Women in tech: There's still time to tell us about your career & the challenges you face!

Calling all women in tech – there’s still time to tell us about your career and the challenges you face!

WeAreTechWomen have partnered with leading research firm, Ipsos MORI & Tech Talent Charter to conduct a survey to discover the barriers faced by women working in technology.

You have until 10 September 2021 to get your responses in and help us to understand how you feel as a woman in tech and the challenges you face around career progression.

A summary of the survey results will be published alongside a set of recommendations to organisations to help them to understand these challenges and to think about how they can put in to place initiatives to support the career progression of their female technologists.

The survey responses are anonymous and your data will not be shared publicly.

SURVEY IS NOW CLOSED

In Partnership With

Ipsos MORI & Tech Talent Charter partner logo
TechWomen100 2021 logo

TechWomen100

Nominations are now open

The TechWomen100 awards are the first of their kind to focus solely on the female tech talent pipeline and recognise the impact of champions, companies and networks that are leading the way. Nominations are now open until 10 September 2021.

CAST YOUR NOMINATIONS

Calling all women in tech! We want to hear about you and your career

Calling all women in tech – we want to hear about you and your career!

WeAreTechWomen have partnered with leading research firm, Ipsos MORI & Tech Talent Charter to conduct a survey to discover the barriers faced by women working in technology.

The results of this survey will enable us to understand how you feel as a woman in tech and the challenges you face around career progression.

A summary of the survey results will be published alongside a set of recommendations to organisations to help them to understand these challenges and to think about how they can put in to place initiatives to support the career progression of their female technologists.

The survey responses are anonymous and your data will not be shared publicly.


In Partnership With

Ipsos MORI & Tech Talent Charter partner logo

TechWomen100 Awards 2021

One week to go until nominations open | TechWomen100 Awards 2021

WeAreTechWomen TechWomen100 Awards 2021

Just one week to go until nominations open for the TechWomen100 Awards 2021.

It is no secret that the technology industry lacks female representation at all levels. Women make up just 17 per cent of the industry. There are some fantastic awards for women working in tech, however, most of these focus on senior women.

Whilst we feel it is extremely necessary to highlight senior and influential women, we also believe the pipeline of female technologists need a platform to shine.

This is why the TechWomen100 Awards were created. Our awards focus solely on women working in tech below director level. We hope that by highlighting the accolades of up-and-coming inspirational female tech talent, we can help to create a new generation of female role models for the industry, and a pipeline of future leaders.

The awards also feature a “Global Award for Achievement” category, to help expand our search for global talent. This category is a female individual who works within the tech industry outside of the UK, whose current position is below director level.

Through the awards, we would also like to recognise a number of senior individuals who are championing up-and-coming women, as well as any organisations that have designed and implemented successful initiatives and programmes in order to attract, retain and develop the female tech talent.

Finally, we applaud the often-voluntary efforts of the women in tech networks that operate across the UK, and again would like to formerly recognise these within our awards.

The TechWomen100 awards are the first of their kind to focus solely on the female tech talent pipeline and recognise the impact of champions, companies and networks that are leading the way.

The 2021 awards are kindly powered by Goldman Sachs and sponsored by Accenture, BAE Systems, Bank of America, Credit Suisse, Ipsos Mori, Oliver Wyman, and OpenFin.

The process

Nominations open online on 02 August via WeAreTechWomen. Nominations will close after a six-week period on 10 September.

A shortlist of 200 women from a range of technology disciplines will be chosen in October by an esteemed panel of judges. There will also be a shortlist of three Champions, Global Award of Achievement, Companies and Networks.

The shortlist will then be published and we will also open the TechWomen100 individual category for public votes of support.

Winners will be announced in November and celebrated at a virtual award’s ceremony on 08 December. There will be 100 winners of the TechWomen100, a Champion of the Year, a Global Award of Achievement, a Company of the Year and a Network of the Year.

Who should nominate?

