TechWomen100 2022 Banners (800 × 600 px) (1)

WeAreTechWomen are proud to announce Barclays as headline sponsor for our 2022 TechWomen100 Awards

TechWomen100 2022 Banners

WeAreTechWomen is excited to announce Barclays as our headline sponsor for the 2022 TechWomen100 Awards!

Now in their sixth year, the TechWomen100 awards are once again looking to recognise and celebrate the achievements of women working in technology.

Our strategic objective is to use the awards to highlight 1,000 future female tech leaders by 2030. To date, we have celebrated the success of over 475 incredible women, alongside outstanding tech networks, senior champions who are driving change and companies who are doing their upmost to support the careers of their female technologists.

In previous years, the awards have been supported by an array of FTSE sponsors and this year is no different.

We are extremely proud to announce that the 2022 TechWomen100 Awards are powered by Barclays. We would like to extend our sincere thanks to Barclays for their support for this year’s awards, their words of encouragement and for helping us to celebrate the achievements of amazing women.

The 2022 awards are kindly sponsored by Accenture, BAE Systems, Bank of America, BT, Clifford Chance, Credit SuisseFunding CircleGoldman SachsHuawei, Morgan Stanley, Northern TrustOliver Wyman, PwC and Sky.

A word from our headline sponsor

“At Barclays, we’re focused on improving gender diversity through a workplace environment and culture that enables our female colleagues to fulfil their career aspirations. For me, as a leader in technology, this means really investing in how we attract, retain and develop our female tech talent. Recognising and celebrating female technologists is fundamental towards closing the gender gap and building a diverse, equitable and inclusive culture across the industry. Barclays has been working withWeAreTechWomen since 2015 because they do a fantastic job of shining a spotlight on female role models in technology, and those who support and empower them to realise their full potential. We want to help promote, support and amplify those voices leading positive change and inspiring others, which is why we’re proud to be the headline sponsor for the 2022 TechWomen100 Awards”

 Craig Bright, Group Chief Information Officer, Barclays

Craig Bright, Barclays
Barclays logo - NEW 2022

Nominations for our TechWomen100 Awards are open until 12 August 2022!

The TechWomen100 awards focus solely on women working in tech below director level.

We hope that by highlighting the accolades of up-and-coming inspirational female tech talent, we can help to create a new generation of female role models for the industry, and a pipeline of future leaders.

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

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

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

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

Northern Trust logo

Five reasons to work with Northern Trust

Northern Trust

Greater is...fitting in because of your differences

We believe diversity, equity and inclusion are inextricably linked. That’s why we’re working to create an environment where every individual feels respected, supported and valued to fully contribute to our shared success.

When you join the Northern Trust community, we make a pledge to you.

Here’s what you can expect from day one:

A culture of care and collaboration

Our commitment to partnership is rooted in a culture of care that drives success for clients and partners alike. We value our partners as individuals, offering each person the flexibility to balance their aspirations in work and in life.

How do we show this?

We foster an environment where collaboration is prioritised over competition, and we support and invest in one another to create stronger teams, stronger work and stronger outcomes for our clients.

In EMEA, we’ve created a Women in Technology network to support the development of female talent in technology.

The group, sponsored by our Chief Technology Officer Alison Pain, meets monthly, sometimes with global counterparts to provide a community of learning, sharing best practice and access to role models (internal and external) whilst encouraging networking.

A focus on individual career development and growth

Every career path is different. We’ll help you map yours. We see our partners as people, working closely with them to create plans that work for each individual.

Each of our partners comes with unique skills, perspectives and goals. We believe in empowering our partners with the resources and opportunities to Achieve Greater and realise their full potential. We foster their ambitions, develop their skills and provide countless opportunities to lead and make an impact.

Our EMEA Women in Technology group have also created a programme entitled Together we Thrive, which provides our EMEA female technologists an opportunity to participate in workshops on self-identified tech topics. It allows us to broaden our internal network whilst sharing knowledge, learning and developing our own expertise. Topics to date have included;

  • Cyber Security
  • Domain Driven Design

Dedication to a more diverse, equitable and inclusive workforce

We are united by the belief that diversity, equity and inclusion are not only essential, but connected.

