woman wearing a white lab coat working on an engineering project, International Women in Engineering Day

What can Ada Lovelace’s flying horse tell us about some very modern problems with educating engineers?

woman wearing a white lab coat working on an engineering project, International Women in Engineering Day

Beverley Gibbs reflects on what Ada Lovelace’s flying horse can tell us about some very modern problems with educating engineers. 

In 1827 when she was 12 years old, Ada Lovelace imagined a steam-powered flying horse.  Ada’s ideas for the horse terrified her mother, who feared Ada was taking on characteristics of her father….the original ‘mad, bad and dangerous to know’ lothario, Lord Byron. Byron is still regarded as one of the great English poets, and Lady Byron’s reaction to Ada’s horse-themed creativity was to buckle down on directing Ada into a purposeful study of mathematics and science to avoid the chaos associated with her creative father. The rest, as they say, is history, and on the second Tuesday of every October we celebrate Ada Lovelace Day, recognising her contribution to computer science.

As an engineer, I find Ada’s flying horse captivating and inspiring. At their best, engineers rely on imagination, empathy, creativity, vision and readiness for change – capabilities that come from an understanding of what it is to be human rather than an overly narrow devotion to maths and science. Why then, do we spend so little time in the engineering curriculum developing these capabilities, and why do we select them out during our admissions processes? AT NMITE, we’re determined to do things differently.

At NMITE, we recognise that people who do not have Maths and Science A-levels can still have the vision, curiosity, determination and creativity to be fantastic engineers – and so we welcome them. Our very human admissions process takes account of the applicant’s journey and potential. Once they join us, we explicitly teach and support maths and science – and communication and interpersonal skills – inside the programme, closely aligned to their application in engineering work.

We are also inspired by the humanities world, and have built that into our programme because the subjective and objective need not be in competition. The professional accreditation of engineering education requires that engineers can work with ambiguity, respond to stakeholders and manage risk – these skills cannot come from numbers and natural laws alone.

At NMITE, we have infused the curriculum with approaches from history, art, philosophy and rhetoric as well as the more usual social sciences. In the first couple of weeks in our programme, learners study the idea of certainty – yes, in metrology, but also in speech. There are of course plenty of examples of great teaching at the humanities and science interface, but in NMITE we have won the institutional argument on transdisciplinary approaches and it’s what we are founded on. That’s not just because different disciplines are interesting and important, but because we know they unlock routes to being a better engineer.

As engineers, we are perhaps most characterised by a yearning to put ideas to use: in many ways, this is the essence of what engineering is. Too often, educators are keen to share their discipline’s insights, but stop short of showing students how to effectively integrate those perspectives into their core discipline or vocation.

NMITE was founded in response to an overly narrow admissions criteria to engineering degree courses. We aim to meet the needs of employers reporting long-term shortages in a sector critical to economic growth and human wellbeing.

We have a recruitment process that treats applicants as rounded people, and we maintain that human awareness throughout our programme…humans as stakeholders, employers, and collaborators. Humans at individual, community and global scales. Rather that seeing safety in logic and numbers as Lady Byron did, we see safety in properly preparing our graduates for the world they will enter an the work they will do.

Whilst Ada Lovelace is rightly recognised and respected for her contributions to computer science, let’s be inspired by her navigation of different disciplines and reflect on the evidence that she had all the hallmarks of a thoroughly excellent modern engineer.

Professor Beverley Gibbs is Chief Academic Officer at NMITE, a new provider of higher education. Find out more at www.nmite.ac.uk.

tech accelerator, team meeting featured

How to thrive in a tech start-up: 9 transferable skills and 1 crucial quality

tech accelerator, team meeting

Tech has thrived during the pandemic, experiencing major growth trajectories thanks to the radical changes to buying, lifestyle and business habits across the globe.

If you’re about to take on a leadership role in a tech start-up, how can you ensure you also thrive? These are the nine non-tech sector skills that you need, in order of appearance…

Securing the leadership role – interview and negotiation

  • Rapport Building

From the start, the existing team will expect to see you as easy to connect with, easy to collaborate with, and that you are on the same page as them. Leveraging your best rapport-building skills will pay dividends: not only will you connect quickly with the existing leaders but you will also reassure them that you can build a great rapport with existing and future customers.

  • Communication

This is arguably the #1 skill throughout your career. To secure your role, you need to clearly communicate who you are, the quantifiable impact that you will have and how, with relevant examples, you can help move the fledging business from A to B, with metrics, measurements and time commitments to your actions and results.

