female leader, women leading the way featured

New Year, same old story

Article by Cordy Griffiths, CEO of tech agency Ballou 

female leader, women leading the wayAs we approach International Women’s Day it is very disheartening to write, at the start of the 2021, that one third of Britain’s biggest companies have missed the target set by a government-backed review to increase the number of women on their boards. 

The Hampton-Alexander review, launched in 2016, which called for 33% of board seats at FTSE 350 companies to be occupied by women at the end of 2020, has announced that a third of those companies have failed to meet, what is surely not, an ambitious target.   The independent report of the gender gap in the FTSE 350, produced by The Pipeline, the organisation that serves FTSE 100 companies across all sectors to promote hundreds of female executives, also makes depressing reading.

33 companies in the FTSE 100 have boards in which women make up less than a third of its members.  Only four companies in the FTSE 100 have more women in leadership positions than men.  When we get to the FTSE 250, things get even more pessimistic in terms of female representation.

At Ballou, we have a healthy gender representation within the organisation, as you would expect from a company with a female founder and a female CEO.  This puts us in the minority; only 3.7% of companies have female CEOs, down from 4.6% two years ago.

The old “male, pale and stale” stereotype of British company boards and executive committees is proving hard to dislodge, despite the fact that companies with 25% or more women on their executive committees achieve an impressive 16% net profit margin, 10% higher than businesses without a woman on their executive committees.   So, if we know that gender diversity makes sense on every level, what is stopping companies from stepping up and making the change?

Putting women on boards and executive committees is not egalitarian lip-service.  Companies fare better with more women in senior roles.  And if you think gender-parity can wait before you start to take action, think about this; at our current rate of progress, it will be almost 2090 before executive committees achieve gender parity.  Is this what we want for our sons and daughters at work?

History shows us that the only way to achieve parity is by monitoring, mentoring and promoting women out of the middle management tier and obtaining male buy-in to doing so.  Gender parity has to be kept front of mind.  An “oh well, it’s just turned out like that” attitude with a shrug of the shoulders just maintains the status quo.  It’s only by making a conscious effort we can change this situation.  The increased visibility of women in international politics must surely start to adjust any lingering negative perceptions about women working at a high level. What puzzles me is why the body of evidence pointing toward greater success with more women involved at board level is not enough to motivate companies to change?

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

CodeOp D3.js event image featured

Recommended Event: An Introduction to D3.js | CodeOp

CodeOp D3.js eventCodeOp is an international tech school founded and led by women who are on a mission to diversify tech. We're headquartered in Barcelona, operate globally through our remote programs, and have in-person campuses in Spain and Malaysia.

About the workshop:

D3 is a popular JavaScript library with a focus on data visualization and SVG manipulation driven by data (hence the name, Data-Driven Documents, or DDD, or D3).

In this hands-on workshop we will cover the basics of D3 for drawing SVG elements and data binding, working with scales and colours, drawing axis and creating visual animations/transitions when data changes. Code along and learn by doing!

Prerequisites: Ideally some basic knowledge of HTML, SVG, CSS, and JS. If you're not familiar with these languages - don't worry, just read the document step by step and follow the instructions!

About the Instructor:

This session will be lead by CodeOp's very own Full Stack Instructor, Germinal Camps, who has 12+ years of experience working as a Full Stack Web Developer and building data visualization dashboards.

Date & Time:

3rd February, 6.30 - 8pm


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. 


Diversity and data science: The roadmap for bridging the inclusion gap in tech

mind-the-gap-ethnicity-pay-gap-featuredI know first hand that tech has a diversity problem. As a computer science major and a career data scientist with a PhD, I’ve been the only woman in many classrooms and meetings.

My experience is not surprising, unique, or unknown: there is a very public conversation about the lack of diversity in the technology workforce. This is a well-known issue. However, what surprised me as a new hiring manager was how institutional this problem is and how challenging it can be to make progress.