It’s an approach that sets us apart, driving us to develop new and authentic ways to foster an environment where every partner feels respected, supported and valued.

“True diversity can only exist in an inclusive work environment, where any individual or group feels welcomed, respected, supported and valued to fully participate and contribute to our success.”

Sarah Boddey, Chief Diversity, Equity and Inclusion officer, EMEA and APAC

How do we show this?

All of our people managers at Northern Trust are required to complete Inclusive Leadership training and all global partners are required to complete Unconscious Bias training.

Key Award wins;

  • Northern Trust has been named a Best Employer for Diversity by Forbes.
  • LGBT Great Financial Services Standards, Silver Standard, 2022
  • Mind Workplace Wellbeing Index – Silver award (2019, 2020, 2021). The UK’s definitive benchmark related to mental health and wellbeing policy.

An opportunity to innovate

Our stability and strength allows us to forge new pathways to success, embrace new technologies, explore new ideas and continue asking tough questions. It’s a mindset that allows us to innovate without fear of failure, advancing technologies and products that unlock new and exciting opportunities.

We strive to challenge the status quo, building on our successes to continue setting new standards.

How do we show this?

As part of our digital modernisation journey, we created a data mesh – a market-leading platform to enable us to gain access to fast and secured data while also allowing us to move faster, predict behaviour and deliver more innovative and personalised solutions to our clients.

In addition, we are proud to have sponsored the WeAreTechWomen One Tech World conference. This innovative conference continues to show existing women in the industry and those who want to transition in, what that world of future tech really looks like. It also involves encouraging women from all backgrounds to consider tech careers, so that we can contribute to the creation of products and systems that are truly inclusive.

“Diversity of thought can come from anything: educational background, financial situation, gender, ethnicity, religion, all those different things.”

Alison Pain – Chief Innovation Officer for EMEA

The chance to make a meaningful impact

Our approach to our work is rooted in our values: service, expertise and integrity. These values drive everything we do, from the way we serve our clients to our ongoing efforts to support and advance our communities.

That commitment has earned us a reputation as a premier financial partner to the world’s most successful individuals, families, and public institutions, granting us valuable influence on the global economy and the communities that power it.

How do we show this?

  • Employees are given two paid days off a year to support their volunteer efforts.
  • We are a proud corporate partner of the Science Museum, and actively work to encourage young people encourage a career in STEM.

Northern Trust partners on one of their two annual volunteering days helping out at a food bank
Northern Trust partners on one of their two annual volunteering days helping out at a food bank

Dynamic careers. Brighter futures. Greater possibilities.

You don’t just accept a position here – you embark on a career.

Don’t choose between a dynamic career and work-life balance – join a team that supports your goals and enables you to enjoy both. We’ll help you get where you want to go.

Who are Northern Trust?

We are a global leader in innovative wealth management, asset servicing and investment solutions. We are a Fortune 500 Company in operation since 1889, that’s 133 years of success.

Did you know we have had a presence in the United Kingdom since 1969?

We have over 1100 partners in our London office administering the most varied range of products in the UK Market. Northern Trust London forms a vital part of our organisations global presence and strategy.

Who we serve?

We guide the world’s most successful individuals, families and institutions and we’ve built a legacy of empowering clients to reach their goals with confidence.

Our locations and people.

We’ve grown to a global presence with more than 22,000 employees in 20+ countries.

Our business areas?

Wealth Management – Asset Management – Asset Servicing – Technology – Corporate Functions

Careers at Northern Trust

WeAreTechWomen & Funding Circle - The Big Tech Meet Up 800x600

WeAreTechWomen & Funding Circle host inspiring & motivating network evening at the Big Tech Meet Up

WeAreTechWomen & Funding Circle - The Big Tech Meet Up

This week, WeAreTheCity gathered its WeAreTechWomen Women in Tech community for an action packed evening of career planning in the heart of the City of London.

The event was kindly sponsored and hosted by Funding Circle and was attend by over 50 women who work in various technology roles from across the UK.