  • Self-nominations are encouraged
  • Organisations looking to recognise their emerging talent pool
  • Organisation wishing to obtain recognition for their initiatives
  • Individuals who would like to recognise their efforts of their champions/role models
  • Individuals/colleagues/friends/clients/mentors/sponsors of the nominee

Award’s timeline

Nominations open
02 August 2021

Nominations close
10 September 2021

Shortlist announced & public vote opens
25 October 2021

Voting closes
05 November 2021

Winners announced
15 November 2021

Winner’s celebration event  (virtual)
08 December 2021


POWERED BY

Goldman Sachs

SPONSORED BY

TechWomen100 Awards Sponsors 2021-1

TechWomen100 Awards 2021

Two weeks to go until nominations open | TechWomen100 Awards 2021

WeAreTechWomen TechWomen100 Awards 2021

Just two weeks to go until nominations open for the TechWomen100 Awards 2021.

It is no secret that the technology industry lacks female representation at all levels. Women make up just 17 per cent of the industry. There are some fantastic awards for women working in tech, however, most of these focus on senior women.

Whilst we feel it is extremely necessary to highlight senior and influential women, we also believe the pipeline of female technologists need a platform to shine.

This is why the TechWomen100 Awards were created. Our awards focus solely on women working in tech below director level. We hope that by highlighting the accolades of up-and-coming inspirational female tech talent, we can help to create a new generation of female role models for the industry, and a pipeline of future leaders.

The awards also feature a “Global Award for Achievement” category, to help expand our search for global talent. This category is a female individual who works within the tech industry outside of the UK, whose current position is below director level.

Through the awards, we would also like to recognise a number of senior individuals who are championing up-and-coming women, as well as any organisations that have designed and implemented successful initiatives and programmes in order to attract, retain and develop the female tech talent.

Finally, we applaud the often-voluntary efforts of the women in tech networks that operate across the UK, and again would like to formerly recognise these within our awards.

The TechWomen100 awards are the first of their kind to focus solely on the female tech talent pipeline and recognise the impact of champions, companies and networks that are leading the way.

The 2021 awards are kindly powered by Goldman Sachs and sponsored by Accenture, BAE Systems, Bank of America, Credit Suisse, Ipsos Mori, Oliver Wyman, and OpenFin.

The process

Nominations open online on 02 August via WeAreTechWomen. Nominations will close after a six-week period on 10 September.

A shortlist of 200 women from a range of technology disciplines will be chosen in October by an esteemed panel of judges. There will also be a shortlist of three Champions, Global Award of Achievement, Companies and Networks.

The shortlist will then be published and we will also open the TechWomen100 individual category for public votes of support.

Winners will be announced in November and celebrated at a virtual award’s ceremony on 08 December. There will be 100 winners of the TechWomen100, a Champion of the Year, a Global Award of Achievement, a Company of the Year and a Network of the Year.

Who should nominate?

  • Self-nominations are encouraged
  • Organisations looking to recognise their emerging talent pool
  • Organisation wishing to obtain recognition for their initiatives
  • Individuals who would like to recognise their efforts of their champions/role models
  • Individuals/colleagues/friends/clients/mentors/sponsors of the nominee

Award’s timeline

Nominations open
02 August 2021

Nominations close
10 September 2021

Shortlist announced & public vote opens
25 October 2021

Voting closes
05 November 2021

Winners announced
15 November 2021

Winner’s celebration event  (virtual)
08 December 2021


POWERED BY

Goldman Sachs

SPONSORED BY

TechWomen100 Awards Sponsors 2021-1

WeAreVirtual, Jenny Varley featured

16/09/2021: WeAreVirtual: Job sharing and career progression for women in tech; how to make it easy to implement for talent and managers | Jenny Varley

WeAreVirtual, Jenny Varley

In this webinar, Jenny Varley, Founder of Flink, will talk all things job sharing and will share tips on how to implement it in the workplace:

We’ll explore:

  • What is job sharing and how can it be transformative?
  • What are the barriers to job sharing?
  • The power of pairs - where to find a potential partner.
  • How can we unlock value - personal and for the business - through the power of pairs?
  • Setting up for success - as employee and manger.

 

REGISTER HERE

About Jenny:

Jenny VarleyJenny Varley left her Head of Digital Comms job at HSBC after 10 years in 2020, to fix a problem she experience first hand: how to keep women in mid and senior level jobs. Jenny lost talent when she struggled to create effective part-time opportunities at a senior level and herself, suffered from burnout, trying to recover from miscarriages and failed IVF while in a demanding full-time role. Jenny experimented with job sharing as a way to protect the careers and wellbeing of her former team. Jenny launched Flink, an enterprise job share platform powered by machine learning, to make it easy for companies to integrate job sharing into talent strategy.