When negotiating your role, communicate strongly and clearly about the requirements of your role and how performance and results will be measured. If there is no historical precedent for measuring your role, work with existing leadership to establish expectations.

Once onboard, communication will continue to be a much-used skill. You will need to clearly communicate strategy, business goals and reasons for both popular and unpopular decision-making every day. This communication will be both verbal and written and carried out while simultaneously motivating the workforce. You will also be communicating new business products and features to customers or prospects regularly, which sometimes may be quite conceptual and require careful communication management.

Starting the role – fast starts and early results

  • Flexibility

Be open minded when you look under the bonnet: things may not be exactly as you expected. See this as an opportunity: find unexpected areas where you can have a positive impact. Be prepared to handle tasks, team members and projects that stretch the limits of your agreed role, because in start-ups there are no real limits, only those that are self-imposed.

Shortly after starting your role (2-4 weeks in), approach those who hired you with a proposal of how your role can be flexed to enable you to positively influence the new areas you have identified.

  • Teamwork

Your new team needs to see not only your rapport-building skills but also your ability to thoroughly embed yourself into whatever task is required. You need to quickly demonstrate that you understand the business, its goals and their role in achieving them. Embrace their business experience, no matter how junior or senior they are. You bring skills and abilities that they don’t currently offer, and they bring business knowledge and customer intelligence that you don’t currently have. Form ways to connect your skills and their knowledge for rapid results.

  • Multitasking

Be prepared to handle multiple projects, targets and business requirements from day one. Due to the pace and bandwidth requirements of most tech start-ups, this isn’t just a basic requirement of anybody in a leadership role: it’s something you need to genuinely love and thrive on.

Thriving in the job – sustainable success

  • Coaching

According to Reema Gainley, founder and success coach to B2B start-ups at The Gainley Group, “Great leaders, the types of leaders who were able to empower and inspire others through fast-paced change, like we see in the tech industry, are those leaders who know how to communicate effectively and learn how to coach their teams for mutual success.”

For your tech start-up to thrive, every member of the business must also be thriving and growing too. Your role as a coach is essential not just for them, but also for you to be able to pass high-responsibility tasks to the wider team, freeing up your time to focus on other priorities.

  • Crisis Control

In tech start-ups, sh*t happens. They develop products, push them to the limit, test them, further develop them and so on. Occasionally things will break. Your ability to manage any crisis scenario calmly and with positive outcomes is essential. You need to be able to manage the internal team, and often customers too. Throughout these high stress moments, you need to focus on external outcomes and to lift and carry both your teams and your customers through to the other side.

  • Prioritisation

Your workload will never shrink: it will grow constantly as you become more established and more capable of delivering results. Prioritising tasks into short-term, long-term and urgent attention will need to be second nature. It’s also vital to know when to abandon tasks. Not only will this help your start-up to thrive, but this will make your role sustainable – nobody can do everything that they want to.

  • Autonomy

There will be times when you need to get your head down and execute activities independently. Sometimes these may be tasks that you are familiar with and other times you will be encountering brand new challenges. In both instances you need the courage and confidence to act independently and with conviction.

These nine skills – and the diligent application of them – will see you flourish if you can apply one quality across everything to ensure you truly succeed: resilience.

You will be thrown every challenge, task, curve ball and opportunity in your start-up career. Showing up with a daily dose of resilience will ensure you don’t just survive your role but thrive in it.

Vanessa LovattAbout the author

Vanessa Lovatt is Chief Evangelist at Glisser, an award-winning technology platform powering unique company event experiences and meetings, anywhere.

Join Finding Ada's free webinars and celebrate Ada Lovelace Day

Finding Ada logo

As part of their wider Ada Lovelace Day celebrations, Finding Ada are running three FREE webinars.

Join Finding Ada's webinars to hear from some amazing women in STEM having conversations around the Science of Hypersleep; Fusing Tech & Art in Games; and Engineering - Solving Problems for Real People.

Tickets are free, so sign up via Eventbrite to stay up-to-date with the speakers, get reminders and the link to view the events. You can find out more about each webinar below:

Ada Lovelace Day 2021- The Science of Hypersleep

The Science of Hypersleep

We explore the science of hybernation to ask, is hypersleep possible? Hypersleep is a common theme in science fiction, but what does science have to say about putting humans into suspended animation? This discussion will focus on the realities of hypersleep and will ask questions such as: What can we learn from hibernating animals? What’s the difference between hibernation and sleep? What health impacts would extended hypersleep have?


