs never suited me, so the move to freelancing and entrepreneurship came naturally. This then led me to my current position as CBO at Chainge Finance.

The opportunities in DeFi seem never ending. The industry is fast-moving and innovative at all times, which makes it a great area for those who enjoy learning and being challenged. Personally, as soon as I deep-dove into the world of cryptocurrency and blockchain, I was hooked. Moving into the industry full time was not as challenging as I expected, although the space is (for now) male-dominated. Around 75% of all crypto users are male and only 25% female. An educated guess would be that the ratio (gender-wise) when it comes to people working in the field is about the same - which can be perceived as a rough environment for women first entering this domain. As in other already familiar instances, women have to work a bit harder to prove themselves and gain their peers’ and users’ trust.

Needless to say, anyone considering pursuing a career in the blockchain industry has to have strong nerves, resistance to aggressive online feedback (to put it mildly), resilience and an extremely goal-oriented vision. You have to be able to cut-out all of the white noise, no matter how loud, and focus on the long-term objectives. Two steps forwards, one step back is how it usually goes. This overwhelmingly fascinating industry is still in its infancy, therefore it is also characterized by unpredictability and stressful situations every step of the way.

However, during this time I’ve found a rhythm that works for me. So, here are my tips for succeeding in the DeFi industry:

Spend A LOT of time educating yourself - I spend around 2-3 hours per day every day getting-up-to-speed. The industry is developing so fast it’s almost scary; keeping track of everything that’s going on will feel impossible. Don’t stress. It’s just a continuous learning process. Start with well established experts and companies in the field who publish educational material and then work your way down to specialized media and crypto twitter to hear the voice of different communities.

Be creative/resourceful - while creativity is not something we’d traditionally associate with finance, DeFi allows for a combination of technology, creativity, and finance. Coming up with new ideas and potential solutions always adds value to the project you’re a part of. Even if it might seem impossible to implement, give it a go - you’d be surprised at how much support you’ll receive and where the right idea at the right time might take you. As corny as it may sound, DeFi is in a sense synonymous with “making the impossible possible”.

Find your network - the DeFi industry heavily relies on the idea of community. While, of course, we have competitors, the industry as a whole is very open to discussing & addressing issues, new concepts and trying out new things. Because well, everything is new and everyone is excited to be part of it. Discussing pain points or newly developed tools with people can open your eyes to a variety of new ideas and methodologies. This also makes educating yourself more of a social experience.

While it’s taken me a couple years to find the right balance, I find working in the DeFi industry very rewarding. I’m lucky to work at a company that stands as the most liquid Web 3 trading venue on the market, meaning that I get to be involved with new and innovative tech every day and an amazingly supportive community. There are numerous opportunities out there for people of all backgrounds to excel in this field. Personally I’d love to see more women push the boundaries in this industry, and am very much looking forward to see what comes next for DeFi.

Oana BatranAbout the author

Chainge Finance’s CBO, Oana Batran.

10 years of advertising have shaped Oana into a multilingual, multicultural brand builder. By the side of international corporations and illustrious advertising agencies, she sparked hundreds of successful integrated campaigns and brand strategy programs. She is a strong believer in the emotional branding model, relying on a unique symbiotic approach made up of market research, archetype-based strategy and creative direction.

Diving headfirst into the blockchain world as Chainge Finance CBO, her efforts are currently revolving around the segmentation and contextualization of the yet untapped DeFi market.

happy business people

New research by Samsung reveals UK business leaders’ clock off at 3.06pm

happy business people

From Twitter to Meta, layoffs mount in the tech industry.

With more than 35,000 tech workers across 72 companies having been laid off this month alone. But despite Elon Musk’s decision to ban remote working at Twitter and claim that he would be working and sleeping at Twitter's San Francisco headquarters until the "org is fixed", this type of demonstrative dedication to work isn’t an ideal shared by other business leaders.

New research commissioned by Samsung, surveying 1,000 UK business executives, reveals that gone are the days when burning the midnight oil was the norm. With the average ‘clocking off time’ for business leaders now 3.06pm. Further still, one in five business owners (20%) said they only work when they want to, while just 14% stick to a traditional 9-5.

Prioritising self-care and family life, setting their own hours, working holidays; all define the new ‘fluid’ British business owner

  • 47% of entrepreneurs have ‘no fixed hours,’ with 9-5 becoming the exception.
  • 97% perform non-work activities during their newly defined ‘working day’.
  • 37% of entrepreneurs have been on a ‘working holiday’.
  • 51% have upgraded their work phone to enable them to work from anywhere.

Work is headspace not a physical space

More than ever, work is about focus not location, with the average business owner not having set foot in an office for 148 days, and one in five never having done so at all. Instead, almost two-fifths (37%) of entrepreneurs have taken a working holiday without telling clients, with the practise far more common amongst those aged 25-34 (48%) compared to just 20% of those over 55. That confidence seems linked to technology, with more than half (51%) upgrading their work phone so they can operate anywhere, on their own terms. There is, however, a continuing sense of dedication, with 43% of small business owners taking less holiday time, preferring to continue to work from wherever they are.

Mental and emotional wellbeing are major considerations, and there is growing sentiment that work should not be all encompassing even among business owners; 71% said they put their family life ahead of their business, with 27% saying the same for friends. In a sign of how much the conversation has shifted, half (49%) said they prioritise their emotional health ahead of their business.

Modern entrepreneurs aren’t just trying to improve their own work/life balance though, they’re encouraging their staff to do the same. Half (49%) let their employees change their working hours to fit in with their lives, a third (35%) are happy to let their staff choose their working hours so long as they get the job done, and remarkably, almost a quarter (23%) will let staff come in late if they’ve been out the night before. That duty of care is being taken seriously, with 36% allowing their employees to take “mental health days” if needed.

Making the most of time spent working

The days of being deskbound are almost over, with 97% of respondents performing non-work activities during the traditional “working day.” Self-care is clearly a priority, with three-quarters (74%) taking time out to exercise and, almost half (47%) to develop a new skill, such as learning a language. In a further uplevelling of work/life balance, respondents spend an average of 1 hour and 12 minutes on household chores, and 39% spend up to 2 hours playing with their children. More unusual work-time activities include learning to knit, bathing a pet iguana, attending a football match and 46% admit to getting their hair done during their office hours. Apparently far more normal is the habit of napping, with one in five (22%) taking daily siestas to help them perform better.