Jenny's twenty five year career spans journalism, PR and marketing and employer brand strategy. An exciting hand-break turn early on in Jenny's career, lead her into location management for the Harry Potter and Bridget Jones film franchises for several years before becoming disillusioned with the lack of women in lead production roles. Jenny has now made it her life's work to help employers design inclusive jobs at every level and make them easy to share so no one ever has to sacrifice their career and long term income potential when they need to work fewer days.


Watch and learn in your own time from our previously live recorded virtual events. New recordings available weekly. Discover our webinar playbacks here


Global Networking pass

WeAreTechWomen are excited to release tickets to join us on our virtual networking platform – 11-13 May

Global Networking pass

ONE TECH WORLD  |  11- 13 MAY 2021

If you cannot make this year’s conference, you don’t have to miss out on the networking. 

If you already have a conference ticket, access to our virtual world is free.

We are opening up our virtual networking platform to individuals who are not attending our flagship conference.  You can join us 6.00am – 7.00am (BST) if you are coming in from a global time zone or 6pm – 7 pm (BST).

Join us in our virtual world and explore areas such as our virtual alpine bar, library, rooftop lounge, cyber world lounge, AI world lounge and our jobseekers’ lounge. Whilst on the platform, you will also have the opportunity to meet our conference sponsors and make those important networking connections.

One Tech World virtual networkingHow the platform works

You can access the platform via your Edge or Chrome browsers.  Once inside the platform, you will become an avatar.  By using the direction keys on your computer you can move your avatar around our various lounges and chill out spaces.  As you walk towards other avatars on the platform, zoom windows appear that enable you to chat with others.  It’s a super cool way to network!  You can join other conversations on the platform wherever you see other avatars.  No personal information is shown other than the name you input when you log in to the platform.

https://youtu.be/p3bIz8EwIoM

One Tech World virtual networking

TICKET SALES HAVE NOW CLOSED

We hope you will join us to expand your network and make fantastic global connections.

SPONSORED BY

One Tech World Sponsors 2021(1) 


Inspirational Woman: Nyala Noë | Data Scientist, Empirisys

Nyala NoeMy name is Nyala Noë and I am a data scientist. I am Dutch, but was born in Germany and grew up in France.

I completed my Masters in Social Psychology at the VU Amsterdam (The Netherlands) in 2014 and my PhD in Computer Science and Informatics from Cardiff University (Wales) in 2018. Since 2018, I have been working as a data scientist, first at Centrica, then as a founding employee of Empirisys, since January 2021.

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

I have been working in STEM-related fields since 2014 and before that graduated with a psychology degree. I have lived and worked in six different countries and speak four languages. I recently took the biggest plunge of my career by becoming a founding employee of Empirisys, a new tech startup focused on culture and safety. Empirisys is geared towards high hazard industries (oil& gas, manufacturing, constructions, chemicals, etc), but any workplace can benefit from a strong safety culture.

During my masters in social psychology at the VU Amsterdam, I developed a particular interest in human relationships and culture. I mostly learned how difficult it is to influence human behaviour, especially in such large groups as a workplace, but that is why I took up the challenge with Empirisys. What I did learn is that there are many different ways of measuring behaviour and attitudes, both directly through surveys, and indirectly, through observations. The environment or nature of the work often traps humans in committing errors they otherwise would not have made. Identifying these human error traps is the first step towards addressing them. Safety is also not just physical, it is also the psychological safety to being able to speak up and point out problems with an asset or being able to stop working when an employee perceives there is a safety risk. It’s this interplay between physical and psychological safety that fascinates me most, with one influencing the other in a continuous feedback loop.

But before joining Empirisys, I truly started my career as a data scientist 3 years ago at Centrica, where I was part of a large team of data scientists, supporting the business with business insights, process improvements, and even fraud detection. However, I soon realised that I wanted a different challenge, and more importantly I wanted to work for myself. This is how I came to work for Empirisys who fulfilled all those criteria: a small team involved at all levels of the business with a goal I could fully get behind. I learned to program during my PhD in Computer Science and Informatics at Cardiff University, which I finished as I had already started working for Centrica full-time. It is during my PhD that I learned to program for the first time, unlocking a new way of manipulating and analysing large amounts of data I had not come across before. It is in my time in industry that I learned how to effectively apply these techniques, in ways that can actually make a difference to people.