I work for a startup company that was co-founded by a woman. Many of our leadership positions are held by women (Head of Product, Head of Data Science, Chief Customer Officer, etc.). We regularly have conversations about diversity issues and our shared frustrations with our industry. But when I was promoted to head of data science, I quickly learned that the best intentions are not nearly enough to build a diverse team.

I am very familiar with pipeline issues, one of the many reasons offered for lack of diversity: there aren’t enough women qualified for technical roles because they drop out of the pipeline at various stages, from girls who opt out of math classes, to qualified technical college graduates who elect to pursue non-technical careers. I have taken part in unconscious bias training; I’ve attended research talks that show how word choices (or even bulleted lists) in a job ad can either encourage or discourage women and minorities from applying. I’ve been interrupted, had my ideas ignored until they were restated by a male colleague, and I’ve been asked all manner of illegal questions during job interviews. All of this is to say that while I was well aware of the challenges and issues, I was sure that by virtue of being a woman in my new position a pool of highly qualified women and minorities would materialise with very little effort.

There are many ways that a lack of diversity can be reinforced in the hiring process. One inexpensive/quick way to build a team is to rely heavily on referrals, which often serve to reinforce the demographics of the people who are already on the team because people are likely to know other people like themselves. The wording of the job ad can scare away diversity candidates. Having too many requirements can scare away candidates who are too intimidated to apply for jobs where they may not meet 100% of the stated qualifications. There is also a tendency to incorrectly associate skills and experience that are not necessary for a role. For example, there are many successful data scientists who have PhDs in physics, however, a PhD in physics is not required to be a good data scientist.

When I had my first opening, I wrote my ad for a Senior Data Science Manager and waited for all the resumes from highly qualified women and minorities to pour in. And I waited. And waited. Meanwhile, I received many applications from overconfident standup comedians, sandwich delivery drivers, and data science students (my ad suggested minimum qualifications of a PhD or equivalent plus years of work experience). I started working with a recruiter and I was soon interviewing many math and physics PhDs who struggled to communicate clearly and did not bring additional skills to my team. I sought advice from friends, one of whom called me out for my preference for PhDs at all (I wasn’t ready to listen). I talked to colleagues at my company about recruiting strategies.

What finally motivated me to move in a different direction was attending a talk that reinforced the same tired recruiting and team building strategies that have been shown to be problematic, leading to hiring the same non-diverse workforce our industry has been hiring for decades. It finally clicked that instead of accepting the status quo and letting myself off the hook because recruiting a diverse team is hard (it is), I needed to take some bold steps. I rewrote my ad and reset the level (from senior manager) to encourage candidates of all levels to apply. This required that I be creative in envisioning how a more junior candidate could contribute to the larger team. I changed recruiters to one that was on board with my hiring objectives, and who committed to sending me resumes from more diverse candidates. Once we opened the recruiting funnel, we started to see many great candidates who had very different backgrounds. We were excited about what many of these candidates could contribute to the team.

My team and I have not “solved” broad diversity problems, but we have moved in a positive direction. While we were optimising our candidate pool to better reflect the population, we also increased the quality of our candidates. For each open position, we had more, highly qualified finalists than we had before.

About the author

Rhona TextorRhonda Textor, joined True Fit as its Head of Data Science in 2015, having pivoted to retail tech from her role in handling applied machine learning for national security at Microsoft.

Rhonda, who leads a team of 7, has been central to the management and modelling of the data that built True Fit’s Fashion Genome and its product roadmap, which supports 17,000 retail brands and processes data from 150million shoppers who are registered users.  This data is then used to help shoppers find clothes and shoes they love and keep, helping retailers close the ‘loyalty loop’ and in turn, retain customers to improve customer lifetime value.

Rhonda has been instrumental in the development of 2 new products during her tenure at True Fit, the latest of which will be launched in 2021 and will combine the data power of the Genome with visual search and outfitting capabilities, in an industry first.

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

Rising Star alumni & 3M

Rising Star alumni and sponsors, 3M, help inspire students into STEM

Rising Star alumni & 3M

WeAreTheCity's 2020 Rising Stars in Science and Engineering alumni helped inspire Year 9 students in Leicestershire, through 3M’s STEM careers Q&A.