Commenting on the research, Joe Walsh, Director of B2B at Samsung UK said: 

“UK business owners are the backbone of our economy, and their dedication and commitment inspires me every day. This research reveals, that they are also leading the charge on transforming our preconceived ideas of how we should work. For modern entrepreneurs, work is wherever they find the right headspace. It’s all about finding new ways of working that bring more individual satisfaction and reward.”

“Multi-tasking, multi-screens, multi-priorities; all are now commonplace, with a refreshed focus quality over quantity. As many of the respondents expressed, if their business can be run effectively from a beach in Greece or after picking up their kids from school, why shouldn’t it be? Technology is at the heart of this change, with the right tools empowering them to juggle what they need to do and what they want to do, without missing a beat, and driving growth.”

Serial investor and founder of 10x10 Capital, Andy Davis explains,

“The stereotype of how a business owner must work and act is being rewritten. It’s now about what is most effective both personally and professionally. For me, speed is everything, so I need technology that develops alongside my workflow and is easily accessible wherever I go. My Samsung Z Fold4 has helped me grow from being a good to communicator to a great one, because it literally lets me see the big picture.”

To find out more about Samsung’s range of business focused products and services visit: https://www.samsung.com/uk/jointhefold


Black Friday - the tools you need in your kit to blunt the hit

black Friday sale image

Expected to be one of the most heavily discounted on record, amidst the cost-of-living crisis and looming recession, this year’s Black Friday holds promise for those banking on a sale before Christmas.

At the same time, retailers are gearing up for one of the busiest periods of the year, whilst couriers face delivery loads of up to 100 parcels a day over the weekend.

With that in mind, WeAreTechWomen and WeAreTheCity spoke to ten industry experts to get their insights into what businesses should be aware of ahead of the busy season.

2022 - the calm before the storm

This year has been a tough one for many businesses, with cost of living concerns reducing consumer spending.

As Alex James, CTO of Ascent, explained, another part of the problem for retailers is that: “times have been unusually good for the last 13 years as the world recovered from the financial crisis of 2008. Despite its huge global impact, the pandemic has accelerated online sales for many companies – combined with governments printing money to keep consumers spending it seems like a perfect storm of conditions causing many digital retailers to have over-extended or grown a little chubby.”

Jamie Cairns, Chief Strategy Officer at Fluent Commerce, agrees. “Retailers are sitting on much more inventory than they were last year. Many have stocked up on items that they were unable to get hold of last year due to the global pandemic, border closures and supply chain disruptions. Without visibility of inventory, across stores, online or in warehouses, retailers will leave the customer disappointed and potentially never to shop with the retailer again.”

Businesses are not the only ones at risk this Black Friday. The weekend is a popular target for cybercriminals who will target unwitting consumers with phishing emails, fake websites, and various other forms of increasingly ingenious subterfuge.

Don’t let tech be your downfall

On Black Friday and Cyber Monday, falling prey to a cyber attack would be disastrous. “Some retailers may have already been exploited, with ransomware lying dormant until it can do maximum damage. By holding off, the impact of the hacker’s attack doubles: a retailer’s entire operation has been shut down on the most profitable day of the year, all while being held to ransom,” elucidated Chris Rogers, Technology Evangelist at Zerto, a Hewlett Packard Enterprise company.


Stephane Cardot, Director Presales EMEA Quantum, concurred: “Retailers can expect cyber attacks to come in all shapes and sizes - from DDoS to Magecart, or most likely, in the form of ransomware. The effects of these attacks can result in complex malware destroying computers and computer systems.”

Alongside fending off cyber attacks, businesses need to also ensure their technology can keep up with the increase in sales.

Rob Gilbert, Managing Director for Commercial & Logistics Business at Totalmobile, elaborated: “The popularity of next-day and same-day delivery, often in narrow allocated time slots, has put increasing pressure on courier services to deliver more in a shorter space of time, often without the support of additional staff. If courier services are going to succeed this holiday season, having the right solutions at their drivers’ fingertips is non-negotiable.”

Speed, safety and service standards - not something to be treated like a new years resolution.

Another crucial element in ensuring Black Friday is a success, is having the speed, safety and service standards to keep up with the peak in sales, security risks and consumer demands.

Gregg Mearing, Chief Technology Officer at Node4, explained that it is vital that e-commerce software and content management systems are updated because “even a 1-second delay in website performance could lead to a potential 7% drop in sales on one of the busiest shopping days of the year.”

Businesses also need to assume they have the right technology, suggests Liad Bokovsky, VP of Pre-sales Consulting at Axway. For example, "APIs enable applications to exchange data and functionality easily and securely, and underpin almost everything we do in the digital world - be it comparing the best Black Friday prices, ordering through a third party app, or tracking your parcel delivery.”

It is imperative that business systems operate to the best of their ability all year round, not just as we approach the Christmas shopping season. Daniel Hudson, Director UK and Europe at FarEye, highlighted that “the retail sector is driven by loyalty - provide the right price and service and consumers will return. However, with interest rates rising and everyone having to tighten their belts, consumers will start to shop around to find the best prices. Loyalty is more important than ever – and more fickle than ever. It's imperative that businesses provide the best service possible.”

Ascent’s James concluded, “next year digital retail will need to look at strengthening the basics again, including scaling back on heady sales targets and budgets. The focus will shift to leveraging data, with organisations setting core KPIs around efficiency and unit costs, streamlined and clear user experience and targeted customer acquisition over blitz scaling. Running a smaller but more efficient and tighter digital channel might be the name of the game in 2023.”

And finally, some advice for the consumer - if it sounds too good to be true, it most certainly is!

Businesses are not the only ones at risk this Black Friday. The weekend is a popular target for cybercriminals who will target unwitting consumers with phishing emails, fake websites, and various other forms of increasingly ingenious subterfuge.

Robert Sugrue, Product Director of Cyber Security at Six Degrees, advises consumers: “Don't get carried away, do not click through links on emails, genuine emails will provide voucher or discount codes, do not hand over credit card details to people you do not know; and, most importantly, always ask yourself “Is this really a good deal? Do I really need it?””

Nick Hogg, Director of Technical Training at Fortra, added: “Trust your instincts – if an offer looks too good to be true, then it probably is. It is important to be vigilant, as you could end up paying for knockoffs, never receiving any of your purchases at all, or providing personal information and card details to scammers.”


Shrinking the Gender Gap - Women in Tech report by YunoJuno

YunoJuno-gender-gap-imageHow can the tech world be a force for greater good in STEM roles?

