Sara Boddy

International Women in Engineering Day: Sara Boddy shares her experience in STEM

Sara BoddySara Boddy is a Senior Director overseeing F5 Labs and Communities.

She came to F5 from Demand Media where she was the Vice President of Information Security and Business Intelligence. Sara ran the security team at Demand Media for 6 years; prior to Demand Media, she held various roles in the information security community over 11 years at Network Computing Architects and Conjungi Networks.

On International Women in Engineering Day, we speak to Sara Boddy about her experiences getting into the cybersecurity industry and her advice to aspiring students who are looking at joining this field.

When did you become interested in technology/engineering? How did you first get into the industry?

I started out in the security world back in the late 90s, three weeks after graduating high school. At that time, the practice of security was known as network security, and there weren’t university programs for it.

In fact, there were very few universities that even offered computer science degrees. I got a job as a receptionist for Conjungi Networks, which was owned by two guys in Seattle that were some of the more forward-leaning thinkers in the security space at that time. They kicked off their business by implementing Microsoft's first firewalls around 1995 and became known as security experts from that point on. We were one of the only businesses in the Seattle area doing firewall implementations, vulnerability assessments, penetration testing, incident response, etc. during that time.

They saw potential in me, and I started managing the backup tapes (which I wasn’t any good at) and, after a few years, I was doing base configurations on SonicWALL firewalls, writing statements of work and proofreading vulnerability assessments for customers. We deployed firewalls and intrusion detection systems, conducted vulnerability and risk assessments, and consulted our customers through a lot of incident response.  Things got really interesting when the company participated in a sting operation with the FBI as part of a big hacking extortion case impacting one of our customers. I think I was maybe 21 at the time and it was exciting work to me. That is when I knew I was going to be in this field for life! Four companies and 20 years later, I still work with Ray Pompon, who was the lead on that case at Conjungi.

How did you get to the position you’re in now?

The beginning of my career was in consulting, which meant I worked directly with customers on different kinds of projects – not just basic security control and implementation. I learnt how to consult around compliance, test for effectiveness of controls and define security programmes. Every way that you could fail in security, I've seen it from a consulting role, which was really good experience in the early days of my career.

After 12 years, I got a job in internal security. I stayed for seven years, progressing from a security manager up to the VP of Information Security and Business Intelligence.  The company went public while I was there, so I got to build a SOX program from the ground up. We also went through a public company split, and dozens of acquisitions. Some of our business divisions had high appetites for risk, and some were just big targets, like our domain registry and registrar businesses.  This put me in a position of constant incident response, and I started to crave something different. I think this type of situation causes a lot of security operators burn out. I moved on when one of my prior managers, who was working for F5, created the opportunity to start the F5 Labs threat intelligence team. This was very intriguing to me. I wanted to move from constant defense into proactive threat analysis and help other defenders that were experiencing the same issues I was. We just weren’t talking about it.  I was the first employee of F5 Labs and now, 4 years later, we are a team of 8 researchers that have published over 300 reports, articles and thought leadership blogs.

What is normal work week like for you?

I spend a large amount time in meetings talking about the latest research from my team. I also do my own research and writing when I find time at night. I’m always looking at large aggregated datasets to spot patterns and trends. The key is to gain insights into what the bad guys are up to prior to the day they start attacking systems. These insights help me consult with customers on the need to be proactive about security. This is all crucial work and puts businesses in a good position to defend themselves from threats by using the intel from the F5 Labs team.

Why do you think there is a lack of women in engineering and tech roles?

There’s no denying that engineering and technology is a male dominated industry. In my experience growing up, computers simply weren’t something many girls were interested in, perhaps because they weren’t marketed that way. I still think we're in a situation where computers and gaming are still very sexist worlds. I mention gaming specifically because that's how a lot of kids get passionate about computers. They've got gaming consoles and iPads and they want to figure out how they work, or they build their own gaming server. These products are still not being designed or marketed with girls in mind, and I think that contributes to a lack of interest on the female side. Plus, I don’t think there is enough awareness about what this field really is about. It’s really cool! It is constantly changing, there is never a dull moment, and you can make an impact on a global scale. People forget we depend on the internet for modern life to function, and it’s a very fragile ecosystem that needs a lot of help. We desperately need more women in this field!

Did you face any obstacles when it came to progressing in your career?

I’ve been very fortunate in my career to work for men that have always championed my successes. I've never had to fight for a promotion and I’ve always had leaders who saw potential in me and pushed me, which helped me grow. I realise not a lot of women have had the same support.

However, like every woman in this field, I’ve run into people that don't want to listen and assume you are inexperienced. No matter how many years I've been in this industry, I still have a lot of people come up to me after a talk and say things like “That was really great. You really do know what you're talking about.” Well, thank you for assuming I didn't! Or, when I’m giving a keynote speech, the expectation is that I got the opportunity because of an interest in diversity versus merit. I think the need to prove your worth or expertise is something a lot of woman in this industry grapple with. My speech coach tells me, “you have something to say, nothing to prove.” I still tell myself that before every opening line, whether it’s a meeting with a customer or a keynote. Women in STEM have to be confident and have thick skin.

How do you think businesses can make it more inclusive to women?

Continued funding from the tech industry for STEM schools is very important!

I also think we can help to overcome the gender gap by finding ways to tell cool stories about what this industry does. We need to drive early involvement at a governmental and local school level. More details about how cybersecurity makes an impact on the world would excite and inspire kids to get into the sector. It may be a while before we start seeing significant differences in terms of gender balance within the industry at all levels, but I’m positive that change is coming. With girls in primary school now learning coding, I’m hopeful we’ll have a more level playing field in years to come.

And would you say that you had a role model there anywhere who was female? Whether it be someone in a different business or someone you just don't even know?

I’ve always had really supportive managers and mentors, so I haven’t really had a reason to look for an external role model. I do think women in STEM are really good at creating community groups to congregate, talk and learn. We are very supportive of each other. There are definitely a few female CISOs that are active on social media that I pay attention to, but I don't know them personally.

What advice would you give to individuals trying to start a start either start or advance advanced their career in engineering or tech?

Getting involved in your local community is important. Knowing other people in the industry will give you a better idea of the sector and help when new job openings arise.

I think businesses in general need to get more comfortable hiring entry level employees too. There’s a common perception that if you don't have 10 to 15 years of experience, you won’t be able to solve the problem quickly, or you’re not going to be able to consult clients and implement good security controls. That is not necessarily true.