3M sponsors the Science and Engineering category of the Rising Star Awards programme, championing females working in the industry who help to highlight the wide range of STEM careers available.

The Q&A session was attended by teachers from Soar Valley College, the Jameah Girls Academy and South Charnwood High School who put forward questions to the panel on behalf of their students. In addition, questions from students attending Orchard Mead Academy and Lancaster Academy were invited.

Amber O’Connor, Hannah Ratcliffe, Katie Burnell and Rebecca Cocklin were joined on the panel by 3M’s Sarah Chapman, EMEA market segment Application Engineering manager for the Industrial Adhesives and Tapes Division and a Science and Engineering Rising Star in 2016.

Rising Star banner

During the session, the Rising Stars were asked a wide range of questions, covering topics such as the skills and qualifications needed to become an engineer; what they enjoy most about the job; who inspired the panellists to study STEM subjects; and how much they earn.

The event was promoted to local schools by the Leicestershire Education Business Company. The organisation’s STEM manager, Judith Payne, said, “The Rising Stars were all fabulous."

"They gave some really interesting and thought-provoking answers to the questions, especially around how doing projects outside their comfort zone has helped them to develop new skills.”

Watch a recording of the session below

Nominations for the 2021 Rising Star Awards are now open.

Now in its seventh year, the Rising Star Awards are the first to focus on the UK’s female talent pipeline below management level. Our strategic goal, set in 2015, aims to showcase 1,000 outstanding women by 2022. By highlighting the accolades of these women, WeAreTheCity are not only promoting the amazing female talent that exists across the UK, but actively encouraging organisations and business leaders to invest in and recognise these women as leaders of tomorrow and individual contributors to their respective industries.

These awards will recognise and celebrate a further 100 female individual contributors from over 20 different industries that represent the leaders and role models of tomorrow. These winners will join our award’s alumni of 650 previous winners, across the UK and India.

New for this year, we are also excited to introduce a new “Global Award for Achievement” category to our awards to expand our search for global talent. This category is a female individual who works within any industry, outside of the UK, whose current position is below director level.

Alongside these categories, we are also calling for nominations for Champions, Men for Gender Balance and a Company of the Year. Our Champion award recognises the achievements of five senior individuals, of any gender, who are actively supporting the female pipeline outside of their day job. Nominations for this award are individuals who have demonstrated their commitment to gender, e.g. HeForShe supporters, network leaders, directors, MD’s & C-Suite individuals who are championing women either inside or outside their organisations.

The Men for Gender Balance category is for men who are championing women and gender balance either inside or outside their organisation. Nominees must be at least Director level (or equivalent) or above, and must demonstrate that they have actively supported the female pipeline either through their current work role or external activities.

The Company of the Year award recognises the achievements of a company who can clearly demonstrate that they are actively supporting its female talent pipeline through their initiatives, training, development programmes and internal employee relations and diversity network groups.

You can find out more and nominate here.

women in tech, soft skills featured

New year, new you? Try sharpening the tools you already have

women in tech, soft skills featuredThe New Year often carries with it promises to make vast changes in our professional and personal lives, with January heralding calls of ‘this will be my year!’.

But, rather than trying to completely reinvent yourself, it’s often better to work with the skills you’ve already got within your midst.

Take Q2Q IT as an example. Managing director, Lorna Stellakis, is a strong advocate for optimising the infrastructure you already have at your disposal – be it tech or talent – and here, she explains how you can too.

Resolutions and rituals are often set with the best of intentions but can often be broken should the implementation not be ‘easy’. While making a change will always cause some disruption to the norm, in many cases a grand shift isn’t the answer.

Often, simply exploring the capabilities of something you already have – or pay for – can revolutionise your life. And, in terms of tech, this could be extracting every ounce of value from a product or service, by understanding all of its respective ‘bells and whistles’.