Did you ever sit down and plan your career?

My career in data science was mostly accidental. I had always thought that I would stay in academia and become a researcher. My ambition at first was to become a professor in social psychology. However, I wanted to give industry a shot, because I didn’t want to rule out something I had not tried before. As I was finishing my PhD and no longer benefited from PhD funding, I started looking for a job and was lucky to get accepted to Centrica as a data scientist. At the beginning, I thought I would do this for a year or so, and then return to academia. Working as a data scientist really suited me, I enjoyed working in a team (which was a big change after mostly working alone on my PhD!) and the structure given by agile and being part of a development team. During my time at Centrica, I got a mentor who guided me in thinking about my career and where I wanted to end up. Also talking to my peers and my managers helped me formulate bit by bit what I wanted to get out of my career.

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

When I first joined industry, I had to adjust to the way the corporate world worked. There was no room for perfectionism in the environment I worked in. Everything I did had to be useful to the business in some way, so I had to learn to work quickly and efficiently to deliver. I set myself really high standards, not wanting to compromise the quality of my work or my time spent researching what the best technique would be. However, I quickly learned that this was not sustainable. As data scientists, we each have our specialities, whether that is a stronger background in statistics, stronger software engineering skills, or expertise in specific algorithms, such as neural networks. I learned that I did not have to be the expert in each of these domains, and that I could rely on my team members for support where needed. In return, I was able to help them in the domains they were less confident about. It’s thanks to our complementary strengths and weaknesses that we were able to address many different challenges as a data science team.

What has been your biggest career achievement to date?

One of my biggest achievements to date is getting my PhD in Computer Science, despite having come from a background in psychology and only having a very rudimentary understanding of programming before becoming a PhD candidate.

More recently, I was part of the 4-member founding team of Empirisys. I would have never thought that I would be part of setting up my own business, and to be able to do this so soon after launching my career in data science feels like a great achievement.

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

I am adaptable, which has helped me switch career paths from psychology to computer science, despite having no idea about computers or knowing any programming languages. I never saw obstacles, but rather new things I needed to learn in order to achieve my goals. It has also helped me feel comfortable moving around for my studies, which has been a very valuable experience. When it came time to look for a PhD, it was very easy to make the decision to come to Cardiff, as I had no doubt that I would be able to adapt to a new country rapidly. As a data scientist, it has helped me throughout my career as I learned to work in a larger team, after having worked mostly on my own during my PhD.

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

I think your ability to learn and your ability to adapt are the two skills that are most important in a career in technology. The field is moving so fast, that it is essential that you learn to quickly switch gears when something is not working, and that you stay on top of the latest trends. It is also important here to be able to distinguish between what is a genuinely useful new technique or programming language, and what is just a fad. This will come with experience, but also talk to your peers. Join meetups or networks or have regular get togethers with the other tech members of your company to discuss new things you learnt and share this with your colleagues.

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

I have been lucky enough to not have experienced direct barriers so far in my career. I have noticed a lack of women in leading positions, so I wonder how I will feel about this question once my career progresses. I was lucky to have a very driven female mentor, who helped me be aggressive about my career. This has helped me be more pro-active about what I want, but also understanding what I value and want to get out of my career.

I think things are moving in the right direction, but there are still unique challenges such as maternity interrupting women’s careers and unconscious bias that might be barriers to hiring and promotion.

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

I think that the culture of the company is important in making sure that everyone in the company is listened to and taken seriously by all levels of the organisation. An open and inclusive culture can help with this. However, it’s a concerted effort to change the workplace’s culture from all people involved. I think especially peers are important to set examples and rectify unwanted behaviours, such as discrimination or lack of respect for employees. I also think there is a responsibility for recruiters to consider whether the values and soft skills of the people they are employing match the culture they want to develop at the company. A sense of responsibility from everyone to make the workplace a pleasant and productive environment, where diversity of experiences is valued.

There is 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?