Gender equality and the pay gap between sexes are two constantly recurring issues in today’s workplace. Whilst the environment might be dramatically different from half a century ago, the drive for equal representation and income parity remains at the forefront of the equality agenda.

YunoJuno, the UK’s most widely-used freelance management system, feels privileged to highlight, encourage and suggest pathways for a more egalitarian workforce. In fact they believe the freelance economy can provide incredible examples of equality and a non-biased value exchange to the labour market as a whole.

YunoJuno data reveals a 21% pay gap between developers in favour of men. Sadly, this divide is larger than any other discipline. Just 7% of women currently working as freelancers within the development sector in 2021, leaving a 93% gap.

YunoJuno spoke to several women in development and tech-focused roles about their own experiences and opinions on the matter. So, how can the tech world be a force for greater good in STEM roles?

STEM subjects at school

Of all the people YunoJuno had spoken to, only two had studied technology, maths or computer sciences at a younger age, with a further three choosing to learn their digital skills later on in their careers.

A Government report admits that the gap between younger women studying STEM topics at higher-level and employers hiring them comes from “an unmet demand in higher-education skills” from women in particular. Vanessa Ramos a Senior QA Analyst, feels the issue needs addressing earlier on for girls to really understand they have the same opportunities in the technology space as their male classmates: “If you’re trying to change the percentage of women in IT overall then that would need to start in primary schools by exposing young girls to STEM. From there, they’ll hopefully choose to do the IT degrees.”

Making your voice heard

All the interviewees had different opinions on this topic, some found no problems at all however others such as Sally Northmore Engineering Lead at iX, IBM said “sexism, inappropriate behaviour, and the low hum of tech bro culture persist”. Encouragingly, however, she also notes the major strides taking place within the industry: “there’s been a concerted effort to diversify conference panels. I remember when Software Engineer Nicole Sullivan was the only female developer panellist. Seeing her made me think— oh, I could do this as a career too, and be an expert.”

Mary Hughes, Freelance Front-end Developer shared some great advice:  “Don’t feel intimidated by a room full of men or even people who don’t look like you. Don’t ever worry about your gender, be strong and focus on doing what you love!  Stand your ground and believe in your own ability, do a good job and you will get the respect and the rewards you deserve. Finally, don’t be afraid to ask questions and remember making mistakes is a way we all learn.

How societal expectations play a part

Flexible working hours to accommodate school pick up/drop-offs for working mums, maternity leave, work from home, mentoring, connecting with other women in the company, equal pay to males, award recognition for women in IT, training, opportunities for on the job upskilling all need improvement.

In order to attract more women in all types of development roles, employers need to encourage flexible working environments. Vanessa Ramos, Senior QA Analyst

contests:  “flexible working hours to accommodate school pick up/drop-offs for working mums, maternity leave, work from home, mentoring, connecting with other women in the company, equal pay to males, award recognition for women in IT, training, opportunities for on the job upskilling”. These are just some of the ways employers can attract some of the best female talent.

Funding, grants and representation

It’s important that more people are aware of all options available, such as ‘coding boot camps’, that enable people to learn new skills alongside their current profession. Most women YunoJuno spoke to had re-trained or developed their technical skills later in life which again highlights the lack of encouragement from the education level but also, the incredible courage and determination that can be rewarded with new fulfilling career paths.

Kingsley Ijomah, Software Engineer and Founder of Codehance Bootcamp feels “employers can definitely make it more accessible to women by showing women on their posters and advertisements, and including women developers at the interview phase, so it becomes a norm for new developers to be interviewed by a female developer”.

As well as ensuring more companies hire women in development and tech roles, it’s also important for more voices to be heard from the existing community. Sharing the supportive communities within the tech industry is essential for promoting real opportunities that exist as well as educating those interested in the most apt pathways to success.

So, what’s next?

Currently, there are around 600,000 vacant tech roles in the UK. Larger tech companies can do more to open up more apprenticeship opportunities and internships for younger people. The UK’s government apprenticeship scheme is paid too which is something companies should be absolutely offering.

Initiatives such as elevating female voices within the industry, mentorship, access to training and upskilling are all part of a larger need to create more balance in the technology sector where females and other minorities are not only better represented but also given greater opportunities to excel.

Change begins with those in influential positions, irrespective of gender, using their standing to educate, inspire and act.Read the full report here: shrinking the gender gap

group of young employees

Advocating career development through apprenticeships

group of young employees

There are currently 26 apprenticeship standards in IT and tech, covering everything from network engineering to cyber security.

Apprenticeships can provide an ideal first step on the career ladder in tech; yet we are still struggling to attract more women to these roles.

The statistics make stark reading. Only 26% of the tech workforce are women, and what’s more,  56% of women don’t return to their jobs in IT after having children. How can we encourage more women to take up these opportunities?

Back to school

It’s clear that the issue begins in the classroom. According to the WISE campaign, only 8% of women progress to a Level 4+ STEM qualification and only 24% of women then progress to the STEM workforce. However, employers are now recognising that apprenticeships can bridge this gap between skills and diversity. Not only that, but they can build a talent pipeline for the future.

Ritika Mital, one of our 2021 ITP Award winners, agrees: “I believe encouraging school students to dream about a career in STEM roles - engineering, technology, and computer science is the key to increasing the percentage of women in this industry. At present young girls don’t see themselves working in unconventional roles and hence do not even try to venture into STEM roles. Once the idea of a career in the STEM industry is implanted in the minds of young girls from their school days, it will be possible for them to envisage and build their own careers in this unconventional industry.”

The business benefits of apprenticeships

With funding available in the UK to take on apprentices, they are an appealing option for employers. British businesses are only required to pay 5% towards the cost of training and assessing apprentices, with the government paying the rest. They are increasingly becoming more appealing to job seekers too, having shaken off their traditional stigma - combined with rising cost of living and university fees soaring.

Apprenticeships, however, are not limited just to young people starting their careers. They can be used for retraining or upskilling existing staff too. According to the National Apprenticeship Service:

  • 86% of employers said apprenticeships have helped them develop skills relevant to their organisation
  • 78% of employers said apprenticeships helped them improve productivity
  • 74% of employers said apprenticeships helped them improve the quality of their product or service

Apprenticeships and career progression

Apprenticeships can be a great springboard for a career change. Take Ritika Mital as a prime example. With a background in HR, she relocated from India to the UK in 2020 and took up an apprenticeship in telecoms. During that time, she has progressed and is now holding a senior role in the business.