When purchasing, you might plump for an ‘add on’ service – a relatively small extra investment which could result in considerably more value to the system or equipment.

And, as a very people-focused business leader, I believe this also applies to colleagues.

With the exception of our admin staff, the team at Q2Q are all highly skilled techies, and the main purpose of their day-to-day role is creating solutions for clients, as well as solving any IT-related issues which crop up.

However, if we stuck to the stereotypical techie role profile, you could stop there and generalise their work as simply ‘doing technical stuff’. And I am sure the company owners reading this will identify with such a sentiment.

When I took over the reins of the Q2Q ship in 2018, I made it my mission to delve further into each one of my colleagues – their skillsets, motivations for coming to work, and what they see as ‘a job well done’.

By understanding what makes them tick – their preferred ways of working, and what they’re passionate about – I could quickly see they were each capable of adding additional value to the business, that wasn’t already being utilised.

In fact, we all have skills beyond those required in our basic job description.

Talent within the team

Take our technical consultant Damien Gelder as an example. He is a whiz at coming up with analogies that perfectly explain a complex issue in an easy-to-understand way. He uses this talent in all sorts of situations too, and we see it called upon on a daily basis – particularly when trying to introduce a new product to a client that we believe will make their lives easier, or giving a non-technical demonstrations of a service to a prospect.

On the other hand, Ash Williams, our technical support engineer, has an obsessive attention to detail and is extremely methodical in the way he works. So, if we need a complex project scoping out, we call on his expertise to ensure all the steps are ticked off and there are no stages missed.

Phil Irwin, another of our technical support engineers, has strong people skills and is great at seeing a variety of perspectives in any given situation, which translates perfectly into relating to our clients. That’s why he’s our ‘customer excellence champion’ and, if we’re looking to alter any of our processes, he’s our ‘go to’ when it comes to sense-checking changes.

Then, regarding seeing themes in IT-related situations, technical support engineer Harrison Burke comes into his own during our team meetings! We rely on him to highlight where there is a recurring pattern and offer solutions to nip this in the bud, by rolling out new internal processes to all customers.

In fact, all the of the team now have a specialism that is predominantly non-technical!

Not only does this add something extra to the firm’s dynamic – by playing to everyone’s strengths – but it adds value to the service we offer and gives everyone a sense of purpose beyond just doing their job.

So, while I’m not sure that I could get away with describing the Q2Q crew as: “tools that previously needed sharpening,”, that’s essentially what we’ve done!

Making the most of what you have is not only a cost-effective and time-efficient way of making sure you’re getting the maximum out of existing investments, but also identifying where you may need to plug any gaps.

That’s why, it’s worth having an IT reassessment, or audit, every year – or six months if you’re growing rapidly – to make sure it’s continuing to do what you need it to.

If you’d like to chat to us about any of the additional services mentioned above – or you have any other questions about what’s possible from your IT setup – give us a call on 01524 581690, or drop us a direct message!

About the author

Lorna Stellakis, MD of Q2Q ITMy role is to provide the overall direction and “eye on the compass” as to where we, as a team are heading, setting the overall business strategy and financial budgeting. Whilst always having been involved with systems implementation throughout my career, I have an operational background and no specific IT experience. However, if anything, I believe this makes me more qualified to ensure the team deliver great service, drawing from my operations experience, and having been on the wrong side of poor IT support in the past. I can relate to how crippling this can be to a business, making it paramount that we ensure that IT issues are as invisible as possible, leaving the customers to get on with running their businesses smoothly.


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

International Womens Day: Networking event for women in tech

05/03/2021: #ChooseToChallenge: WeAreTheCity & WeAreTechWomen's International Women's Day Virtual Networking Event

You are invited to celebrate this year’s International Women’s Day with WeAreTheCity and WeAreTechWomen

Please join us from 12pm to 13.30pm on 5 March for the biggest virtual networking event in 2021.  Let’s celebrate IWD by making those connections we have all missed and by choosing to challenge!

WeAreTheCity and WeAreTechWomen would like to invite you to a different kind of online networking to celebrate IWD! Join us in our really cool virtual world.