Having recently been involved in recruiting for our new startup, I noticed that we had much less women apply to our positions than men. This already narrows the pool down. So there definitely is some work to be done on the pipeline of talent coming through. One important aspect is to demystify a career in technology and make it seen as accessible to everyone. I think there might still be a bias where some people think: “Oh no I would never be able to do that”. In high school, maths was one of the subjects I struggled with most and I felt like it was just not the subject for me. However, thanks to my very supportive family, I was able to overcome this mentality, and gradually improved in the subject and passed my final year exams very comfortably. I will never be a maths genius, but I have learned that I can achieve things by working hard and staying dedicated. It’s this mentality that I want to foster in students in high school or university who are thinking about their future careers.

In the same vein, I want people to consider a switch to a career in tech as an exciting challenge. I was part of a panel for university students where 5 speakers, all women, explained how they had turned their careers and gotten into tech without having gone through the more traditional pathways. I think the panel was a great inspiration for everyone present that a career switch is not only possible, but also often an enjoyable experience where we get to discover a whole new set of skills, but also apply all the things we have learned from our previous roles.

At the end of the day, I just want everyone to be encouraged in going down the path they want to, whether that is a career in tech or not. I don’t want to be a women in tech, I want to be in tech.


WeAreTechWomen has a back catalogue of thousands of Inspirational Woman interviews, including Professor Sue Black OBE, Debbie Forster MBE, Jacqueline de Rojas CBE, Dr Anne-Marie Imafidon MBE and many more. You can read about all our amazing women here


20/04/2021: Diversity in Tech | WeAreTechNetworks Q2 Meeting

WeAreTechNetworks 20.4.21 (4)[5]

Join us for our second WeAreTechNetworks meeting, where we’ll be discussing diversity in tech.

We will be joined by special guests, Debbie Forster MBE, CEO, Tech Talent Charter & Mark Martin MBE, Computer Science Lead, South Bank Engineering UTC aka Urban Teacher – UK Black Tech.

WeAreTechNetworks is a collaborative networking forum for individuals who are leading their organisations Women in Tech networks.

WeAreTechNetworks welcomes the chairs, co-chairs and D&I leads from a broad range of industries and sectors; and allow them to share best practice and collaborate. Founding members of WeAreTechNetworks are PwC, Visa, HSBC, Barclays, Oliver Wyman, Credit Suisse and KPMG.

About Debbie Forster MBE:

Debbie Forster MBE is an award-winning figure in the areas of diversity, tech, innovation and education. She is a portfolio consultant and is co-founder and CEO for the Tech Talent Charter, an industry collective which aims to deliver greater inclusion and diversity in the UK tech workforce.   Women in Science and Engineering (WISE) named her Woman of the Year for 2016 and she was awarded an MBE in 2017 for “Services to Digital Technology and Tech Development” and in 2018 Women in IT named her Diversity Leader of the Year.  More recently, WeAreTechWomen awarded Debbie their Editor’s Choice Award for 2019  and Computer Weekly named her Most Influential Woman in UK IT for 2019.   Debbie is a trustee for the British Council, serves on the Institute of Coding’s Diversity Board and serves on the government’s Digital Economy Council and its Money and Pensions Service advisory board.

About Mark Martin MBE:

Mark Martin aka @Urban_Teacher is an Advanced Skills Teacher in Education and Computer Science. Mark is a thought leader in #EdTech and a hugely popular speaker, sharing his expertise and insights to educators around the world. He is a teacher/advisor for the major global tech brands and continues to advocate for home-grown talent, digital skills and education equity. In February 2019, he was awarded the London Business Award for Paying It Forward. A few months later, he was awarded an MBE for services to education, technology and diversity in UK technology.

BECOME A MEMBER


WeAreVirtual, Maya Welford AI, 400x300

23/03/2021: WeAreVirtual: AI and the Gender & Ethnicity Pay Gaps | Maya Welford

WeAreVirtual, Maya Welford AI

Maya completed dissertation research for her Master's degree in September 2020, which explored perceptions of AI and how it may help or hinder progress towards closing gender and ethnicity pay gaps.

This included an extensive literature review, a survey completed by members of the general public, and a series of interviews with AI professionals and AI ethicists. During this engaging session, Maya will share her research findings and cover important topics including pay gaps, cognitive bias, and bias within AI.

REGISTER HERE

About Maya:

Maya WelfordAfter graduating from King’s College London in 2018 with a First Class BSc Psychology degree, where she received the Desmond Tutu Award for her commitment towards serving society, Maya joined Barclays on their Human Resources Graduate programme. Maya has made a positive impact both through her day role at Barclays as well as through extra-curricular endeavours. Within her first 6 months at Barclays, Maya received a Barclays Values Recognition Award in recognition of her commitment to the Barclays values. In September 2020, Maya was promoted to Global Wellbeing Manager at Barclays.