Upskilling existing staff

Funding is also available for existing staff who want to take on an apprenticeship. The winner of the ITP SME Apprentice of the Year Award 2021 is another great example. Jacob Whitby was already employed but wanted to expand his knowledge and skillset. After an assessment with his manager an appropriate apprenticeship was found, and he is now learning to become a cyber security specialist.

Attracting a diverse workforce

Despite this, it’s still increasingly difficult to attract a diverse workforce into IT and tech apprenticeships. In the past year we’ve hired 60 female apprentices on behalf of one of our partners by:

  • Approaching schools and colleges to find talent, rather than waiting for them to find us
  • Re-examining job specs and removing some of the pre-requisites for the roles. Placing a higher value on attitude and personality rather than previous experience (skills can be taught)
  • De-coding job adverts and descriptions to make the language gender-neutral so as not to deter female applicants
  • Ensuring the recruitment process is inclusive and accessible to all - catering for neuro-diverse candidates or those with additional requirements
  • Showcasing and raising the profile of role models within the business to inspire others
  • Establishing mentoring programmes to support more junior team members and create a safe, inclusive environment

It’s clear that there is still much work to be done, but we truly believe that apprenticeships are the key to plugging the tech skills gap in the UK.

About the author

Charlotte-GoodwillCharlotte Goodwill is CEO of the ITP. Joining the organisation in 2017, Charlotte previously held the role of Head of Apprenticeships where she was responsible for addressing the UK technical skills gap within the telecoms and digital industries. With a commercial background, Charlotte joined the ITP to grow the Level 3 & 4 Digital Apprenticeship standards across businesses, and to encourage companies to grow their IT, technical and engineering teams through apprenticeships. As a result of her hard work the ITP’s apprenticeship scheme has grown by over 75%. Charlotte’s focus as CEO is on diversifying the digital workforce, advocating career development through apprenticeships and membership and serving as a voice for the industry.  Despite working full time and raising a young family, last year she graduated from the Open University after six years of studying with a BSc first class honours degree in psychology and counselling.

Catherine Mandungu

Inspirational Woman: Catherine Mandungu | Founder, Think RevOps

Catherine Mandungu

Catherine Mandungu is the founder of Think RevOps, a company that began as the pandemic brewing.

She realised the revenue operations market was booming, especially within the tech industry, and therefore wanted to explore what is largely an untapped market within the UK and Europe. Finding a foothold in an often-unexplored area is difficult, but Catherine knew she could become a pioneer.

Firstly, tech does not need to be scary!

Being a woman in a tech based career doesn't always mean you are a coder or have to code. An appetite to learn about and to understand tech, sincere interest for innovation and a curious mind for the future is a good start within itself. Personally, I was interested in working in the tech industry when I was 10 or so, because of the mere fascination I had with Microsoft Word back then. As a result, I ended up working at Microsoft, which was quite a full circle moment for me.

There are more men in this industry, and few female role models, but I believe this shouldn't hold women back either. If there are not enough female role models in this space, you can find a male role model to inspire your journey. Having passion is a motivation within itself, and you can still come a long way learning from the opposite sex, then you can become a role model yourself. I have always had male mentors in the tech industry, and I believe this has helped shape me into becoming a strong female entrepreneur.

Tell us a bit about yourself, background and your current role (this can include anything you are up to in terms of projects/initiatives – feel free to plug)

I was born in Congo, DRC, and then largely raised in the Netherlands by a single mum of four girls. Coming from a working-class background has given me an ambition for a better life and to help others. My mum is my biggest drive and motivation. Once I decided to move to the UK to study, there was no stopping me, and I worked at Microsoft, Amazon, and Adobe.

Working for large corporations was not my plan, as I always wanted my own business. Therefore, it seemed natural for me to move into the tech start-up and scale-up space.

Did you ever sit down and plan your career?

No, I didn’t have a detailed plan. I just knew at some point I would start my own company because that was always a goal for me. In the meantime, I knew my trajectory was going to be to work with amazing global tech companies as well as startups, and learn as much as possible before I pursued the next step.

Have you faced any career challenges along the way and how did you overcome these?

I have definitely had a time in my career where I wasn’t sure whether I was still on the right track. I was doubting my trajectory and whether I even liked what I was doing, which in hindsight, is such a natural part of growth.  I was standing still not moving backwards nor moving forward, it was a real period of limbo for me. However, it was one of the pivotal moments in my life where I had to make a change, and that has brought me to where I am today.

I was able to overcome this challenge in my career, by first understanding me. What was the core of this feeling and thinking I was having? Once I could understand this, I was able to change my direction, and enforce positive influences into my environment. This understanding that I  have the cards in my own hands was revolutionary, as I realised the control was within my own hands. Having the power to make your own luck and to create your own dream scenarios is entirely powerful and was imperative to my journey as a woman in tech.

What has been your biggest career achievement to date?

Starting my own business and helping over 20 tech startups across UK, Europe, US and APAC to streamline their go-to-market processes was really profound for me as I began to realise the domino effect that I could have on others' success. I am also incredibly proud of my drive revenue growth as a 1-women operations, especially as a black woman who is often at the table with white male leaders, who often, unfortunately, have the dominance in most situations.

What one thing do you believe has been a major factor in you achieving success?

Self belief. If there is one thing I am good at it is to have an immense self belief that I can do anything I set my mind to and that I will succeed. Positivity is key to pushing yourself, there is an art to being confident that you have something to give, and knowing that you are worth it makes a huge difference to your outlook. Don’t give room to self doubt and negativity, and always practise a positive mindset on a daily basis. Negative thoughts can feel overwhelming, but grounding yourself with self belief can make all the difference.

What top tips would you give to an individual who is trying to excel in their career in technology?

Firstly, my top tip would be to don’t ever stop learning. Especially in the tech space, things are always moving, so you need to ensure that you are keeping up with what is current and what is on trend.  I also recommend finding a mentor, someone who in your space that you can look up to and learn from. As I said before, it doesn’t have to be a woman, just someone that you trust, and someone who you think would enrich your progress. Lastly, it is important that you take what you learn and put your lens on it. I recommend joining a tech community, although it can feel overwhelming, it is invaluable, because you are surrounding yourself with like minded people and you can get a greater understanding of what others are doing within the space and what you can do to set yourself apart.