Whilst with us you can:

  • Visit our main stage and hear from some incredible women on why they have chosen to challenge for IWD
  • Visit eight different virtual networking spaces and make connections
  • Join round tables for discussions on Gender Equality, Women supporting Women and the Importance of Male Allies

There is no awkwardness of breaking in to a conversation in our virtual world, you can just rock up to anyone on the platform and say hello.

We hope you will join us for this very special #Choosetochallenge International Women's Day event.

Limited spaces available - to register, click here

woman holding a like a boss mug, kickstart your career

Climbing the ladder in tech

Article by Fiona Hobbs, Chief Technology Officer, Opencast Software, the independent enterprise technology consultancy

woman holding a like a boss mug, kickstart your careerWith over 15 years in the tech industry, Fiona Hobbs discusses her experience so far, tips for anyone developing their career in tech and the lessons she has learnt on her journey to Chief Technology Officer.

Fiona is currently the CTO at Opencast, the independent enterprise technology consultancy headquartered in the North-East, where she works with clients across the financial services, government and health sectors.

Develop your passions

A lot of success in the tech stems from passion. Most people who work in the industry do so because they want to and because it’s a career they enjoy. Some technical roles don’t require you to have a degree, you just need to be able to demonstrate your knowledge and experience in different ways. For example, many developers have begun their careers because they were interested in gaming, and writing code for games allowed them to develop their knowledge to a point where they were qualified for jobs within the software delivery industry. Being passionate about what you do is vital in the tech industry.

For me, I enjoyed IT when I was at college and found I had a flair for coding, and that’s where my career stemmed from. I realised I liked having a job - and still do - where I can see a tangible difference has been made. For example, I get the opportunity to see millions of people using an app I have played a part in developing, or more recently, work that I did for a biotech company years ago - writing code for analysing genetic data – has been used to create the COVID vaccines. For me, that gives my career a real purpose and that pushes me to keep improving.

Secure your base knowledge

If you have the passion, the next step is to secure your base knowledge. In my case, it started by being the first female in my school to take IT at GCSE level, which allowed me to confirm I was good at it. Then, following a couple of unrelated jobs that I didn’t enjoy, I went back to college to do computing for A-Level, and then onto Durham University to complete a BSC in Software Engineering.

However, education is not everything – it gave me an understanding of which elements I enjoyed and didn’t enjoy, but the next most important thing is getting experience. Apply to the jobs you feel will add something to your repertoire, whether this be sector knowledge, or different types of coding and tech. I worked within biotech, pharma, financial services and education before narrowing down what I actually wanted to do. All experience counts if you’re learning along the way.

Take the right leaps

As you move through different jobs, it becomes clear that sometimes you have to make leaps if you are going to end up where you want. The best thing about tech and IT is the amount of opportunities in the space. It has certainly made it easier in times of difficulty to feel confident that you will be able to secure another job using your skills.

I decided to take a leap when I realised I’d like to work as part of a larger team and practice all the lessons I had learnt around agile delivery. At this point in my career I moved to Sage, the enterprise software company, to work as a Senior Developer, delivering on projects. This eventually allowed me to move to Sage Spain, based in Barcelona, where I ran a global team developing Application Programming Interfaces (APIs) for their platform.

This experience eventually led me to Opencast, where I have now been for seven years. I have seen the team grow hugely, and it has given me the chance to create the culture I would like to work in, alongside building the right products for our customers. I have worked on clients ranging from the NHS to DWP and Morgan Stanley, looking at their tech landscapes and guiding them down the right path. Working in a consultancy has also allowed me to take on two or three leading edge projects a year, which has given me double the amount of experience you would get as an inhouse CTO.

It’s key to think about what experience you have, what experience you want, and what kind of company you want to be based in. Make sure you’re aligning your values with your work, and you should be on the right path.