At F5 especially, we’re always on the lookout for smart, curious, ambitious people, especially those who are early on in their careers. I've had a lot of success hiring people right out of college. They’ve always been really keen to learn and grown their careers quickly, take a very creative approach to security and aren’t biased by “the way we do things”.


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

Female engineers are more likely to be victims of recruitment bias when trying to get back to work

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

Women trying to return to the engineering industry after a career break are more likely to experience recruitment bias than men, according to a survey by STEM Returners.

The survey, published on International Women in Engineering Day, showed 27% of women feel they have personally experienced bias in recruitment processes due to their gender, compared to 8% of men. Furthermore, 30% of women said they feel they have personally experienced bias in recruitment processes due to childcare responsibilities compared to 6% of men.

STEM Returners, based in Hampshire, is an organisation which returns highly qualified and experienced STEM professionals after a career break by working with employers to facilitate paid short-term employment placements. More than 150 engineers have returned to work through the scheme.

Natalie Desty, Director of STEM Returners, said: “The UK engineering industry needs to recruit 182,000 engineers annually to keep up with demand – this is not news. But despite this very clear and desperate skills shortage, 61% of STEM professionals on a career break are finding the process of attempting to return to work either difficult or very difficult and women are bearing the brunt of this challenge.

“There is a perception that a career break automatically leads to a deterioration of skills. But the reality is, that many people on a career break keep themselves up to date with their industry, are able to refresh their skills easily when back in work and have developed new transferable skills that would actually benefit their employers.

“STEM organisations are clearly missing a major opportunity to get highly skilled, talented females back into the industry.”

The STEM Returners Index, which was carried out in collaboration with the Women’s Engineering Society, surveyed a group of more than 750 STEM professionals on a career break who are attempting to return to work or who have recently returned to work.

More than half of respondents looking to return to work have been on a career break for less than two years and around 36% of returners felt that bias in the recruitment process was a barrier to them personally returning to their career.

The survey revealed that the pool of STEM professionals attempting to return to industry is significantly more diverse than the average STEM organisation. Over half of the survey respondents attempting to return to work were female and 38% were from black and minority ethnic (BME) groups, compared to 8% female and 6% BME working in industry.

In the survey 22% of respondents said they feel they have personally experienced bias in recruitment processes due to their race or ethnicity, while 67% of BME respondents said they are finding it difficult or very difficult to return to work, compared to 57% white British respondents.

Elizabeth Donnelly, CEO of the Women’s Engineering Society said: “Sadly, while the results of this survey are concerning, they are not surprising. We have seen that worryingly, STEM professionals from under-represented ethnicities find it more difficult to return to work and additionally, women are six times more likely to state that a lack of flexibility in working hours to allow for childcare responsibilities is a barrier to return.

“Many of these professionals took a career break for reasons outside of their control, but now, due to changing circumstances, are ready to get back to work. They are a highly educated, highly experienced and highly diverse group of STEM professionals who should not be overlooked. STEM organisations, industry leaders and hiring managers need to take note and think more broadly about how they access this hidden talent pool, giving talented professionals a fair chance.”

Haley StoreyHaley Storey, from Hampshire, is now in an engineering role after being away from the industry for 17 years. Haley took part in one of STEM Returners programmes with BAE Systems based in Portsmouth. After completing a 12-week placement working on a Type 45 Destroyer, she has now joined the company permanently as a Project Engineer, helping to find engineering solutions during ship maintenance or upkeep periods.

“I left my role as a production manager in 2003 when I started my family,” Haley said. “I was self-employed after that but as my role wasn’t related to engineering, I couldn’t see a way to get back in when I wanted to restart my career.

“The STEM Returner scheme seemed to be directed at people just like me – someone who had previously been in a technical job but had been away for a period of time.

“My CV would probably not have made the first round of the recruitment process, but the scheme enabled me to work alongside an experienced engineer and I was able to learn from him and get to grips with the workings of a large organisation. 

“Career breaks should not put good people at the bottom of the list – we still have ability, knowledge and often transferable skills so it would be great for that to be recognised.”

Rebecca Pearce, BAE Systems Maritime Services, added: “Over the years we’ve recruited fantastic talent that we wouldn’t normally have had access to. We really want to celebrate the success and calibre of candidates we’ve recruited through the STEM Returner programme, and to recommend that more people use this method of recruitment.”

To read the full report, click here.


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Two Female College Students Building Machine In Science Robotics Or Engineering Class

International Women in Engineering Day: How diversity and inclusion helps drive business success

Two Female College Students Building Machine In Science Robotics Or Engineering Class

Article by Laura Fink, VP People, Healx

Technology is one of the most sought-after sectors to work for in the country, yet representation within the industry fails to reflect this.

In fact, only 15% of the technology workforce is made up of people from BAME backgrounds, and 19% of all workers in the sector are women. This year’s International Women in Engineering Day offers an opportunity to reflect on the key benefits that diversity and inclusion bring - both to the tech sector and beyond - and inspire one another to take action and create company cultures where everyone can thrive. Because one thing is for sure: whether it’s bolstering growth and innovation, attracting world-class talent or gaining investor trust, diversity is key to long-term business success.

Bolstering growth and innovation

The secret to coming up with innovative ideas and solutions is asking a diverse group to deliver them. Teams from different ages, genders, races and backgrounds offer a melting pot of knowledge and experiences that a homogenous group simply do not. This allows them to solve problems more efficiently, moving the business forward at a faster, more considered pace and ultimately reaping greater financial rewards. Indeed, McKinsey found that companies which have a leadership team over 30% female were more likely to perform better than those with less executive representation. The message is clear: the more that businesses focus on creating a diverse workforce, the bigger the impact on innovation and growth. At Healx, we are passionate about bolstering diversity and inclusion in our business. Our leadership team currently stands at 36% women and non-binary representation, and in the last 12 months, we’ve increased the percentage of women and non-binary individuals from 9% to 33% in our technology team. This focus has provided our teams with countless new opinions, experiences and opportunities to drive innovation and change for rare disease sufferers.