Do you believe there are still barriers for success for women working in tech, if so, how can these barriers be overcome?

Today the tech industry is absolutely open for women to work in this space. A lot of companies are creating those opportunities, because they are realising how important it is to have a diverse and welcoming workspace. Sure, there might still be work to be done, however, at some point it needs to be up to you. As individuals, we create barriers for ourselves, and women tend to not always think immediately about going into tech as a possibility. If they do, they tend to let things such as imposter syndrome stop them from going after what they want. Therefore, it is essential that workplaces strive to make tech an accessible space for everyone to join. So yes, there is still work to be done, but if you have the desire and the want to join this growing community, then there is always an opportunity for success.

What do you think companies can do to support to progress the careers of women working in technology?

They can show that in their own company they’re appointing women in leadership as well into techy roles, then they can advertise and showcase this to the world. It is essential that we give women a platform and then celebrate their successes. I also think that companies should always create an ambassador program for women in tech - starting to enrol university students to these programs. By harbouring positive relationships from the offset, young women and professionals can realise that this isn’t a scary time but rather an exciting one. It is essential that we educate the market about those tech roles and make it accessible for women. Finally, I would create more mentorship opportunities for women so that they can have a greater grasp on the trends and the movement of the industry, enforcing opportunities to collaborate and work with others within the space.

There are currently only 21 per cent of women working in tech, if you could wave a magic wand, what is the one thing you would do to accelerate the pace of change for women in the industry?

I think that you need to start early in order to really make a change. Young girls today need to be educated, and they need to grow up with the understanding that taking the tech path is possible, exciting, and a necessity for making a change. Empowering young girls is essential to enforcing future progression. I also believe that schools and universities should have a tech curriculum and teach young girls about tech roles, to make it a wider known concept. For example, why not having a coding class as early as first grade, to establish foundations for girls to progress into a career that was often unavailable for many women. Being taught something early on normalises and encourages behaviours, so why is that any different for a male dominated industry?

What resources do you recommend for women working in tech, eg Podcasts, networking events, books, conferences, websites etc?

I recommend that all women working in tech join communities such as the tech women global advocates. These communities are pivotal in meeting like minded individuals, and they allow you to mingle with women you otherwise would not have. It is so important to have a sense of community within your workspace, especially for those beginning as a one woman business, like how I did myself.

Inspirational Woman: Jeanne Cordisco | Chief People Officer at O’Reilly

Jeanne Cordisco leads the formalization of O’Reilly’s employee programs and enhance the company’s manager training, career tracks, and approach to global hiring, with a goal to increase headcount by as much as 20% in 2022 to support O’Reilly’s global growth.

Jeanne has over 20 years of extensive HR and business management expertise across technology, sales, global retail, and more.

Tell us a bit about yourself, background and your current role

Born in Honolulu, HI, and raised in Southern Africa, I had a nontraditional upbringing that’s provided me with a unique perspective. With the opportunity to appreciate differences in cultures, languages, ethnicities, religions, etc. as a child, I learned diplomacy, the realities of hardship, and the value of diversity, and I’ve tried hard to carry those lessons with me through my life.

From a young age, I’ve always cared deeply about the well-being of others, so in retrospect a career in HR makes total sense. I was raised by two very hardworking parents who were extremely passionate about their careers in international development. Not only did I learn my work ethic from them, but more importantly, I learned that if you find something that you’re passionate about and can make a living by doing every day, you’ve found utopia.

I completed an academic degree in premedical sciences but ultimately decided to forgo medical school to pursue a career in sales. But at the age of 32, I was floundering because I hadn’t yet found my professional passion. I took a risk on a career change into talent acquisition and was “hooked” when the candidate accepted the first offer I extended. I’d helped someone define a new chapter in their life through a new job, and at that moment, I knew that I had found my professional home. This passion has carried me through many roles across many facets of HR, culminating in my current role as chief people officer. As a CPO, I manage the teams that are responsible for delivering an extraordinary candidate and employee experience.

Did you ever sit down and plan your career?

I didn’t. I always planned to pursue a medical career and become a pediatrician. It came as a complete surprise (to everyone!) when I took that right-hand turn into sales and then another into HR. As I reflect on how my career has progressed, what’s increasingly apparent is that although each path I’ve pursued has been so very different from the others, medicine, sales, and HR are all focused on helping people and helping to find solutions to a problem. So in theory it does really all make sense—it just wasn't planned.

Have you faced any challenges along the way?

I’ve faced more challenges than I can count, and I’m grateful for each of them. If it wasn’t for those challenges, I wouldn’t have learned persistence, resilience, and grit. Now, instead of fearing obstacles that come my way, I seek them—to be humbled, to learn, and to prevail each and every time. And when I fail, I fail fast and move on, without giving myself an opportunity to dwell too much. As long as I develop and grow through the experience, that’s a win for me.

What has been your biggest achievement to date?

Being a mother is my greatest achievement. It’s taken me on an unexpected but infinitely rewarding journey that continually educates and confuses me. There are times when I feel like I have no idea what I’m doing! Although the balance between motherhood and my profession ebbs and flows, I work to share my career with my children so that they can learn and appreciate what comes from hard work and pursuing your dreams. And I hope that they aspire to emulate my work ethic in all they put their minds to.

What one thing do you believe has been a major factor in you achieving success?

Determination is the major factor to my achievement. It’s kept me moving forward, always with a clear goal in mind. Through determination, I work to stay focused on the future, believe in myself, and set small achievable goals within larger goals. Above all, it also helps keep me grounded and grateful for the opportunities that I’ve been afforded.

How do you feel about mentoring? Have you mentored anyone or are you someone’s mentee?

I’m a devout believer in mentorship and take on every opportunity to act as a mentor for those who ask it of me (and also seek mentorship from those I admire). I’m actively mentoring several individuals, all of whom I’m helping think through skill development to accelerate their professional growth. I also have several mentors of my own, each of whom have generously spent ample time with me as I transitioned into my chief people officer role earlier this year. Above all, they’ve provided me with a safe, trusting place to share my vulnerabilities. They are judgment free, allowing me to air (and work through) my insecurities and then building me up and giving me the support to feel confident to take on the world knowing that they’ll always be there, cheering me on. I hope to do the same for those who seek mentorship from me.

If you could change one thing to accelerate the pace of change for Gender Equality, what would it be?