Ada Lovelace Day 2021- Fusing Tech & Art in Games

Fusing Tech & Art in Games

Join us for a fascinating discussion about the new role of tech artist, combining technology and artistry in games. The Technical Artist is a relatively new kind of role in the games industry, yet the possibilities for those who pursue this career path to create and merge art and technology is endless. Ada Lovelace Day and #RaiseTheGame invite you to join Kristrun Fridriksdottir, Jodie Azhar, and Emma Roseburgh for our tech art webinar. This panel will discuss what kind of work the tech artist does, the cutting edge of tech artistry, and how tech artists are pushing the boundaries and creating new experiences for players.


Ada Lovelace Day, Engineering event

Engineering - Solving Problems for Real People

Join us for a fascinating discussion about engineering challenges and opportunities. Engineering is the science of problem solving, but the scale of global challenges like climate change and the COVID-19 pandemic can diminish our awareness of engineering’s impact on individual people. How are engineers addressing these issues? And how are these engineering solutions affecting our communities?


WeAreTechWomen covers the latest female centric news stories from around the world, focusing on women in technology, careers and current affairs. You can find all the latest gender news here

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Women working with computer for design and coding program

Why we need to encourage more girls into coding and STEM

Women working with computer for design and coding program

Article by Elizabeth Tweedale, CEO and Founder, Cypher

Think Different. A great Apple ad campaign from 1997. The fact that we all think differently is at the very root of why girls - and everyone for that matter - should be encouraged to get into coding.

The reason we should encourage girls into coding is not just about feminism or equality, it’s not just about fairness or a ‘level playing field’, it’s not just about opening up glass ceilings and filling quotas. It’s far more important than that. It’s about solving problems for the future of our world.

Talking about the ‘female’ mind or ‘male’ mind is fraught with difficulty - so I’m not suggesting these are two different opposing gender-based options, but broadly painting a picture of a rich spectrum of the diversity of thought amongst individuals. A bit like we use ‘left brain’ and ‘right brain’ ways of thinking. It’s the combination of this diversity, facilitated through inclusivity, that leads to the ability to solve problems in new and unpredictable ways.

As a teacher I have observed children approaching tasks in different ways which reveal different mindsets. Early on in my experience of teaching children to learn to code, I taught a class of boys a lesson about making a space invaders game. The lesson taught concepts about coding and computational thinking. The boys picked up the concepts fast, were highly competitive, designed efficient invader killing programs and were totally goal orientated. Soon after I had the opportunity to teach the same lesson to a group of girls. I was fascinated by the alternative way of working that they displayed. This group took twice as long to complete the task. However, they were collaborative, discussed different options, considered the design and colour scheme of the game and even considered the wellbeing of the aliens - providing ways for them to get food. They completed the task differently.

This got me thinking about the value of different approaches to problem solving. And also the very evident fact that there are less women working in technology than men. Women make up just 17%  of IT specialists in the UK. While the concept of computer science was invented by a woman, once it was turned into an academic subject to fit into an educational system designed largely around how boys learn, it lost it’s connection with the ‘poetic science’ displayed by Ada Lovelace’s mind. Ada Lovelace, an English mathematician working with Charles Babbage in around 1843, first developed the idea that computers had the capability to go beyond mere number-crunching.

The benefit of learning computational thinking, the core concepts behind developing code and algorithms, is that it gives students the tools to both think around problems and promotes the idea that there are many ways to solve a problem. Thinking computationally isn’t just about the questions you answer, but about the questions you ask. What I might call a male approach might be to set the question ‘What is 2x2?’ We can all do that - 4. But what if we ask the question, ‘How do you make 4?’ Immediately the mind expands and starts thinking of different angles. How about  8÷2, 1+1+1+1, 22, 60÷15, √16……there are so many ways. With different people working together - different genders, different heritages, different social backgrounds - the approaches are instantly diversified. And women tend to bring together a range of approaches rather than stick to a straightforward path.

In my own career I have an example where my approach, bringing together two different principles, led to a new and exciting solution. With my background in both computer science and architecture, I have developed the code to create a space planning app to improve office space usage. It was also the result of a great partnership with my husband, Bruce. By putting together two types of algorithms, a particle based system and a graphical based system, I was able to create algorithms to solve the space problems faster. Bruce, interestingly, says that’s something he would never have done and credits my ‘female mind’ as being able to think in a more lateral, pick’n’mix way. When it came to getting the algorithms patented however, he was the one to drive that process through and get it registered. Teamwork.