Key advice

My advice is: if you have a passion for tech or IT, go for it. Often, the syllabus at school can put people off, but in reality, IT is so much more than that. If you can’t build your knowledge alone, there are now key programmes such as Women Who Code that are encouraging women to get into this space if they have the desire to do so. If you enjoy writing code and being technical, then certainly don’t allow yourself to be pushed into a business focused or project management role. There is huge progression in tech, so stick with it.

Additionally, consider the best environments for learning and developing your skills. Nowadays everyone wants to have Government on their CV because they are working on leading projects and they are accessible. They are focused on making their culture diverse and collaborative, where other sectors may not be as forward thinking. It’s always important to look for the right work environment for you.

Finally, it’s been well acknowledged that women still have to struggle balancing a career and family life and not compromise on either. So it’s key for me to mention that technology is actually a great sector for being able to work remotely or work part time. It may only be a part of the puzzle, but it’s a crucial one for women trying to climb the ladder.

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

watching a virtual conference on a laptop, zoom call, video call

Can virtual onboarding attract top talent?

Article by Kirsty Carter, Solutionize Global

watching a virtual conference on a laptop, zoom call, video callJoining an organisation can be both daunting and exhilarating.

However, when new and future recruits are unable to meet their colleagues face-to-face or even get a feel for what their physical office space might look like – especially during a global crisis – can they really get to know their company and be a part of the team?

The truth is, they absolutely can. That’s because – when it’s done right – hiring and settling in a talented individual exclusively online can help to break down any ‘formal’ barriers. It also provides a more time and cost-efficient process for both parties and takes away any issues that might occur from commuting.

This is, of course, all on the basis that the correct planning has been completed beforehand, and there is a structure in place that is agile enough to welcome a new recruit into the team seamlessly – even when they’ve never stepped foot into the office.

Now known as ‘virtual onboarding’, this way of embedding a colleague provides an alternative option for many organisations that are continuing to navigate the pressures that come with growing a business during a pandemic – and beyond.

For several modern-day firms, they’re exploring fresh and exciting ways in which they not only attract the brightest talent but retain their future services too. And virtual onboarding can play a pivotal role in driving many employment models forward, as a result.

That’s because a technology-first approach presents so many opportunities for employees that want to work flexibly and remotely – or via a hybrid mix of an office and home setting.

From an enterprise’s point of view, it widens the talent pool geographically and – if they’ve hired effectively – means that new additions can operate autonomously and settle in quickly to a supportive team culture.

Easing any ‘first day’ nerves

In the first few moments at a new firm, employees are typically looking to understand internal operations swiftly, get to know their colleagues and hit the ground running in a positive way.

And with technology enabling that process to all be done virtually, this can help individuals feel as though they’re receiving as good – if not better – of a welcome compared to stepping foot into the physical office for the first time.

Utilising video conferencing tools can ensure communication remains a high priority and any questions that a new employee has, can be made without vast disruption, or spending the time booking a meeting room to have a quiet conversation.

Speaking to colleagues can be made into more of a social event too – such as a virtual coffee morning – to avoid any intimidating, more ‘formal’ gatherings. And by inviting people into instant messaging groups and apps, these can all enhance the virtual onboarding process even further.

Creating leaders throughout the workforce

On the other side of the coin, a digital-first approach to talent recruitment can also empower existing members of the team. Encouraging them to host their own specialist sessions for a new recruit – whether social media, HR, or software demonstrations – can all help the workforce dynamic and upskill everyone as a result.

All of these elements form a critical part of a successful virtual onboarding process – and this can often only take days and weeks online rather than months and years to achieve in person.

And when things can be done seamlessly and swiftly, that means new additions can begin to add value as quickly as possible – and with that comes trust, loyalty, and employee ‘buy-in’ of an enterprise’s core values – because they feel like they’re being supported and motivated throughout.

Of course, virtual onboarding can take more planning and structure than when it’s done in a face-to-face environment. For example, employees who have joined a team and only operated online will require everything in place beforehand so they can truly hit the ground running from their first day. That means providing laptops, work phones, IT security software and passwords.