Bold action and audacious thinking are needed to accelerate the pace of change toward gender equality. To most effectively achieve gender equality in business, the playing field must be leveled for women across the corporate spectrum. Removal of the gender pay gap, deliberate and intentional skill-based training for women, professional development opportunities, and making work-life balance a priority in the workplace are all ways to enable this change.

If you could give one piece of advice to your younger self what would it be?

Relax and stop worrying! I spent so much unnecessary time worrying about my future. I worried about whether I’d ever find a job that I loved, whether I’d live up to others’ (perceived) expectations, and whether I’d do something important and impactful enough to be remembered for it long after I was gone. All of that worrying was not worth it. What I wish I’d known is that if you work hard, relentlessly pursue your passions, ask for help, and surround yourself with people who support you and want to help you succeed, you can’t be stopped and you’ll leave a lasting effect.

What is your next challenge and what are you hoping to achieve in the future?

I took my CPO role less than half a year ago, so I’m very much on the uphill climb as I onboard and transition into this new professional capacity. I hope to achieve what my younger self was worried about: doing something important and impactful enough to be remembered for it long after I’m gone. I have big plans for myself and my team as we carry out really important and interesting work. If I achieve nothing else, I hope that those who are impacted by my team’s work are inspired to bring their whole selves to work every day and are even more motivated and enthusiastic to contribute to our company’s success. Simply put, I’m just getting started!

Inspirational Woman: Rebecca Taylor | Threat Intelligence Knowledge Manager at Secureworks

Rebecca joined Secureworks in 2014, where she developed an immediate passion for cybersecurity.

Rebecca quickly expanded her cyber acumen, moving into Secureworks first Threat Intelligence Knowledge Manager role in 2022. Rebecca is primarily focused on the implementation of knowledge management processes and procedures for the Counter Threat Unit, the ingestion and management of Secureworks Threat Intelligence knowledge, and its associated quality, storage and maintenance. Rebecca continues to study and mature her cybersecurity depth of knowledge, with a longer-term ambition of becoming a Threat Intelligence researcher.

If you want to find out more about Rebecca, you can connect with her on LinkedIn.

Tell us a bit about yourself, background and your current role

My name is Rebecca Taylor and I am a graduate of the University of Portsmouth having studied English and Creative Writing. I started at Secureworks in 2014, as a Personal Assistant in the Sales and Marketing team. I was responsible for supporting Sales meetings, booking travel, collaborating on events and general office administration. In my very first week I saw the opportunities ahead of me, how Cybersecurity was a growing, evolving space and that associated threats and risks to organisations and even to life, mirrored that growth and change. I could see there was a home for me and if I put in the time and effort, I could truly make a footprint in the cybersecurity arena.

Over the past eight years I have worked and studied hard, gleaned as much exposure as I can to the threat landscape and best practices for protecting, detecting and responding to or against threats. I have worked across a variety of teams including Global Operations and Incident Response and I am now a member of the Counter Threat Unit (CTU) where I am responsible for Threat Intelligence Knowledge Management.

I am responsible for ensuring we ingest our threat intelligence to the best of our ability, and that it is standardized, maintained, searchable and accessible to those who need it most. In tandem with my role, I have been very fortunate to write several blogs for Secureworks, speak on the importance of Knowledge Management at FIRSTCON22, present at our own ‘Threat Intelligence’ Summit, and am now preparing for my first workshop at the Women of Silicon Roundabout London 2022 event.

Did you ever sit down and plan your career?

I can’t say I did as a younger person. As with most school leavers, at around 16 years old I was asked to think about what career I wanted, what I would study, where I would go to university. I think at the time I wanted to be a Child Psychologist, and as you can see that is definitely not where I have ended up!

More recently I have started to plan and think ahead. For me this was very much instigated when my husband and I decided to start a family. I didn’t want to stop progressing or not have a career, so having clear set goals and ambitions shaped around maternity leave and a young family has been important for career planning and motivation.

Have you faced any career challenges along the way and how did you overcome these?

I think first and foremost my main challenge in the beginning was a lack of cybersecurity experience or qualifications. I came into cyber with an English degree which although transferable, didn’t help me understand or appreciate IT, cybersecurity or the cogs within these. I also had never worked in IT or tech and so I didn’t have as much of a ‘background’ as others around me. This was a big motivator to get a series of cyber specific qualifications under my belt, and to ensure I was getting the right exposure and mentorship across my organisation.

I think the other big challenge, which is slightly more personal, I will describe as being shoe boxed. I vividly remember in 2016 being at dinner with someone I hugely respected, and him telling me how he thought I was ‘very capable’ and could do ‘so much more’. He followed it up by saying I would be ‘great for a role in HR or Marketing’. Whilst there is nothing wrong with being in HR or Marketing, I felt like I had almost been typecast, or shoe-boxed into a stereotypical mould of what it would mean for me to be successful or progress in cyber, linked closely with my gender and age. If anything, such attitudes pushed me harder, made me want to almost prove others wrong, that I could be whatever I wanted to be regardless of my age, being a woman and now being a mother. This is now a belief I instill within my mentees, colleagues and my children.

Do you think having qualifications are as important now for a career in cybersecurity as they were historically?

I believe there is less of a pressure in the modern day to come equipped with big certifications, and instead I find it is more now about what you bring as a person and demonstrating a willingness to learn and progress. It is more about gaining experience as you go.

I also find there is more of an onus to find what you are passionate about within IT or cybersecurity, and then if you so choose to home in on a study path and qualifications then so be it. Whether it be active directory, IoT or incident response, there are lots of fabulous courses out there, if they align with your passion.

What has been your biggest career achievement to date?

In all honesty my biggest career achievement has been moving into the Secureworks Counter Threat Unit (CTU). The CTU has always been an inspiration to me, a team I genuinely dreamt of working for all those years ago.
The CTU as a team is exceptionally talented, wise to the threat, intuitive and collaborative – they make a fundamental difference to our understanding of the threat and subsequently how to better protect and detect against the adversary. The younger me would have thought working in the CTU was a pipedream and would never be achievable. But now I sit here as their first ever Threat Intelligence Knowledge Manager making my own contributions to our customers and community and having had an incredible career journey to date. It’s a true honour and privilege.

You mentioned your role as a Personal Assistant and now in the Counter Threat Unit. What happened in between?

My first big move after being a Personal Assistant was into the world of Security Risk Consulting. I became a Resource Coordinator and so was the bridge between our customers and our consultants, assisting in the scheduling of engagements and dealing with customer delivery queries. This was a life changing opportunity where I truly got to see all the roles, responsibilities and teams who were involved in keeping our customers safe, and that is where I was able to begin thinking about where I wanted to ‘end up’.