So how have we managed to put off so many girls going into computer science? Just 9% of female graduates in 2018 studied a core Stem subject - science, technology, engineering and maths. Some girls are keen on computing and I’m the last one to stereotype anyone into a particular role. I was both the president of the Computer Science club at high school - and the Cheerleaders. I love gaming. But I love other things too. I’m a Mom, and I like being in charge of how my home is, what the kids do and getting to know their teachers and the other school Moms. It’s my choice to take on that role in our marriage (as well as being CTO of our company). We just don’t make computer science sound that attractive to most girls. What’s the point? How does it relate to me? I read an Instagram post only yesterday from a woman who’d just got a house to herself after being brought up with three brothers - doesn’t this just paint a picture of what life can be like for some girls?

“There has always been noise, there has always been things everywhere that were the possessions of others, that weren’t for me, and I wasn’t to touch…amps, wires, guitars, drum kits, video games and televisions that I was never interested in but wasn’t ever allowed to use anyway - the year PlayStation came out was really shit, just saying.”

It’s not encouraging!

Things have to change. Everyone needs to get to understand technology better. The 98% of people who don’t want to be computer programmers have to have an elevated level of understanding of technology to be able to function in today’s and especially tomorrow’s world. An understanding of how computing works, what computational thinking is, how algorithms work - takes away the fear of technology. Technophobia is only overcome when you have a go, you discover it’s not so clever, it’s just about giving a machine a few instructions. And wow, those instructions can make a real difference.

By broadening the understanding of technology we can also help increase the numbers of women working in and understanding technology. When I spoke at a conference for International Women’s Day last year I was impressed by the recognition of the breadth of what ‘women in tech’ means. The marketing team was proud to stand up and say, “We are women in tech’. No, they aren’t labelled CTO but they do run the Facebook campaigns and understand the algorithms, they do run the website, they do analyse the data from all the technological interactions with customers.

How do we encourage girls into coding and STEM? By creating environments that welcome women. By appreciating that not everyone thinks the same and that there are many ways to peel an orange. By showing that they can tap into their creativity when learning computational thinking. That it can help their creativity. I set up my company, Cypher, to inspire children to learn the language of the future - code. From the outset, I wanted to make it as girl friendly as possible. The whole premise of Cypher is that we teach through creative themes - we want to catch a kid’s imagination and curiosity with subjects that mean something to them - whatever their gender. Our themes range from exploring marine ecology and conservation, to a virtual world tour meeting robots and building pyramids, to making magic, to fashion shows and composing music. And whatever the theme, we connect it to technology, learning to code and developing computational thinking. STEM by stealth if you like. The greater the range of children we can excite about coding now, the greater the diversity of thinking and problem solving that will be in the next generation of leaders, designers, thinkers - bringing new and surprising solutions to the problems we face in the future. As we say at Cypher, getting the next generation future ready.

Elizabeth Tweedale, CEO CypherAbout the author

Elizabeth Tweedale is a computer scientist, has a master’s degree in architecture, has written six books for children explaining different coding languages and is the Founder and CEO of Cypher – an edtech startup inspiring children aged 5 to 12+ to learn and apply the language of coding through creative and interactive camps and clubs. She’s also a mother of three young digital natives.

While working for Foster & Partners’ Specialist Modelling Group in 2013, she spotted the educational potential of coding. She explains: “My team used computer coding to design buildings, including the Apple Campus and the Gherkin. I saw many colleagues teaching themselves how to code and hitting stumbling blocks because they didn’t have a basic understanding of computational thinking and had never learned how easily code fits together.”

Her experience sparked a question. Shouldn’t we be teaching our young children how to code? And so she set up a company to do just that.

If you are a job seeker or someone looking to boost their career, then WeAreTechWomen has thousands of free career-related articles. From interview tips, CV advice to training and working from home, you can find all our career advice articles here

Emily Castles featured

Inspirational Woman: Emily Castles | Co-Founder & CTO, Boundless

I’m co-founder and CTO at Boundless. I’ve been working on software startups since about 2012 having spent most of my 20s working as a water and wastewater engineer.

Did you ever sit down and plan your career?

When I was 11 I asked my Dad who does the job of designing houses and he told me about architects and civil engineers. Those jobs went straight onto my ‘What I want to be when I grow up’ list and never really came off it. Ultimately I went on to study engineering and I worked as a civil engineer for about 10 years.