Attracting and retaining world-class talent

There’s an old phrase that says, “you have to see it to believe it”, and that couldn’t be truer when it comes to nurturing talent. Employees - and potential new hires - want to be able to see themselves reflected in their work, their teams and their leaders. Where they can, they are more likely to join or stay with a company, but where they can’t, team members are left feeling demotivated, undervalued and unseen. It’s important that companies proactively seek to attract and retain diverse talent, and the COVID-19 pandemic has provided many organisations with a welcome opportunity to update their practices, so that they can become more flexible and inclusive. At Healx, some of the things that enabled us to make such a shift in the representation of our workforce included actively widening our hiring net beyond our Cambridge base and reviewing our interview and referral processes to ensure we attracted a diverse funnel of candidates. We also undertook an internal review of our employee policies to ensure we were supporting all team members equitably; this included introducing a fully-paid additional leave option to enable people to balance work and life commitments during the pandemic, updating our health and life insurance policies, improving our parental leave offering, and moving towards a hybrid model of working that empowered people to work in the way that best suited them. Like many companies, the pandemic really pushed us to bring flexibility and empathy further into the core of our culture, and we hope to continue building an environment where employees feel represented and supported. This is critical for business success and can help organisations attract - and keep - world-class talent that will drive forward their mission.

Aligning with investors

Many companies today rely on external investment to grow, but, increasingly, investors are expecting organisations to prioritise diversity and inclusion before they commit any money. Indeed, 63% of UK investors are now screening potential companies to ensure that they comply with internal diversity and inclusion metrics, whilst VC firms like Atomico and Balderton are amongst a cohort of investment companies benchmarked for their diversity and inclusion policies. Investors understand that inclusive hiring leads to a better understanding of the market, improved decision-making and enhanced performance - so it makes market sense for them to invest in companies who are already on the front foot when it comes to thinking about diversity and inclusion. For businesses looking for investment, it’s important that they demonstrate an active commitment to building a diverse and inclusive business, if they hope to secure funding and scale.

The diversity challenge within the tech sector won’t be solved overnight. However, if businesses want to remain ahead of the curve and drive change, they must make equality and inclusion a concrete priority. Diverse teams provide companies with opportunities for growth, improved talent acquisition and retention, and alignment with value-driven investors. This International Women in Engineering Day, companies must understand why embracing diversity and inclusion is critical, or they will risk lagging behind forever.

Laura FinkAbout the author

Laura has over 20 years' experience in international HR roles across a variety of industries including media, sales and tech. She has worked in HR, recruiting, employee engagement, organisational change and diversity roles in both blue chip and start-up companies and is passionate about helping companies scale effectively. Mostly recently Laura led the HR function at a fintech in the blockchain space. Previously she led EMEA recruitment teams at Google to help scale the company during a period of incredible growth.

At Healx she is responsible for building effective people programs that enable us to attract great talent and drive the growth and development of our people and the business.

 


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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encouraging girls in to tech, STEM featured

Inspiring women for a career in engineering

encouraging girls in to tech, STEMAs a female engineer, I am part of a minority group.

A miniscule five per cent of practicing engineers in the UK are women, and only 22 per cent of 16-18-year-old girls say they would consider a career in engineering. In the UK we also have the lowest percentage of female engineering professionals in Europe, while Latvia, Bulgaria and Cyprus lead with nearly 30 per cent each1.

Why is this the case? My theory is by the time a child turns four, it has already been instilled in them which jobs are for men and which are for women, and society inadvertently reinforces these socially constructed identities due to its own lack of understanding and preconceptions.

But when did Britain decide that women should not aspire to be engineers and help to change the world? And worse still, who thought up the ludicrous notion that women would not make good engineers?

The women of Great Britain have already proven that they can be outstanding engineers and run this country single handedly. Just 70 years ago, when the men left to fight in the Second World War, women went into factories and did the work of talented engineers more than competently.

Sadly, at the end of the war when the men returned, everyone went back to their so called “traditional roles”.

The field of engineering loses so many talented women to so-called “caring professions” because they want “to make a difference,” but making a difference is actually the bread and butter of engineering, and in today’s world is vitally important for the future.

The Engineering UK 2019 report reveals that while girls are underrepresented in STEM subjects at both GCSE and A‘Level, they tend to outperform boys in examinations at both levels of study.

This shows women should be engineers!

As we continue to live through difficult financial times, there are many other pressing problems that threaten our quality of life, such as global warming, the depletion of natural resources and challenges to health - to mention just a few. Engineers and scientists are the only people who can halt the destruction of our planet, so what better way to show you care and make a difference than to become an engineer

In 2017, the annual shortfall of the right engineering skills in the UK was between 25,500 (level 3) and up to 60,000 (over level 4 skills). The reality is that we need to at least double the number of UK based university engineering students for the UK to remain a power hub.

In my current role as President and Chief Executive of the New Model in Technology and Engineering (NMITE), we are committed to making engineering more accessible for everyone and are aiming for gender balance in our student body.

We will also be making entry more accessible with students only needing to demonstrate competence of Maths and Physics at GCSE and not A ‘Level.

We want students who want to be creative, to design, work as a team and be part of an exciting future. By working on ‘real-life’ engineering challenges rather than sitting in lectures, our future students will be providing real solutions for our partner companies including Heineken and Avara Foods.

I hope I, as a Professor of Engineering, will inspire a future generation of Amy Johnsons and Caroline Hasletts to help make a difference and change our world.

Elena Rodriguez-FalconAbout the author

Professor Elena Rodriguez-Falcon FIET, PFHEA, FCMI

Professor Elena Rodriguez-Falcon is President and Chief Executive at the New Model Institute for Technology and Engineering. Before that Elena was Professor of Engineering at Sheffield University whilst leading various strategic priorities. Elena has received numerous awards for her work on education and diversity and is Principal Fellow at the HEA and Fellow of the IET and CMI.

 


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

International Women in Engineering Day: Everyone has a part to play

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

There are now over 50,000 women in engineering professional roles in the UK – almost double the number a decade ago.

However, the number of women in tech roles has flatlined at 16 per cent since 2009. The industry has a clear role to play in managing this disconnect and encouraging women to consider a career in engineering.

This is why days such as International Women in Engineering Day are so important. Not only is it a day for women to recognise and reflect on their success, it also provides the industry with the opportunity to make sure it continues to engage women and put measures in place to support their entry into engineering and other STEM roles.

The root of the problem

Sara Boddy

Women still only account for just over 10 per cent of engineering professionals. According to Sara Boddy, Senior Director, F5 Labs: “There’s no denying that engineering and technology is a male dominated industry. In my experience growing up, computers simply weren’t something many girls were interested in, perhaps because they weren’t marketed that way. I still think we're in a situation where computers and gaming are still very sexist worlds. I mention gaming specifically because that's how a lot of kids get passionate about computers. They've got gaming consoles and iPads and they want to figure out how they work, or they build their own gaming server. These products are still not being designed or marketed with girls in mind, and I think that contributes to a lack of interest on the female side.”