From there I moved into a Global Operations Change Management role where I instigated large changes to tools, processes and procedures, and then moved to Incident Response as Incident Command Knowledge Manager. The Incident Response team were fabulous in helping me harness my potential, get lots of exposure to both proactive and emergency engagements, and identify training courses which would help me excel.

What one thing do you believe has been a major factor in you achieving success?

The major factor for my successes has been down to fostering strong relationships and having the right mentors in place to guide me through each stage of my career progression.

Taking the time to establish relationships, not just only from a business perspective, but in such a way you form a trust and respect, has meant when I have needed help, guidance or exposure, I have been able to leverage said relationships to accomplish it, and vice versa. Knowing the individual, rough team layouts, who likes to do what versus who is responsible or accountable for what, just means when that time comes you have a relationship and understanding in place.

Mentorship has been significantly important. It’s not about finding a mentor and sticking with them for the whole of your career, it’s about finding mentors who can guide and advise you through parts of the journey. I have had many mentors throughout my career, and they have been pivotal in providing me alternative perspectives, direction and being a sounding board for career planning. I owe so much to my mentors.

What top tips would you give to an individual who is trying to excel in their career in technology?

My first would be to dream big and go for it. You can spend years waiting for the right time, right set up, to have a certain qualification, tenure or for the stars to somehow align. In reality, I think very few of us ever experience that perfect alignment and so if you see that advertisement or that opportunity and you want that role or part in the tech world, then embrace it. The world is your oyster as they say!

My second tip would be to have a development plan or at least a goal. I’m not personally the biggest fan of ten-year plans or setting goal ‘deadlines’, but having objectives and markers for success is what drives that motivation to succeed, but also allows you to pat yourself on the back when you do succeed in those accomplishments. Socialising your development plan or goal then with your own leadership and mentors means it’s on their radar, they know what you are looking for from yourself and them, and subsequently they can put you forward for opportunities or learning experiences which match or aid you accomplishing those objectives.

Finally, I want to stress again the importance of having a reliable mentor. Mentors are trusted advisors, they can introduce you to new people, help you develop and enhance skill sets, and nurture you to the point you gain a greater clarity. There are many fantastic charities and organisations which offer mentorship opportunities, as well as in house offerings. I would go as far to say, even if there isn’t anything in house, if you find someone you feel you can learn from and who inspires you, have that conversation and see if there is a potential for a mentorship arrangement.

Do you believe there are still barriers for success for women working in tech, if so, how can these barriers be overcome?

Whilst cultural and gender representation across technology continues to evolve and improve, significant progress needs to be made from a diversity and inclusion perspective.

Typically, females will have different wants and needs to their counterparts, face different adversities, different stereotypes, potentially different external demands such as that from their families or communities. If I take health as an example, females experience different health requirements and adjustments to male counterparts if we consider conditions like pregnancy, menopause, endometriosis and fertility as a whole. These in their own rights can be time consuming, disruptive or even halt career progression and in a way be isolating. Organisations must acknowledge this and make the appropriate accommodations.

I would suggest many organisations are not as equipped as they want to be for these conversations but also from an ‘enablement for female success’ perspective. With technology typically being a male dominated environment, team members, particularly leaders, need to be comfortable and confident to make adjustments and embrace these kinds of gender differences, but also to show consideration and awareness when supporting females in their organisation. Adversity will be prevalent for everyone in their own way, but if we truly want to make technology a diverse and inclusive space, we need to adapt and improve the way we support and encourage females, and make sure they are enabled to be as successful as they choose in spite of any adversity, stereotype, demand or condition.

What do you think companies can do to support to progress the careers of women working in technology?

I think all organisations need to be supporting career progression by providing accessible routes to mentorship, training and development. Having personal development plans, training leaders to have those conversations and instilling accountability for supporting the careers of their direct reports, all feed into career success.

As I reflected on earlier, organisations being willing to make adjustments to cater to colleagues with different demands and requirements is important. If I reflect this on myself, being able to work remotely even prior to the pandemic, was a big gamechanger for my success. I was better able to balance family life and be present at home, whilst delivering at work without a huge commute. I am fortunate Secureworks is a ‘remote first’ employer, with about 90% of its employees being fully and permanently remote. This type of adjustment significantly aided my success.

Finally, career progression needs to be visible - we must celebrate those who are progressing and accomplishing new roles as this is what demonstrates to others that it is achievable and accessible to them. We also need to have clear pathways to finding out not only what roles are available in our organisations, but the experience required and ways for gaining that.

There are currently only 21 per cent of women working in tech, if you could wave a magic wand, what is the one thing you would do to accelerate the pace of change for women in the industry?

If I could wave a magic wand, I would want the private sector to play a greater role in cyber literacy successes and take more accountability for doing so, regardless of gender. The key examples that come to mind are that there should be goals in the private sector to enhance early education in STEM, but also to provide stepping stones for adults to access training and certification programs.

I speak on behalf of TechSheCan, STEMAspire and STEMAmbassadors, because I do believe if we show STEM is an option, that it doesn’t have to come with a ‘geeky’ stigma, and that in fact there are a wealth of roles and opportunities in the space, we can sow that seed in the mind of a young person that there is a career for them in technology. If I consider access for adults, fantastic organisations like FutureLearn offer free courses so there isn’t a need to pay for expensive courses or have money to learn. It’s available and accessible. This should be the norm across the private sector, and something that should be prioritised.

I have already spoken about mentorship and the fundamental difference it made to me. The private sector needs to make sure everyone who wants a mentor gets one, and that there is the training and support there to make it a beneficial relationship. Again, this needs to be made far more available and accessible, both internally but also to external candidates looking to find that career in technology but needing to reap the rewards of mentorship.

I feel if we addressed these short fallings this would make a big difference to all genders and all individuals looking to explore careers in technology.

What resources do you recommend for women working in tech?

There are a number of resources out there that would appeal to men, women and trans professionals, but, in terms of gender specific literature, I have personally enjoyed ‘How to Own the Room: Women and the Art of Brilliant Speaking’ by Viv Groskop and ‘You are Powerful’ by Becki Rabin. Both have helped me to become more confident and empowered in my career and are definitely worth a read.