Planning the move into software development is probably the most proactive planning I’ve done, career-wise. One of my main motivations was the ability to move about the world a little more freely and since making that decision, having freedom to work from anywhere is something that I’ve pursued in a pretty dogmatic way.

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

The most marked challenge for me was my initial move from office work to remote work. I had always planned to move to remote after getting a few years experience in the field of software. I loved the consultancy company I worked with at the time and approached them with a proposal to work in France for a few months. I still have that ‘Winter Working Proposal’ doc and it addressed everything: my plan for accomodation, where I was going to find office space, how I would set up internet, tools our teams could use – I even specified the roaming mobile plan I was going to use. I put so much work into it. But it wasn’t the right circumstances. Remote working wasn’t too common in Ireland at the time so I think it was difficult for my employers to envisage how it could work logistically and ultimately, they said no to my proposal. I was pretty devastated but I understood their decision. And…I already had a Plan B and Plan C mapped out.

Plan B was to ask Bizimply for a full time job. I had been building software for Bizimply for a number of years through my consultancy job. Founders, Gerard Forde and Mikey Cannon, were super open-minded and kind about my needs and let me skip off to France. I did my first day of work for them in a new co-working space in the Alps.

I was always prepared to go for Plan C which was to leave it all behind and do my best to find a job with an employer who was open to remote working but I’m glad it didn’t come to that as maintaining a connection to the Irish startup world has been key to where I am now.

What has been your biggest career achievement to date?

What we’ve done with Boundless so far feels really great. We empower companies to treat their employees equally. We also like to lead by example and show our customers the right way to employ remotely. Boundless believes that everyone should have the ability to shape their day in a way that suits them, whether that means working early so you can hang with your kids in the evening or starting late after a morning of skiing. I work hard with my team to make sure that working with us fits in with their lives.

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

A track record of executing well is always going to stand to you – it helps others to faithfully recommend you and want to work with you again.

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

Looking outside of your specific realm is very important and building relationships with people in different worlds to yours. As a developer, you can easily end up working in a vacuum but being involved with all aspects of the company opens doors to the next stage of your career.

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

The numbers don’t lie and there are clearly fewer women working in tech than in many other sectors. Barriers occur at all stages, starting at school. So it’s not a case of one barrier and one solution, or one solution to overcome all the barriers. And it’s certainly not the responsibility of the women working in tech to solve the problem of barriers for women working in tech. A simple thing that any company can do is ensure that they are hiring women, treating them fairly and that they work closely enough to address difficulties that arise.

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

Hire women, pay them equally and promote them. And provide flexible working arrangements to everyone, regardless of gender.

There are currently only 17 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?

Pay equity and transparency would be a great starting point. My role at Boundless has opened my eyes hugely to the fact that I have been underpaid for much of my career. Women need more information to stop this from happening.

What resources do you recommend for women working in tech?

The Lead Dev is an incredible organisation that I have found really helpful since starting in my current role. They insist on diversity among their contributors and their content is well thought out and helpful. I follow them on Twitter and as a result end up attending webinars and getting insightful and digestible articles on my timeline that so often speak to problems that I am experiencing.

Ada Lovelace Day featured

Recommended Event: 12/10/21: Ada Lovelace Day 2021: The Science of Hypersleep

Ada Lovelace Day 2021- The Science of Hypersleep

We explore the science of hybernation to ask, is hypersleep possible?

Hypersleep is a common theme in science fiction, but what does science have to say about putting humans into suspended animation? This discussion will focus on the realities of hypersleep and will ask questions such as: What can we learn from hibernating animals? What’s the difference between hibernation and sleep? What health impacts would extended hypersleep have?

Ada Lovelace Day and The Clarke Award invite you to join science fiction author Anne Charnock, sleep and memory expert Prof Gina Poe, Prof Kelly Drew, who studies hibernation in squirrels, and Dr Anusha Shankar who studies torpor in hummingbirds, for a discussion of whether hypersleep in humans is possible.


Looking for more events or networking opportunities? WeAreTechWomen has a dedicated events calendar with thousands of different events to help broaden your network and learn new skills. We have also launched WeAreVirtual - a series of free webinars to help expand your learning online. 

Don’t forget, you can also sign up to our bi-weekly newsletter to keep up-to-date with our upcoming events and webinars. 


Young people in tech, tech careers, mthree featured

Tech careers for all: dispelling the myths around a role in technology

Young people in tech, tech careers, mthreeArticle by Hayley Roberts, CEO at specialist cyber security distributor, Distology

Despite efforts to level the playing field and encourage more women to consider a career in tech over the past few years, the figures are still nowhere near where they need to be.