So, what’s the answer to this problem? Sara believes the solution lies in finding ways to tell interesting stories about what this industry does. “We need to drive early involvement at state and local school level. More details about how cybersecurity makes an impact on the world would excite and inspire kids to get into the sector. It may be a while before we start seeing significant differences in terms of gender balance within the industry at all levels, but I’m positive that change is coming. With girls in primary school now learning coding, I’m hopeful we’ll have a more level playing field in years to come.”

Creating a welcoming environment

Aine McCaugheyA supportive and nurturing environment is also essential to retaining and encouraging new talent. For Aine McCaughey, Senior Software Engineer at Civica, this is achieved through training: “When I saw an advertisement on Twitter that Code First Girls was looking for volunteers to help teach its Introduction to HTML, CSS, and JavaScript course, it was something that I couldn’t pass up. Women come from all backgrounds and career paths to take part in these courses, and in some cases, we see participants seriously consider switching careers to give tech a chance. It is incredibly humbling and exciting to be part of something that nurtures women and allows them to explore all the options that a tech career can offer them.”

Aine is currently participating in the Civica Potential programme, a leadership course that will also provide her with a qualification. “Taking this course is allowing me to develop skills such as time management, conflict resolution, and managing a budget. These skills will be hugely beneficial in equipping me to take on leadership and mentoring roles in the future and ensuring I can continue to support young professionals entering the industry.”

Natasha KiroskaWomen should also feel empowered in the workplace, and Natasha Kiroska, Solutions Engineer at IPsoft believes this can be achieved through a number of ways. “Ladies entering the profession should follow their passion and their dreams, believe in themselves, and work hard at the same time. They should gravitate only towards people, professionals, and companies that will appreciate their work and contributions, and will give them the chance to grow and prove themselves. They shouldn’t feel intimidated by anyone else’s behaviour, as we all come from different cultures and backgrounds. Finally, they should always remain professional, take every opportunity that comes their way, and enjoy their amazing STEM journey.”

International Women in Engineering Day provides women in the industry with a day to celebrate their successes, but it should also be a reminder of how much more work there is to be done to increase the number of roles held by women across the sector. From ensuring young people are educated on a career in engineering in school, all the way through to creating a nurturing working environment, the responsibility is on everyone to make sure more women consider a career in engineering.


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.

Don’t forget, you can also follow us via our social media channels for the latest up-to-date gender news. Click to follow us on Twitter, Facebook and YouTube.

 

 

 


Women in engineering, International Women in Engineering Day

International Women in Engineering Day: Insights from 11 top female engineers

Women in engineering, International Women in Engineering Day

To celebrate International Women in Engineering Day and this year’s theme of engineering heros, we have collated the thoughts of a number of female engineers across the tech industry.

Here they share their thoughts on the challenges they’ve faced, their advice for other women and what they hope to see in the future.

Elizabeth Irzarry, Engineering Manager, Glovo:

“This year’s International Women in Engineering Day, and its theme of engineering heroes serves to both highlight the achievements of women in the space and encourage the next generation of female talent.

“At Glovo, we’re creating a culture that is diverse and ultimately accessible for everyone. This includes championing our female engineers. By doing this we hope to encourage more women to join our growing tech hubs in Spain and Poland and be a core part of scaling our engineering teams worldwide.

“Without more female role models, young women continue to view a career in STEM as one dominated by men, so this International Women in Engineering Day let’s continue to break down the status quo and empower more women to start their engineering career.”

Xiaojue Fu, Senior Data Engineer in Data & Business Intelligence, Airwallex:

“Being a woman in engineering can be challenging - there is still a view among some people that our technical skills aren't as good. But this is not the case, and young women shouldn’t be discouraged from pursuing a career in STEM. I’ve learnt that by diving into my responsibilities and demonstrating my capabilities as an engineer shows others around me I am more than qualified.

"Personally, I would love to see more women in engineering. You work on truly interesting and innovative projects. My advice to young women is, if you want to pursue a career in engineering, act on it! Don't be afraid of testing the barriers. Be confident in your own skills - challenging stereotypes in a male-dominated sector is something we must continue to encourage and bring more talented women into the field.

"At Airwallex, we’re surrounded by an extremely motivated, talented young team. This year’s theme of ‘engineering heroes’ resonates well with me. I am constantly inspired and energised by the people, and it is these people that are the true heroes and who drive me to always want to do my best.”

Areeba Yusaf, Software Engineer at Cervest:

“The more women and people from different backgrounds that enter a career in STEM, the more our field will benefit. If I could give someone considering going into engineering one piece of advice, it’d be: don’t let anyone hold you back because of your gender - your ideas and input are important and valuable!

“I'm currently helping build the world's first AI-powered Climate Intelligence platform. What I love most about my job is the creativity: I need lots of it to solve problems and build our products. Our team is truly multidisciplinary, spanning climate science, data science and advanced computing. Together, we’re helping make the world better manage the risks of climate change. The diversity of our team makes our work easier, and more fun, too. That’s why we’re celebrating this year’s International Women in Engineering Day.”

V Brennan, Regional Lead Engineering EMEA at Slack:

“The benefits of flexible working have become clear for all industries in the past year. Yet research conducted by our consortium, Future Forum, found that there has been a disproportionate burden on working mothers as they often have to juggle work with caregiving. As a mother first and engineering leader second, flexibility is key to my performance, both personally and professionally. Therefore, the message is clear: business leaders need to do more to give employees autonomy over their time and promote a healthy work-life balance.

“For me, flexible working has eradicated a three-hour commute and allowed me to take my children to school and exercise daily—I get to take care of them and myself. Embracing hybrid working and tools that enable asynchronous work levels the playing field for everyone, shifting the focus from time ‘present’ to quality and outcomes. I’ve always worked remotely at Slack, which meant that sometimes I couldn’t participate in important, in-person initiatives. Now in a remote-first world, I can be involved in major projects without sacrificing family time or work-life balance. This International Women in Engineering Day, leaders must encourage and implement a flexible culture where all employees can thrive. Championing flexibility will create an empowering and inclusive environment built for the new world of hybrid work.”