Recruiting Tech Talent: What Gen Z Workers Really Want


The competition for talent, especially tech talent, is more fierce than ever before as companies compete for top candidates to fill software and information technology roles – a need that’s being driven by the limitless pace of digitalisation.

Generation Z is the digitally savvy workforce of the future that’s expected to take the tech world by storm. But as this year’s graduates and school leavers move into the job market, they’ll be looking for more than just a salary.

Prepared to work hard for a business that shares their values, these new recruits are looking for employers that will support their physical health, mental wellbeing, and provide flexibility for a great work-life balance. But that’s not all.

To attract and retain the best talent, companies will need to revamp outdated workplace policies and rethink their recruitment and retention strategies. By looking beyond borders, companies can discover that perhaps the “war for talent” is a myth after all and engaging talent where you find them is the way forward to avoid getting left behind.

Closing the expectations gap

The traumas and disruptions in recent years have forced many people to think deeply about what they really want from life – including their careers. In 2021, an ONS Labour Force Survey revealed the highest ever recorded spike in people voluntarily quitting their jobs.

Dubbed the Great Resignation, this reshuffling of talent has forced employers to sit up, take notice, and respond to shifting employee expectations and needs.

Increasingly, employee retention now depends on accommodating the individual preferences of employees in terms of when and where they work, together with ease of access to skills and development training.

Any organisation demanding tech employees spend five days a week in the office will struggle to recruit Gen Z job candidates. For this cohort of workers, when, where, and how work gets done doesn’t matter as long as they deliver what is required of them to the deadline. Plus, they will expect full agency over how they undertake and complete tasks.

Firms that listen and respond to these intrinsic new workforce expectations will be well positioned to offer the workplace flexibility, hybrid working options, and personal development opportunities that Gen Z workers want and expect.

Making it personal and feeling valued

Gen Z expects employers to tear back decade-long policies that no longer resonate with their human-centric workplace expectations.

From gamification and interactive learning that’s instantly applicable to their day-to-day tasks to collaborative platforms, peer-to-peer networks and mentoring that enable them to address individual and team or project challenges, they’ll expect to be given the tools and capabilities that will enable them to be productive.

They’ll also expect to encounter a truly inclusive workplace culture where their contribution is noticed and valued. That includes having managers who are invested in them personally, will help steer them to their next career goal, and understand exactly who they are and how they are feeling professionally.

This last point on active listening is key. Managers need to have their finger on the pulse when it comes to workforce sentiment, because having their views heard and acted upon is increasingly important for today’s employees.

Last year, when Tim Cook, CEO of Apple, told his workforce they’d have to return to the office, several tech employees published an open letter stating “Over the last year, we often felt not just unheard but at times ignored” and many quit in response.

Don’t scrimp on perks and benefits

Tech talent is increasingly demanding more money – and getting it. But offering a competitive salary isn’t enough. Stock options and equity are a honey pot for top-tier tech talent and can be highly motivational for individuals who know the rewards will be significant if a company goes public.

Other incentives that can help companies create an employer brand that truly stands out include health insurance, company health and mental wellness programmes, and attractive professional development plans. Benefits like unlimited holiday or sabbatical options that enable employees to pursue other interests in the knowledge they can return, are also becoming popular offerings. Plus, access to the latest cutting edge tech tools will be a hot favourite for tech project managers, developers and analysts.

That said, a growing number of organisations are also coming to recognise that Gen Z staff and potential employees also regard a company’s actions and track record on equality, diversity, and broader societal issues such as ESG (environment, sustainability and governance) as being just as important as the terms that are on offer in relation to pay or flexible work practices.

Make work meaningful – rethinking business as usual

Organisations looking to recruit Gen Z tech talent are increasingly looking to showcase ways in which the work on offer is purposeful and meaningful. Whether that’s highlighting how candidates can apply their cybersecurity skills to make the world a safer place, or how they could use their AI skills to transform and drive innovation in the healthcare, transport, and energy sectors.

Undertaking meaningful work has a strong resonance with Gen Z candidates who want to feel that their work matters,  that it aligns with their social views and will make a difference. In other words, they want to work for companies that give them a sense of purpose and enable them to engage with projects that will be a catalyst for change.

One thing is for sure, we’re moving into a pivotal moment of time as companies rethink working practices and their corporate mission in order to help their organisations stand out. Those that are able to reframe the world of work in a way that truly connects with the next generation of tech talent will be well positioned to sustain their future ambitions when it comes to recruiting and retaining staff.

Nick AdamsAbout the author

Nick Adams, VP EMEA at G-P (Globalization Partners)

Nick is Vice President, Sales, EMEA region, at G-P. In this role he leads the company’s European expansion and the team that supports it. Prior to joining G-P, Nick held roles of increasing responsibility with global staffing, talent management and total rewards platforms. He has deep industry experience and expertise, with portfolios that have spanned the globe, and has been instrumental in helping businesses expand their European presence. Nick is a board member of The Global Tech Advocates Future of Work Group, a rapidly growing global think tank. He is incredibly passionate about the future of work, with an emphasis on creating a future where everyone can participate.

SheTalksTech Ep15 - Orla Dunne

Listen to our latest She Talks Tech Podcast - From engineer to senior leader

SheTalksTech Ep15 - Orla Dunne

In this episode of SheTalksTech, we hear from Orla Dunne, Global Head of Foundational Infrastructure and head of EMEA Core Engineering, Goldman Sachs.

During the conversation Orla shares her career story from Engineer to senior leader. She also talks about her role as sponsor of the women’s engineering network and the multiple programmes Goldman Sachs has in place to develop their female tech talent. Orla also shares her passion to mentor and sponsor others and explains how she believes that as a leader it is her job to pay it forward and nurture future generations of women in tech.

If you want to find out more about Orla, you can connect with her on LinkedIn.


‘She Talks Tech’ brings you stories, lessons and tips from some of the most inspirational women (and men!) in tech.

From robotics and drones, to fintech, neurodiversity and coronavirus apps; these incredible speakers are opening up to give us the latest information on tech in 2022.

Vanessa Valleley OBE, founder of WeAreTheCity and WeAreTechWomen brings you this latest resource to help you rise to the top of the tech industry. Women in tech make up just 21 per cent of the industry in the UK and we want to inspire that to change.

WeAreTechWomen are delighted to bring this very inspiring first series to wherever you normally listen to podcasts!

So subscribe, rate the podcast and give it a 5-star review – and keep listening every Wednesday morning for a new episode of ‘She Talks Tech’.

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