Stats from the ONS in February revealed that fewer than a third of UK tech jobs are held by women and while this is a steady increase on the past few years, when you look at leadership and technical roles, the figures are far lower.

It’s difficult for me to digest these stats when I know a) how interesting, fulfilling and dynamic a career in tech can be, and b) just how much value women add to tech businesses. The stats speak for themselves. Companies with higher levels of equal representation are more profitable and companies with at least one woman on the board of directors outperform those without any women by 26%, according to Gartner figures.

My journey into tech

My own journey into the sector almost started after I graduated in business – I had the option of working on a graduate scheme for IBM or working for a toiletries company helping to run the retail accounts for the likes of M&S and Next. Contrary to where I am now, I chose the latter. Mostly due to the fact I could conceptualise where it fit and the supply chain was more obvious. IBM and what the business did other than hardware eluded me – and the IT world seemed slightly greyer back then.

But they say everything always finds its way, and three industry moves later I landed at a security distributor, after working as a head-hunter for six years (ironically setting up the Dell team in the business’ first Moscow office). I had taken some time out to focus on family after the credit crunch in 2008 and decided a change of environment was just what I needed.

Given my skill set was mainly in sales, marketing and leadership, it was transferable – and this is the message I’m always keen to convey to those who might be working in other careers and considering a role in tech. This was 12 years ago, and I became the second in command at Codework, a small but successful security distributor which predominantly focussed on Symantec. The rest is history.

Dispelling myths about tech roles

Before delving into the myths around tech roles, it’s first worth considering the educational landscape we’re operating in. The drop off in interest around tech, and more widely STEM subjects, starts in late high-school – a 2017 Microsoft survey found that young women become interested in STEM subjects at around 11 and then lose interest when they’re 15. It’s no coincidence that this is around the time when people tend to start falling into more traditional gender roles of what a male or female ‘should’ be doing.

While women are more than capable of coding with the boys, the thing is, tech careers aren’t just about sitting behind a computer inputting code – which is where the misconceptions often start. A huge myth about working in tech is that you need a computer science degree to do it, which simply isn’t true.

A few examples will perhaps better illustrate my point. Anyone with a keen interest in fashion could take up a role at an online fashion brand at Boohoo or ASOS, looking at how people shop, for example, and how to optimise the website in line with this. Or those with a love of psychology and identifying human behaviour could relish in a role in UX or UI design. In the same vein, those with a keen interest in art could make a great web or graphic designer, or those that love building relationships could become a great tech project or account manager. For these reasons, tech is also a great career to ‘switch’ into, by applying and building on transferrable skills learned in other industries.

Another huge myth is that you need to be ‘technically minded’ to succeed in a career in tech. That couldn’t be further than the truth for many roles. What drives my recruitment strategy here at Distology is hiring based on core competencies rather than pure experience. An element of interest in the technology side of the sector is of course important but, ultimately, tech is a solution to a problem and these problems all have human factors.

The final myth I wanted to cover is that tech roles are analytical and don’t offer room for creativity. Again, this is a huge misconception and the tech world is full of creatives – from web designers and content creators, to marketers and product strategists. As I mentioned previously, tech is all about solving problems and coming up with better, more effective ways to do things; now if that doesn’t involve an element of creativity, I’m not sure what does!

A sector of opportunity

As one of the world’s fastest growing and ever-evolving industries, I’m on a mission to get more people – particularly women – interested in a career in tech. For those just starting out and know tech is the career they want to get into, and equally those that are in other careers and want to use transferrable skills to switch career without starting completely from scratch, the opportunities in tech are endless and exciting. And as many skill sets in tech cross over, there tends to be plenty of opportunities to try new things out and it can be relatively simple to move over to other departments within an organisation, so you’ll find it hard to grow bored!

About the author

Hayley RobertsFollowing a 20+ year career with blue chip enterprise businesses in retail, recruitment and technology, Hayley Roberts is the founder and driving force behind IT Security distributor, Distology. The company specialises in identifying, representing and distributing the latest disruptive technology in the cyber security arena.

Hayley has carefully nurtured a unique company culture that encourages vibrancy and ambition and as a result, Distology has won various accolades including CRN’s Distributor of the Year 2019, Cloud Distributor of the Year 2020 and the Gender Parity at the Women in Channel Awards. This year, Hayley has also been shortlisted for CRN’s Women in Channel Woman of the Year and Role Model of the Year, while the business has been shortlisted for Distributor of the Year (sub £250m turnover), Cloud Distributor of the Year and Technology Incubator of the Year.