International Women in Engineering Day banner

Monica Jianu, Senior Software Engineer at Healx:

“International Women in Engineering Day is an opportunity to recognise and champion women in engineering and allied professions. As it stands, less than 13 per cent of all engineers in the UK are women, so this serves as a day to encourage and inspire young women to pursue careers in the industry.

“Although we’re seeing more girls take core-STEM subjects at GCSE and a larger proportion of women enrolling on undergraduate courses in such subjects, there is still a long way to go; more must be done to raise awareness of the disparities in STEM and break them down.

“While my background was in computer science, I was fortunate enough to undertake an industrial placement in a multi-disciplinary scientific environment during my degree. From this experience, I knew that I wanted to pursue a career in this space, working alongside scientists to solve real-world problems, often (but not always!) using technology. So for those women and girls thinking about progressing in the STEM field, go for it and seize the opportunity; and for leaders in these workplaces, ensure you have an inclusive and representative work environment, or risk missing out on the next generation of talent.”

Kadi Laidoja, Lead Engineer at Pipedrive:

“Recent data reveals inclusive and diverse companies are 70% more likely to lead and capture new markets. The more diverse the company, the more great ideas and business opportunities the team can potentially come up with. On International Women in Engineering Day, we have an opportunity to celebrate one aspect of diversity - female representation in the engineering profession - highlighting the benefits of women and girls pursuing a career in this field, and how to do it!

“As Lead Engineer at Pipedrive, I am fortunate enough to work with a team of like-minded individuals on complex, challenging and rewarding projects that make a difference to the world. There’s something for everyone in engineering - no matter where your interest lies. For those thinking of pursuing a career in engineering or an allied profession, I would recommend you take the time to explore your passions and let your strengths guide you on your career path. This way you will always maximize your full potential and have an enjoyable and fulfilling career.”

Lisa Sheridan, Engineer at Envoy:

“According to the World Economic Forum’s Global Gender Gap Report 2020, it will take another 100 years to achieve gender equality based on the current rate of progress. Worse still, in the UK, fewer than 13% of all engineers are women. What are the reasons for this disparity, and the gender imbalance within the engineering sector? Lots of theories have been proffered, but one of the main causes is culture. “Engineering and allied professions are frequently perceived as ‘male-dominated fields’ and women attempting to pursue a career or progress in engineering can fall victim to unconscious bias or sexism from peers. While old habits die hard, they can and must be altered.

“At Envoy, we actively challenge the status quo and our approach to diversity and inclusion. Instead of treating diverse talent as a separate talent pool, myself and the team look at it for what it truly is - attracting and retaining the best talent possible. Actively looking inward at why we hire, promote and retain employees, ensures we avoid unconscious or conscious bias. Enabling us to focus on what matters - working in a profession that challenges and interests us, and focusing on our own abilities and what we can achieve in our career. The future of work is continually changing, but those organisations that don’t focus on creating an inclusive and diverse workforce risk losing talent and being left behind.”

Bella Kazwell, Engineering Manager at Asana:

“Engineering is a problem-solving career with limitless opportunities to learn and grow - we have the opportunity to make a real difference by designing, maintaining, and improving aspects of our day-to-day lives. At Asana we’re doing that for the world of work: We’re building a tool to help companies of all sizes work across industries collaborate as effortlessly as possible. From global enterprises to nonprofit organizations, it’s empowering to know that the work we’re doing on the engineering team helps teams stay connected, aligned and on track.

“While most people use software on a regular basis, its makers remain largely white and male, making it close to impossible to ensure that products are built with a truly global audience in mind. In fact, both in the US and the UK, 13% or less of all engineers are women – a worrying statistic and one that needs addressing quickly. On International Women in Engineering Day, I want to take the opportunity to celebrate this field and its ability to solve real-world problems, and hopefully inspire girls and women to follow suit and take up a career in engineering or an allied profession.

“In addition, imposter syndrome is on the rise, with 62 per cent of global knowledge workers having experienced it last year, a statistic that rises to  73% among women in the UK. For business leaders, to attract and retain brilliant female engineers, it’s vital to cultivate an inclusive environment to support our women in engineering, from providing coaching benefits and mentorship at every career stage.”

Charlene Marini, Chief Product and Marketing Officer at Pelion:

“I grew up in a supportive family environment where engineering and computers were central to discussions and activities. Pursuing a career in engineering was a natural path. Through childhood, I was not always an eager participant in the latest project. I sometimes went off track (turning a computer board soldering project into a jewelry-making project in one instance). But over time, I found the problem solving and challenging nature of engineering to be highly motivating. Tackling a problem and producing a tangible working product as a result, be it code or a machine or other, was, and is, extremely rewarding.

“Being a female engineer is not without its challenges. I have appreciated the supportive and vibrant environment of colleagues and mentors. Technologists care about progress and impact; we all have that in common and it creates a like-minded community ready to tackle anything.

“The next generation of female engineers has an amazing opportunity to enable purpose driven technological innovation with impactful outcomes for individual and societal wellbeing. Combining engineering skills with core scientific disciplines is shifting focus from areas like communications and semiconductors to solutions that can combat climate change, transformational medical diagnosis and therapy, and enable increased natural resource efficiency.”

Bee Hayes-Thakore, Senior Director of Marketing and Partnerships at Kigen:

“I was drawn to engineering with a particular fascination with all things aeronautical, spending my idle hours around the airfields that were close to my grandmother’s home in India. My curiosity led to many warranties becoming void, which helped me appreciate that engineering was a great way to find solutions to problems through our understanding of physics and the natural world. This was in the days of hand-writing BASIC and LOGO command programs and having to wait in line to test and verify them on scarce early school computers. I’m glad that these experiences have enabled me to apply my engineering skills across aerospace, robotics and computing.

“Today technology is woven into the fabric of our lives and engineers’ work has life-changing ramifications on our collective future. The advent of machine learning, the ability to harness data, technology that shapes efficient and greener smart cities are all areas for the next generation of female engineers: I say ‘Dare mighty things!’. Let’s also not forget the many examples that have been highlighted recently showing that more female engineers result in better user-focused and bias-corrected products across all sectors.”