Beyond her day role and as part of her engagement with Win, Barclays’ Gender Network, Maya founded the Charity Mentoring Programme, which connects Win members with staff at charities aligned to driving the cause of gender equality. From 43 mentor/mentee matches in 2019 to over 200 in 2020, and from partnering with 6 charities in 2019 to 20 in 2020, the programme has gone from strength to strength. In 2015, Maya completed a mental health placement in Sri Lanka where she supported individuals with mental health issues in clinical and community based settings. Maya currently volunteers for non-profit, Like Minded Females, and leads their Social Mobility efforts. Furthermore, she recently joined The Early Careers Foundation as an Advisory Group member. Maya additionally mentors young individuals to raise their aspirations.

Alongside employment and given her hunger for continuous self-development, Maya recently completed a Master’s degree in Corporate Responsibility & Sustainability at Birkbeck, University of London, for which she achieved a Distinction. Maya’s dissertation research investigated bias within AI and the opportunities and threats of AI within the gender and ethnicity pay gap space, using qualitative and quantitative research methods.


Watch and learn in your own time from our previously live recorded virtual events. New recordings available weekly. Discover our webinar playbacks here


International Women’s Day, Vanessa Vallely & Danny Wicks event featured

08/03/2021: International Women’s Day #choosetochallenge - What’s yours? | Danny Wicks & Vanessa Vallely OBE

International Women’s Day, Vanessa Vallely & Danny Wicks event

Join Vanessa Vallely OBE and Danny Wicks for International Women’s Day.

We will cover the barriers for women in the workplace, male allies, pay gap, women on boards & the importance of women’s networks. #choosetochallenge

REGISTER HERE

About Danny:

Danny WicksDanny spent the vast majority of his career as a mergers & acquisitions and business restructuring specialist.

In recent years, Danny has been pivotal in the restructuring of the UK’s largest bank and also leading the strategic change for one of the UK’s largest property companies.

He is a qualified Executive Coach and with his tenacious approach he specialises in guiding leaders at pace through the strategic change of their business.

Danny has a passion to get the best out of people and enable them to reach their own personal and professional goals.

About Vanessa:

Vanessa is one of the UK’s most well-networked women and has provided keynotes on on a variety of career related topics for over 500 companies worldwide. Vanessa is also one of the UK’s most prominent figures in gender equality and often provides guidance and consultancy to both government and corporate organisations who are seeking to attract, develop and retain their female talent. Vanessa was awarded her OBE in June 2018 for her services to women and the economy.

At the height of her successful 25 year career in the financial services, Vanessa launched the award winning WeAreTheCity.com in 2008 as a vehicle to help women progress in their careers. WeAreTheCity.com now has over 120,000 members and provides resources/conferences/awards/jobs to women across the UK. Vanessa is the also the -founder of UK wide diversity forum Gender Networks. Gender Networks (formerly The Network of Networks) brings together diversity leaders from 85 cross sector firms to share best practice on a quarterly basis.

Vanessa is also the author of the book “Heels of Steel: Surviving and Thriving in the Corporate World” which tracks her career and shares 13 chapters of tips to succeed in the workplace.

Over the past ten years, she has been named Women in Banking & Finance’s Champion for Women, Financial News Top 100 Rising Star, The International Alliance for Women Top 100 Women globally & Brummells Top 30 London Entrepreneurs. In 2015 Vanessa was in GQ UK’s Top 100 Connected Women and the Evening Standard’s 1000 Most Influential Londoners. Vanessa is a regular guest on TV and radio and also sits on the Government Digital Services advisory board.

Vanessa is also the Pearly Queen of The City of London, a tradition that has been in her family for over 100 years. She is an avid charity worker and sits on the board for for Cancer Research UK as one of its Women of Influence. Vanessa also sits on the Cententary Action Group founded by Dr Helen Pankhurst.

Keynotes and workshops include The Power of Profile, The Power of Mentoring, Speed Networking, Speed Mentoring, plus her Excel your Career workshop. Vanessa is also available as a panelist, facilitator and leadership development programme host. All talks can be tailored towards specific audiences.


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.