Female Virtual assistant featured

Using digital to help young peoples' mental health

By Eleanor Bradley, MD, Registry Solutions & Public Benefit, Nominet

The NHS has labelled the issue of addressing mental health among young people as ‘in crisis’, as the support available fails to keep pace with the alarming increase in demand for it.

According to the Nuffield Trust, the number of 4-24 year olds reporting a longstanding mental health issue has increased six fold in the last 20 years.

What else has changed in the last 20 years? In less than a lifetime, digital devices and the internet have infiltrated every corner of our lives. Young people today are growing up in a digital world; their lives have been changed by it, for better or worse.

While some have tried to combine these two facts as cause and effect – and there is some evidence of internet addiction and its harmful consequences – what is more productive is to accept that technology can’t be removed from our lives but can be used as a solution rather than merely a (potential) problem. After all, tech is neither good nor bad – we must use it as the great enabler it can be.

Digital is the medium by which most young people conduct their lives, and is an ideal way to integrate additional support with existing offline support as 99% of 12-25 year olds are spending more than an hour a day on their smartphones and online. They are familiar with digital tools and know their way around them, plus some of the characteristics of the online world – anonymity and privacy – make it easier to talk about sensitive, potentially embarrassing subjects like their own mental health.

It is well accepted that the NHS has limited resources and is struggling to meet the needs of the young when it comes to mental health. It is a space charities can step into, using digital to refine their offering and better reach the young people they seek to help. Of course, this presents various challenges that must be overcome, not least having the right expertise to create digital solutions and having the money behind them to support this work.

Digital mental health services can also serve the NHS by allowing tools to be created at scale that are easily accessible and get support to those in need quicker than the average waiting time for care. It can also create opportunities for self-care and integrated care, creating complementary packages that combine appointments with a practitioner with a digital service that provides reassurance in moments of isolation or vulnerability.

At Nominet, we get excited about finding opportunities for which technology can be harnessed for good – it’s something that guides our public benefit work and helps us meet our target of impacting the lives of one million young people a year. We have recently entered a partnership with the Samaritans, helping to create the technology tools that will ensure they can connect with people online – notably the many young people who indicated the internet as a place they would most like initial support.

This topic – the symbiosis between mental health, young people and digital services – is a topic we have delved into more deeply as we seek to identify the areas of potential, the need, but also the associated challenges. To that end, we have commissioned a new report, Charities, Young People and Digital Mental Health Services, through which we have started to identify some areas in which charities, who naturally try to fill gaps left by the NHS, could further refine their work in order to access young people and support young people in a way that will be even more effective.

The findings have been interesting and insightful in how we can refine the existing processes of care for young people. For example, our report found an interest in creating a mental health passport for young people to improve the continuity of the care they receive, and a need for better signposting so that young people know where to find the support they want. We also need to ensure that services are offered at scale, which again is the ideal challenge for digital to meet – a multitude of apps can be created and accessed far and wide. We also recognise that charities face challenges such as funding and a lack of technical expertise, but solutions can be found with the proper understanding of what resources can help and where. For example, the Samaritans needed digital tools but needed funding, support and technical expertise to create them, so Nominet was able to help fill that gap.

It is not enough to simply wring our hands at the worrying rise in mental health issues among young people. We must understand the challenges and identify opportunities to overcome them, using technology to support them in the best way we can. Let’s meet an age-old problem with new tools and technologies to finally start to turn the dial.

Eleanor Bradley mid 1About the author

Eleanor Bradley is MD of Registry Services & Public Benefit at Nominet, the technology company known for running the .UK internet infrastructure. Eleanor has over 20 years’ experience in the internet industry and in her current role leads the teams responsible for commercial activity related to Nominet’s registry business as well as the company’s public benefit initiatives.

TCG Virtual CodeGen Developer challenge featured

Recommended Event: 18/10/2021-22/10/2021: TCG Virtual CodeGen Developer Challenge

TCG Virtual CodeGen Developer challenge

Trusted Computing Group is proud to announce our first ever TCG Virtual CodeGen Developer Challenge!

This week long event will ask developers to create a functional prototype built off a TCG standard. The challenge will provide an opportunity for brilliant talents to create their works with the help of TCG mentors, who will be virtually available throughout the event, while also experiencing the unforgettable thrill of coming together with peers who share the same passion for digital technology and innovation.