Chrystal Taylor, Head Geek, SolarWinds:

“After more than 10 years in IT, I still love being part of it. IT is a space of innovation, learning, surprises, creation, and challenges. Just as everyone likes to describe their local weather: if you don’t like it, wait a minute. It’s interesting, and opportunities are abundant if you look. Like most things in life, it’s better with diversity of ideas, thoughts, and opinions. There’s no right path to tech or through tech. You can go the college/university route, the certification route, or just gain experience on the job like I did. If you’re considering tech, know that there are more opportunities than ever before – especially with the ongoing digital transformation and considerations for remote workers because of the pandemic. If you get bored, burnt out, or tired of doing something in tech, learn something new and look for an opportunity to use your new skills. If you enjoy learning, as I do, and the challenge that comes with an industry that is always changing, join us as we need more female representation.”


Discover more for International Women in Engineering Day:

Engineering studentsWhat does the perfect engineering graduate look like?

For some time now, there has been a bit of a disconnect between how universities and engineering companies — and even the world at large — view the ideal engineering graduate.

According to a survey by the Institution of Engineering and Technology, nearly 3 out of 4 businesses are worried about the practical, work-related skills of graduated students — and if they are able enough to enter into the work. The concern here being, that engineering graduates have plenty of academic knowledge, but in a way that doesn’t really translate well outside of educational institutions.

For engineers, this is yet another concern to be added to the pile. There is already a massive recruitment shortage in engineering. The last thing the sector needs is a skills shortage in the few who do apply.

Read the full piece here


The importance of women in STEM, post-pandemic

Although working from home has been a positive experience in the sense of boosting productivity and enhancing work life balance, several studies have shown that female employees have been hit hardest by the pandemic.

For example, many female parents have been left feeling completely exhausted, having to juggle work with caring responsibilities such as homeschooling. According to a study from the Office for National Statistics, more women reported that home schooling was having a negative impact on their wellbeing, with 53 percent struggling compared to 45 per cent of men.

Read the full article

 


Engineering students

What does the perfect engineering graduate look like?

Engineering students

Article provided by Sarah Acton, a metalworking fluids sales engineer, who writes for Akramatic Engineering

For some time now, there has been a bit of a disconnect between how universities and engineering companies — and even the world at large — view the ideal engineering graduate.

According to a survey by the Institution of Engineering and Technology, nearly 3 out of 4 businesses are worried about the practical, work-related skills of graduated students — and if they are able enough to enter into the work. The concern here being, that engineering graduates have plenty of academic knowledge, but in a way that doesn’t really translate well outside of educational institutions.

For engineers, this is yet another concern to be added to the pile. There is already a massive recruitment shortage in engineering. The last thing the sector needs is a skills shortage in the few who do apply.

Inexperienced graduates and the productivity gap

It is not uncommon to hear about industry professionals struggling with graduates who appear to lack the skills. I personally know an acquaintance who worked in the motorsport industry, developing engines for racing cars. His stories often involved new recruits fresh from university, who didn’t have a clue about many practical methods and protocols.

This meant that it took a while to gradually introduce students to the process, meaning up to six months of productivity was stalled by the inexperience.

If there is just one industry where you can’t fake it until you make it, it’s engineering. After all the well-put-together presentations, and all the talk of theory and analysis, inevitably an engineer will actually have to sit down and make something, using practical skills that work.

Another manifestation of this “fake it” attitude resides in graduates who think degrees from prestigious universities will automatically give them a head up when it comes to seeking employment. It won’t. And as we have been seeing, some of the top-university students are losing out to job applicants from less attractive (on paper) universities because of a lack of practical experience.

Practicality and ‘side projects’

But even if a university course itself is mostly theoretical, there’s still lots to do voluntarily within the university to strengthen a CV application.

One such thing is the Formula Student competition. It challenges students to build racing cars, and to them race them all over the world. And despite a perception that such voluntary acts are ‘side projects’ most employers will see them as integral parts to learning and development.

For example with Formula Student, what the job applicant can essentially say is that they have worked within a team of 40 or more students, with a modest project budget (or perhaps £100,000), to build an incredibly complicated, functioning vehicle.

Practical experience has been linked with better overall academic performances and, with all that learning and achievement to talk about, it’s hardly surprising that students with side projects also perform much better in interviews.

In short, the perfect engineering graduate isn’t necessarily prestigious university alumni. In fact, if anything, the opposite is true. Practical experience is king, above all, background or education.

Minorities in engineering 

What then, can we say for minorities in engineering? Both BME and women are underrepresented (with women being ‘severely’ underrepresented according to Engineering UK’s State of the Nation report). If there’s anything we can do culturally to boost their numbers — which is important given the recruitment shortfalls we are currently facing — it’s that we make sure engineering is open to everyone.

To do this we don’t even have to make changes that are terribly ambitious. We only have to speak to minorities about possibilities in the world of engineering. From personal experience, I’ve spoken to many women — engineers and non-engineers — who’ve said that engineering was never advertised to them as a possible career growing up. Engineering needs to be advertised as suitable and welcoming no matter what you look like.

It’s also true that underrepresented groups are having success in building networks to help open up the field. Networking is a great place for women and BME candidates to build up contacts, find out about opportunities, and to reframe the sector.

To summarise 

In short: the perfect engineer is one who has good practical skills. It does not matter if you attend the most expensive, most privileged, or a lesser known education centre.

In terms of physicality, how the perfect engineer “looks” shouldn’t matter. But unfortunately, it almost certainly still does in some job roles, and parts of the industry. But that is starting to change. With more inclusive outreach campaigns to younger women in education, more visible representation in the sector, and with networking for underrepresented minorities, hopefully the only thing future engineers will have to worry about is their practical experience.


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.


International Women in Engineering Day 2021: How has the pandemic impacted gender diversity?

coronavirus, Royal Academy of Engineering, COVID-19

Every June, the tech industry comes together to celebrate International Women in Engineering Day.

Ada Lovelace springs back onto social feeds, talented women around the globe are championed, and talk inevitably turns to what can be done to encourage more women into the sector.

Before COVID-19, the industry's male to female ratio was imbalanced by as much as 77% in favour of male directors. The pandemic has only exacerbated this. In fact, a new study of women in tech reveals:

  • Over half (57%) feel burned out at work this year, compared to just over a third (36%) of men
  • Women are nearly twice as likely as men to have lost their jobs or been furloughed due to the pandemic

So what does International Women in Engineering Day mean today for leading figures in the industry today?