Ultimately, it’s about engaging with new staff, encouraging the wider team to get involved, and being flexible and communicative throughout. Providing an alternative, agile way to embed a recruit can open up more doors to attract a wider talent pool, and could help firms take a huge leap forward when it comes to tackling the ongoing technological skills shortage.

Kirsty Carter, chief of staff, Solutionize GlobalAbout the author

Attracting, developing and engaging the very best people at Solutionize Global is just one of Kirsty’s specialisms in the business. Embodying the technology solutions and services provider’s commitment to reliability and availability, she works tirelessly to ensure the team is the most successful version of itself.

A devotee to ensuring that the enterprise’s culture strikes the right balance of support and self-motivation, Kirsty recognises that empowering employees to fly, in turn, provides clear benefits to customers and drives growth throughout the organisation.

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

Understanding and procuring sustainable IT solutions - She Talks Tech podcast

Listen to our latest She Talks Tech podcast on 'Understanding & Procuring Sustainable IT Solutions' with Brittani Bobowick, Dell Technologies

Understanding and procuring sustainable IT solutions - She Talks Tech podcast

Welcome to series two of ‘She Talks Tech’ - the podcast from We Are Tech Women!

Today we hear from Brittani Bobowick. Brittani leads the corporate social responsibility agenda at Dell Technologies.

Brittani will discuss how digital solutions relate to sustainable IT and how you can make more sustainable procurement decisions for your company. Plus, she shares how Dell Technologies are approaching their own sustainability goals.

You can find out more about and connect with Brittani on LinkedIn.


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

From robotics and drones, to fintech, neurodiversity and coronavirus apps; these incredible speakers are opening up to give us the latest information on tech in 2020.

Vanessa Valleley OBE, founder of WeAreTheCity and WeAreTechWomen brings you this latest resource to help you rise to the top of the tech industry. Women in tech make up just 17 per cent of the industry in the UK and we want to inspire that to change.

WeAreTechWomen are delighted to bring this very inspiring first series to wherever you normally listen to podcasts – and the first three episodes are now live!

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

Produced by Pineapple Audio Production.

Celonis logo

Vacancy Spotlight: Senior Frontend Angular Engineer (m/f/x) | Celonis

Celonis logo

Are you ready for a new challenge? Celonis is looking for a Senior Frontend Angular Engineer in Munich, Germany!

Being a global hyper-growth leader in process mining technology, our goal at Celonis is to establish our Intelligent Business Cloud as a standard SaaS solution in any company. As Senior Frontend Engineer at Celonis, you are responsible for optimizing and implementing existing product features and winning our users through your brilliant applications. With your extensive knowledge in Angular 8, Typescript 3, HTML5 and SASS we are creating innovative data visualizations in the field of process analysis. You will further work on our in-house developed components library that is being used by multiple teams and applications. You are passionate about data visualization and developing web applications? Read on!


  • have an above – average university degree in the area of computer science or a comparable education
  • have 5+ years of experience in Frontend Development
  • are passionate about developing user experience focused web applications
  • have experience with Angular, TypeScript/JavaScript, HTML5, CSS/CSS preprocessors
  • are a sharp-minded Web Developer with a clear way of expressing things
  • have a high level understanding of domain, product and architecture
  • can solve complex problems with limited supervision
  • are able to supervise and coach junior and mid-level colleagues
  • have very good English skills


  • see people as the fundamental pillar of our success. Therefore, we invest into the personal growth and skill development of each individual alongside with the strength finder test
  • offer attractive compensation models (best-in-class salary, stock option packages, employee referral bonus, family service, flexible working hours, etc.)
  • are visionary and one of the fastest growing Software-Unicorns in the world
  • are experts in the field of Process Mining - the new Celonis Execution Management System provides a set of instruments and applications: the EMS offerings help companies manage every facet of execution management from analytics, to strategy and planning, management, actions and automations
  • distinguish ourselves through a unique combination of innovative start-up atmosphere paired with great professionalism and self-responsible work


To find out more and apply, please contact: [email protected]

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