The theme of the challenge will be “Pervasive Security and Application of TCG standards in SW and HW development”. Participants will have the opportunity to create solutions that can make an impact for the security community as well as SW and HW developers seeking to integrate security into their platforms. The challenge is open to both teams and individuals, and whoever impress the judges most will be awarded. The event will be free and open to non-members as well as individuals from TCG member companies who have not had an active member login to the TCG technical Work Groups.

Registration deadline: Monday, October 11, 2021
The CodeGen Developer Challenge will run from October 18October 22, 2021.
All questions can be directed to [email protected].

Morgan Stanley experience professionals programme featured

Looking to break into Financial Markets? Applications for Morgan Stanley’s Experienced Professionals program are now open

Morgan Stanley experience professionals programme

Morgan Stanley’s Fixed Income and Equities divisions are pleased to announce the launch of a Sales & Trading Experienced Professionals Program designed to recruit and develop professionals with or without a background in Finance.

Diversity and inclusion are critical to our success as a global organization and we are committed to creating and providing opportunities that enable our workforce to reflect diverse backgrounds and views.

We welcome highly motivated candidates with 3+ years of postgraduate work experience in a professional environment from a diverse range of industries, including but not limited to: Aerospace, Consulting, Energy, Engineering, Finance/Accounting, Government, Law, Life Sciences/Pharma, Insurance, Information Technology, Academic Research and Military/Defense.  In line with our diversity commitments, we strongly encourage applicants who self-identify as Black and/or female.

The program

The program begins in February 2022.  On joining, participants will complete at least six to eight weeks of formal orientation, training, and development.  You will also attend training and study sessions to prepare you for any required licensing and registration exams and will be provided with a wide range of resources and support including a dedicated program leader, mentor and buddy, and ongoing product-specific training and career management tools.

About sales and trading

Sales & Trading assess and manage risk, trade securities, manage relationships with clients, and structure and execute innovative transactions in both primary and secondary markets.

  • Sales: develop a client base by nurturing long-term relationships; create investment ideas; sell and cross-sell the firm’s products; and work directly with clients on behalf of the firm.
  • Trading: generate trading ideas and analysis and support all aspects of market-making trade execution.
  • Structuring: build computational models that help issuers and investors maximize returns while controlling risk.
  • Lending: use the Firm’s capital to help institutional clients finance their portfolios of bonds, loans, and other securities.
  • Strats: develop and deliver innovative trade ideas, models, and analytic systems to the trading desks.
  • Research: comprises talented analysts, strategists and economists whose research helps clients generate alpha.
  • Risk Management & COO: Risk Management act as first line of defense in protecting the firm; assisting the business with opportunities but acting within regulations and policy. The COO function oversees the implementation of business strategies, carries out operational functions and spearheads new business initiatives.

You will be offered a permanent role in one of the above areas depending on your skill set and interests.


You must have at least three years of post-graduate experience and an interest in financial markets.  Applicants should have strong analytical skills, client and/or project management skills, excellent communication, genuine intellectual curiosity, and a strong work ethic.

Application process

In order to be considered, candidates must apply by October 10, 2021 at 23:59 GMT.  The selection process will conclude by the end of November.

Program location

The Program is based in Morgan Stanley’s London offices.  The health and safety of our employees is important to Morgan Stanley and with this in mind the firm has put in place a broad range of measures. We will take into consideration government guidelines and any other relevant factors to determine whether at the time part of the program ought to take place in a virtual environment at our discretion.

Diversity and inclusion at Morgan Stanley

Commit to Diversity and Inclusion is one of our core values at Morgan Stanley. We strive to build an organization that is diverse in experience and background, reflecting our standards of integrity and excellence.  A diverse, dynamic, and inclusive culture underlies the success of our company. It widens our perspective, helps our employees achieve their professional objectives and allows us to better serve our clients.


Morgan Stanley is a leading global financial services firm providing a wide range of investment banking, securities, investment management and wealth management services. The Firm’s employees serve clients worldwide including corporations, governments, and individuals from more than 1,200 offices in 43 countries.

As a market leader, the talent and passion of our people is critical to our success.  Together, we share a common set of values rooted in integrity, excellence, and strong team ethic.  Morgan Stanley can provide a superior foundation for building a professional career – a place for people to learn, to achieve and grow. A philosophy that balances personal lifestyles, perspectives and needs is an important part of our culture.