Why trust will drive greater success

Natasha KiroskaNatasha Kiroska, Technical Lead, Amelia, says women must be made to feel their ambition will be matched by their progress. “In my first position as a Telecom developer, I was working with a lot of internationals and seniors from all over the world and I was always trying to identify who is the best in some particular area and always trying to learn from them. We had few excellent engineers who I can consider as my mentors. Environments where trust and respect are served gain the maximum of everyone's potential. In those kinds of environments, women will be more confident and brave to pursue the next steps in the career and not be stuck on the same level.”

Eliza Dickie, Data Analyst, Grayce, believes woman are the perfect answer to the current skills gap. “As a young woman working in data engineering, I am constantly reminded of businesses’ need for data skills. I hope that this International Women in Engineering Day will reach more females and inspire them to pursue STEM education and careers, no matter their age. Starting out in my role, I didn’t realise how many sectors you can work across or how versatile it is, but more importantly how in demand data engineering professionals are!”

Celebrating female employees and showcasing creativity

Nuria Manuel, QA Technical Lead, Distributed, believes companies have a responsibility to make sure their female employees feel celebrated. “Firms can ensure women feel as though they belong in the sector by giving them access to key decision-making roles in the business and championing and celebrating key awareness days, such as International Women in Engineering Day, which helps to drive the narrative that the business is fostering a diverse environment.”

Akhila DsouzaAkhila Dsouza, Rich Web Community Lead, UK and Ireland, Cognizant Technology Services believes recognition of the value of women in engineering is slowly getting there. “There is also recognition now that teams are stronger for having women in them, especially in tech and engineering, which is often about perfecting certain things. In my opinion, women are naturally perfectionists! It has taken a lot of hard work, and I am constantly learning and improving but I am very proud to be a woman in engineering and of what I have achieved and hope others can find the same belief.”

Edel KellyEdel Kelly, Senior Manager of Development, Genesys, also highlights how rewarding a career in engineering can be today. “International Women in Engineering Day is a timely reminder that a career in this field can provide women with high levels of job satisfaction, and is well suited to those that enjoy problem solving and creativity. Individuals considering courses in computer sciences can look forward to a rewarding career upon graduation, and whether the goal is to stay closer to home or explore the world by travelling internationally, software engineering can tick that box.”

Widening skillsets and identifying role models

Clair Griffin, Projects Director, Vysiion, comments how important it is to inspire others to step outside their comfort zone and seek opportunities to grow, much like she was given the opportunity to do. “With a widening digital skills gap, especially in cyber security, the opportunities on offer should be made available for everyone. Online training courses have become more available over the past year, making it easier to extend existing skills and develop new ones. To increase digital knowledge, organisations need to recognise aligned skills, encouraging women from different areas of the business into more technical roles.”

Lisa GuessLisa Guess, SVP Global Sales Engineering at Cradlepoint believes mentorship and sponsorship are critical tools to develop and support diverse talent, as these are customisable providing equity for each individual’s needs. “For women leadership, especially in technical roles, its critical to help lift up those who may benefit from guidance. And, people are inspired by what they see: the more women in senior roles in the industry, the more those just starting out will be able to envision themselves in those roles and work towards them.”

Lynn CarterLynn Carter, Data Centre Operations Manager, Sungard AS, highlights how role models can come many forms today. “Role models don’t necessarily have to come from the industry, it is hugely beneficial for young girls to see female accomplishments in all walks of life. As someone who loves sport, I have always been inspired by the Irish Olympic athlete Sonia O'Sullivan. She has a fantastic trait of always looking forward, learning from her experiences and improving, which is something that can be adopted by women in the engineering industry. Whatever your career path, it is vital to have people that inspire you.”

Kerry FinchKerry Finch, Software Engineer, Civica, echoes this sentiment, stating a teacher played a crucial role in inspiring her into the profession she thoroughly enjoys. “I took computer science A-level and had a wonderful teacher who always said I would enjoy working in software development. After school I studied Maths at university, which included computer science modules which I thoroughly enjoyed and inspired me to start searching for jobs in software engineering so that I could use my maths degree background to continue with something I enjoyed.”

Addressing an industry imbalance

Rosie GallanczRosie Gallancz, Software Engineer at Labs, VMware Tanzu, is hopeful the current gender imbalance can be addressed soon. She concludes “What’s made the difference for me, has been seeking out supportive environments, inspiring individuals – both who I work with, but also in the wider industry – and pursuing encouragement have all been conducive to my growth as a woman in engineering. I’m hopeful that as more women enter engineering fields, and rise through the ranks, the imbalances that I saw when I started out will diminish.”

Lisa McLinLisa McLin, Global VP Alliances and Channel Chief, and Head of POWER, Rackspace Technology takes a similar stance. “On International Women in Engineering Day, I celebrate all women that are shaping the world and helping to make our planet a better, safer, more innovative and exciting place to be. We need more women engineers, which is why we should all be a voice guiding our young girls and showing them the possibilities and career opportunities available in engineering.


Two Female College Students Building Machine In Science Robotics Or Engineering Class

A hidden workforce that could help solve engineering industry’s skills gap

Two Female College Students Building Machine In Science Robotics Or Engineering Class

Article by Natalie Desty, Director of STEM Returners

Everyone who works in a STEM (science, technology, engineering or mathematics) role knows one simple fact - there are not enough of us.

Last year, the Royal Academy of Engineering estimated that UK engineering employers will need to recruit 182,000 engineers annually to keep up with demand and suggested that the UK would need to double its recruitment of graduates and apprentices to meet the shortfall.

To recruit this many people seems like an uphill task – but there is a group of talented, passionate and educated people who are willing and able to take on these roles and help plug the gap, but they are being over looked.

Thousands of STEM professionals across the UK who have had a career break find it incredibly difficult to get a job and are the victims of outdated recruitment methods that prevent them from getting an interview, let alone being offered the role.

Unconscious bias at the shortlisting stage, hiring pressures leading to assumptions made on limited information, and the common misconception that a ‘CV gap’ equates to a deterioration of skills are all reasons for not being given a chance. These hidden barriers mean talented professionals are being left behind, which is damaging the UK economy as well as seriously hindering efforts to improve diversity in STEM.

In May, the STEM Returners Index, our annual survey of a nationally representative group of over 750 STEM professionals who are on a career break and attempting to return to work or recently returned, revealed how challenging they were finding it.

Sixty-one percent of STEM professionals on a career break said they were finding the process of attempting to return to work either difficult or very difficult, compared to just 6% of respondents finding the process easy.

More than a third (36%) of returners said they felt that bias in the recruitment process was a barrier to them personally returning to their career and the commented that they regularly experience an incorrect perception that their CV gap has automatically led to a deterioration of skills, with hiring managers undervaluing their experience before they have a chance to prove themselves.

