WeAreTechWomen – Barriers for Women in Tech infographic 2022

WeAreTechWomen Survey

Last year, WeAreTechWomen partnered with Ipsos MORI and the Tech Talent Charter to look at the barriers women face in the tech industry.

The research canvassed the views of 369 women across a multitude of sectors. The findings included in the infographic show that 1 in 5 women in tech are thinking of leaving their jobs. With just 21% of women working in the tech industry*, if they chose to leave this would have a significant impact in terms of female representation in the sector. The findings also highlighted that 58% of respondents said that visible role models are one of the things that attract them to organisations but noted the lack of female representation at the top of their organisations. The other key finding was that only a third felt that processes and systems were in place to prepare them for promotion.

Mentorship was highly attributed to aid career progression; however, sponsorship opportunities appear to be lacking, with only 1 in 5 stating they have access to sponsorship programmes. Of those who did have access to sponsorship, 55% of them said it has greatly benefitted their career.  With regard to male allies, over 75% of survey respondents stated that at least some men are not allies, two thirds of whom finding that men talk over them or don’t listen in meetings. Only 19% of those surveyed see all or most men as allies, with 85% citing the best way to demonstrate allyship is by giving credit for achievements. It is no surprise that 29% of our respondents also stated they have experienced sexism or gender bias in some form. It is also interesting to see that salary has now become the main driver in terms of women joining a tech organisation (84%), followed by supportive managers (83%) and an inclusive culture (76%).

*Source: 2019 ONS data

A summary of the full report with recommendations to employers is due to be published on 07 February, if you are interested in receiving the summary, please email [email protected]

View the infographic below:

WeAreTechWomen Barriers for Women in Tech Infographic

BCS, The Chartered Institute for IT

Priorities for the National AI Strategy | BCS, The Chartered Institute for IT

BCS, The Chartered Institute for ITAs we recover from the pandemic and adapt to being outside of the EU, the UK needs to harness the power of digital technologies to deliver step-changes in resilience, productivity, innovation, and sustainable growth across the private and public sectors.

Artificial Intelligence (AI) will be at the heart of driving this transformation, provided we have the right national strategy in place, building on and amplifying the government’s earlier National Data Strategy and taking account of the current AI Council Roadmap.

The AI strategy will need to consider a number of complex and interconnected issues. These include how AI is going to be used to deliver the right societal outcomes for UK citizens, particularly how it enables the UK to be more inclusive, accelerates sustainable decarbonisation and improves prosperity for all.

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The Key to Designing Inclusive Tech | Capgemini

capgemini featured

Digital technologies are increasingly embedded in all aspects of human life.

With the integration of these technologies into products and services, exclusionary and biased outputs are also increasingly common, including biases and discrimination from AI-enabled systems. Against this backdrop, there has been a rising demand for greater diversity, equity, and inclusion (DEI) in the workforce, especially in technology teams that develop and deploy the technologies with which end users interact. Do organisations understand the interplay between inclusion and diversity of tech workforce and the inclusive design of technologies?

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Tech Nation Report 2021

Tech Nation Report

UK tech pioneers are creating the future. In the face of extreme challenge, profound disruption and deep uncertainty, resilient tech leaders are rebuilding our economy.

They are developing groundbreaking technologies, creating new jobs and supporting societies to thrive across the world.

The Tech Nation Report has been the UK's state of the nation report on tech since 2015. But in 2021, looking to tech's past achievements is not good enough. We focus on what’s next for UK tech; the challenges that are being faced by stakeholders in the ecosystem; and how scaling companies have the potential to build back in a way that delivers benefit for everyone.

The UK has been historically strong in deep tech: R&D intensive, innovative tech developments. But in order to continue this global leadership, more investment and emphasis will need to be placed on both new tech creation and application. From healthtech and fintech to Net Zero and edtech, the Tech Nation Report captures the transformative impact of technology and the companies developing and applying groundbreaking tech, and assess the effect this is having on people the world over.

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Speak Up 2020: Redesigning Tech Conferences With Women in Mind | Ensono

Ensono logo

How Companies Can Take a Stand for Diversity, Equity and Inclusion (DEI) to Help Fight Unconscious Bias and Discrimination at Tech Conferences

Ensono's second annual “Speak Up” research report, “Speak Up 2020: Redesigning Tech Conferences with Women in Mind,” once again examines the representation of women at tech conferences and the systemic challenges that keep women from coming back. As in the 2019 report, they asked women about their tech conference experiences and audited keynote lineups to determine the ratio of male to female speakers.

However, this year, Ensono took the report a step further. They examined how unconscious bias in conference design affects women’s experiences, for example A/V equipment that is more difficult to secure to women’s apparel. They also looked at diversity beyond gender, asking women of color about their specific conference experiences, and evaluating disparities in keynote lineups between all women and women of color.

When this research was conducted in late 2019, Ensono couldn’t have predicted the onset of the global COVID-19 pandemic, but the importance and relevance of these issues still exists. Even in an era of virtual events, it’s important for companies to do their part as allies by pushing tech conferences toward real change. This report offers four actionable strategies for companies to drive diversity and inclusion efforts through their presence and sponsorships at conferences, promoting more opportunities for women, and creating a more equitable industry environment.

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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.


Artificial intelligence. Human head outline with circuit board inside, AI

AI Skills in the UK | Microsoft

Artificial intelligence. Human head outline with circuit board inside, AI

How UK businesses can address the skills gap, and capitalise on the AI opportunity

While digital transformation has been a defining feature of global business over the past decade, 2020 has ushered in seismic changes, most notably due to COVID-19 and the urgent shift to remote working. As Satya Nadella put it - the world experienced two years of digital transformation in the first two months of the global lockdown.

Uncertainty naturally breeds caution, but it also offers new opportunities for organisations to adapt faster, leaner, and smarter. Yet as UK organisations strengthen their digital foundations, how can they capitalise on these foundations and equip their workforce with the skills they need to succeed?

These are questions we consider in new research looking into the UK’s AI skills, which reveals that compared to the rest of the world, the UK suffers from lower AI maturity, adoption levels, and skills within the workforce.

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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.


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2019 Cybersecurity Workforce Study | (ISC)²

(ISC)² logo

The (ISC)² Cybersecurity Workforce Study is conducted annually to assess the cybersecurity workforce gap, better understand the barriers facing the cybersecurity profession and uncover strategies that organisations can use to recruit, build and strengthen their cybersecurity teams.

(ISC)²'s study provides insights on these talented individuals who are excelling in this profession, securing their organisations’ critical assets and advancing in their careers. This year’s study also offers the industry’s first known estimate of the number of cybersecurity professionals currently working in the field.

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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.


Exploring the gender gap in cybersecurity | CREST

Exploring the gender gap in cybersecurity | CREST

In 2016, Eleanor Dallaway wrote the report, ‘Closing the Gender Gap in Cybersecurity’, after conducting a diversity workshop attended by representatives from CREST member companies and industry.

Three years on, and two gender diversity workshops later – both run as part of the CREST Access to Cyber Security Day – Eleanor Dallaway seeks to report on any evolutions and progress that has been made, and more importantly, questions what still needs to be done to improve the diversity balance in the cybersecurity industry.

The original ‘Closing the Gender Gap in Cybersecurity’ report looked at why diversity matters, what was preventing women from pursuing a career in the industry and most importantly it looked at how we, as an industry, can address the gender gap and actually make a difference. The six areas that participants agreed needed to be focussed on back in 2015 were:

  • Education – getting the right messaging to children at school age
  • Awareness – how to promote the industry to women and get the messaging right in doing so
  • Perception – considerations into the way we market our industry
  • Inspiration – raising the profile of successful women in the industry• Support – the importance of female ambassadors and mentors
  • Removing barriers to entry – looking at affordable training, conversion courses and flexible return to work policies, etc.

The report considered who the campaign to increase diversity should target. The following groups were listed:

  • Primary school
  • Secondary school
  • Apprentices
  • General university students
  • Specialist university students
  • Conversions from other academic disciplines
  • Conversions from other industries
  • Career changers/returners
  • Retention of existing cybersecurity professionals.

The 2015 research concluded that the most important group to prioritise was secondary school students, followed by university graduates.

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Diversifying Digital - Institure of Coding & Deloitte

Diversifying Digital: What motivates women to learn and work in digital | Insitute of Coding & Deloitte

Diversifying Digital - Institure of Coding & Deloitte

In order to have a more diverse digital workforce to benefit our economy and society, we need to understand what would motivate more people to study or work in digital.

While there is a need for much broader diversity in digital, we have focussed this new research on women. Despite many interventions and activities to date, there is still a lack of women training and working in digital. By actively listening to women’s views, we hope to better understand their motivations and take corresponding enabling action.

This research – completed by the Institute of Coding and Deloitte in 2019 and 2020 – suggests that women at different stages in their education and careers see the digital sector as exciting, innovative and creative. Digital is seen by women to offer varied and interesting work and a chance to make a positive difference in the world, as well as an industry that offers the prospect of good salaries and career progression. The research also suggests that we can help overcome perceptions that may inhibit women from choosing digital jobs or training, such as not knowing how to retrain, or believing they lack the right qualifications.

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BIMA Tech Inclusion & Diversity Report 2019

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The BIMA Tech Inclusion & Diversity Survey is not an attempt to add to the existing pile of census-type survey data but to do something that hasn’t been done before.

By asking employees of diverse age, race, and gender within the industry how they feel, the report explores the experience of being a member of the UK digital and technology community in 2019.

In late 2018 and early 2019, BIMA surveyed more than 3,000 people to explore their experience of diversity as members of the UK technology community.

Their responses showed that, from tackling stress, anxiety, and depression, to fighting discrimination and making more of untapped opportunities for talent and development, our industry has much to do.

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