However, the reality, from our experience, is that returners pick up many new and transferable skills whilst on their career break, have generally kept themselves up to date with their industry throughout their break, and are able to quickly refresh their skills when back in a work environment. A gap on someone’s CV should not put them at the bottom of the pile.

Sadly, gender and ethnicity are also perceived as a barrier. In the survey, 27% of women said they feel they have personally experienced bias in recruitment processes due to their gender compared to 8% of men, while 30% of women said they feel they have personally experienced bias in recruitment processes due to childcare responsibilities compared to 6% of men.

Sixty-seven percent of BME respondents said they are finding it difficult or very difficult to return to work, compared to 57% white British respondents.

This negatively contributes to an industry, which already has a concerning lack of diversity.  The current UK engineering workforce is 92% male and 94% white, which makes the barriers to returners even more counter intuitive.  The pool of STEM professionals attempting to return to industry is 51% female and 38% BME compared to 10% female and 6% BME working in industry.

Change is happening but slowly.

More and more UK companies are waking up to the fact that there is a hidden workforce at their fingertips. We are working with leading engineering and STEM firms to implement our Returners Programme, which results in high quality hires to fulfil existing and future contracts.

Across our STEM Returner programmes, 46% of professionals have been female, 34% from BME backgrounds and 96% of all returners have been retained by the host company after the placement.

Attracting and recruiting returners as a separate strategy works alongside standard recruitment as it removes conflicting priorities, reduces the opportunity for line managers searching for ‘their’ perception of the best candidate and create equal opportunity for returners to be considered. Internationally renowned STEM firms like BAE Systems, SSE and Leonardo, UK, have already embraced this way of working, which is a good step forward.

We are proud to be making a difference, but there is more work to do. With tough times lying ahead, we need to use every available drop of talent in the STEM sectors. It can be done – STEM Returners programmes are the proof of that. But whilst we celebrate those skills returned to the sector, it is imperative that the industry comes together to build on them. The UK needs more STEM organisations, industry leaders and hiring managers to take note and think more broadly about how they access this hidden talent pool, giving talented professionals a fair chance. Collectively we should not stop until we’ve created a level playing field for returners, put an end to unconscious bias in recruitment processes, and removed the hidden barriers returners face today.


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Girls in tech, STEM

Ensuring equality for the engineering sector through education

Girls in tech, STEM

Although the engineering sector is primarily male dominated, the sector actually has the potential to be an inspirational leader in equality.

If we were to define engineering, it would come down to the capability of shaping technology, which is a creative combination. Engineering is ultimately conceiving, designing and developing technology systems, their parts, and the related vertical applications.

An industry for everyone

Like many industries, the engineering sector has significantly evolved over the last few decades. Despite this, the constant core capability of an engineer is to design and build a technological framework. This characteristic should be one of the key driving forces to strive for equality. Why? Because technology is neutral, it is neither good nor bad, and is there to be tailored to assist the needs of us humans. Therefore, a profession based on technology, and on the capability of using it in the design and development stages, starts with a great advantage. Certainly, the neutrality of technology is a great responsibility for engineers, because along with their systems, they can also shape it to benefit humanity.

Essential enginnering education

At this point, education is key to largely improving the potential for equality within the sector. There is a lot of content in the education domain which can help reach this goal. The first is recognising technology as an ally of humanity, rather than a competitor. The pandemic has clearly shown all humans do not need to be afraid of technology – because it is neutral. An example of this is with Artificial Intelligence (AI)-based robots, which are a major outcome of the amazing progress of engineering over the last few decases. The relationship between humans and AI-based robots should be more cooperative and thus based on a peer-to-peer approach. By educating younger generations on this, society will be much more educated around the benefits of technology.

Education on the above items can make the difference in the way engineers approach the ideation, design and development of systems and their vertical domains. The effects would then result almost automatically in a broader, deeper and more lasting equality in the field. There has never been a more important time for us to encourage education in this field, especially for women, who may feel that it is not as achievable.

Marina RuggieriAbout the author

Marina Ruggieri is an IEEE fellow and Full Professor of Telecommunications Engineering at the University of Roma “Tor Vergata”. She is co-founder and Chair of the Steering Board of the interdisciplinary Center for Teleinfrastructures (CTIF) at the University of Roma “Tor Vergata”. The Center focuses on the use of the Information and Communications Technology (ICT) for vertical applications (health, energy, cultural heritage, economics, law) by integrating terrestrial, air and space communications, computing, positioning and sensing.


Discover more for International Women in Engineering Day:

Kerrine Bryan featuredInspirational Woman: Kerrine Bryan | Award-winning Engineer and Founder of Butterfly Books

Kerrine Bryan – an award winning black female engineer and founder of Butterfly Books.

Kerrine has gone on to smash many glass ceilings to become respected in her field.

She was shortlisted in Management Today’s 35 Women Under 35 for notable women in business and, in 2015, she won the Precious Award for outstanding woman in STEM. Kerrine is a volunteer mentor for the Institute of Engineering & Technology (IET) and is an avid STEM Ambassador. It was while she was undertaking talks at various schools across the country for children about engineering and what her job entails that she became inspired to set up her independent publishing house, Butterfly Books.

In response to this, Kerrine published a series of books (My Mummy Is A Scientist, My Mummy Is An Engineer and My Mummy Is A Plumber) as a means of communicating to children a positive message about all kinds of professions, especially STEM careers, that are suffering skill gaps and diversity issues. The fourth book in the series, My Mummy Is A Farmer, launched last month – August 2018.

Read Kerrine's full interview here


Engineering: a world that works for everyone

It seems obvious, but if we want to design a world that is meant to work for everyone, we need women in the room. But this is rarely the case.

Most offices are five degrees too cold for women, because the formula to determine their temperature was developed in the 1960s based on the metabolic resting rate of a 40-year-old, 70kg man; women’s metabolisms are slower.

Despite research showing that women are more likely to own an iPhone than men, the average smartphone is now 5.5 inches, allowing the average man to comfortably use his device one handed – but the average woman’s hand is not much bigger than the handset itself.

These are all examples from the excellent work of feminist campaigner Caroline Criado-Perez – most famous for campaigning for better representation of women on British banknotes – who argues that the people taking the decisions that affect us all are mostly white, able-bodied men.

Read the full piece here