During the event, Vanessa Vallely OBE shared her keynote which talks about her own career as a technologist and touches on hints and tips to overcome your inner imposter, how to harness your personal brand, how to build your network, how to optimise your digital footprint on line and the importance of coaches, mentors and sponsors in your career. The event was opened by Bruno Tavares who has recently joined Funding Circle as VP of Engineering.


Funding Circle Transparent

"What an inspiring event with so many amazing women working in technology. A huge thanks to Funding Circle and to Katie and Bruno for their fantastic hospitality, and to all our guests that brought their energy and passion to progress in their careers in tech. It was so wonderful to see so many new faces, alongside a number of our previous award winners. A great evening all round"

— Vanessa Vallely OBE, Founder, WeAreTheCity & WeAreTechWomen



Looking for a new career?

Find out more about Funding Circle and search for new roles and opportunities

Funding Circle deliver an amazing experience for small businesses powered by machine learning and technology. Since launching, they have helped more than 122,000 businesses access £13.7bn. This has a huge societal impact — in 2021 alone the lending through our platform contributed more than £7.2bn to the UK economy and created and sustained 100,000 jobs.


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WeAreTheCity are proud to announce the winners of their 2022 Rising Star Awards

Rising Star Winners Montage

WeAreTheCity, together with the Royal Bank of Canada, are proud to announce the winners of their 2022 Rising Star Awards

Now in their eighth year, the awards are the first to focus on the UK’s female talent pipeline below management level. Through these awards, we celebrate 100 individual female contributors that represent the leaders and role models of tomorrow. WeAreTheCity hope that by raising the profile of our shortlist and winners, we will encourage organisations to consider how they strengthen the development of their female pipeline for the future.

The list of winners showcases remarkable women within the UK from across 20 categories representing different industries and professions. Those highlighted include Ebinehita Iyere, founder of Milk Honey Bees, working with young people who encounter the youth justice system and those who are impacted by violence in the community; Chanelle Smith, a medical student who is an ambassador for the Captain Tom Foundation and features in the children’s book honouring Captain Sir Tom Moore; and law student Sheekeba Nasimi, who leads the legal clinic at the Afghanistan and Central Asian Association, a charity dedicated to improving the lives of Afghans and all refugees in London.

Rising Star Winners Montage (1:2)

The awards also include a Company of the Year prize, awarded to the r10 Consulting.

r10 is a management consultancy, focused on helping the global insurance market embrace change through business and technology transformation.

The awards also recognise five Rising Star Champions, who are actively supporting the progression of women in the workplace. These include Kanika Selvan, Associate Director of Data and Technology at the University of Sheffield, the youngest member of her leadership team and a committed advocate for diversity; Sam Cooper-Gray, Global Head of Market Strategy and Engagement at HSBC, where she advocates for male allyship across the firm through their global Balance network; and Marie Hemingway, founder and CTO of the award-winning not-for-profit, Speak Out Revolution.

We are once again celebrating women around the world with our Global Award for Achievement. This year’s winners include Anna Raduloski, who founded WomenTech Network, a woman-led and woman-focused organisation to empower women globally through mentorship, career development and networking; Aparna Saroagi, who is spearheading inclusive workplace practices at NatWest in India; and Jennifer Kent, a senior associate in Latham’s Washington, D.C. office, who is passionate about advancing diversity and inclusion in the legal profession.

We are also celebrating Men for Gender Balance, which celebrates senior men who are championing women and gender balance either inside or outside their organisation. Amongst the winners for this year are Richard Pickard, Founder of Inclusive Search, an advocate for TLA Black Women in Tech and the 30% Club, and the author of the ‘Exceptional Female Role Model’s interview series; Lee Chambers, a psychologist, coach and founder of Essentialise Workplace Wellbeing, a wellbeing and inclusion consultancy; and William Torrie who serves as the UK Deputy Chair for Barclay’s Win group and is widely recognised for his campaign for gender equality.

Rising Star Winners Montage (2:2)

WeAreTheCity also announced their Editor’s Choice winners.

Those receiving the Editor’s Choice award are individuals who have been specifically selected by the leadership team at WeAreTheCity and one independent judge. This award recognises their outstanding contribution and tireless efforts towards gender equality, both in the workplace and across wider society.

Winners include Preet Chandi, who recently became the first woman of colour to complete a solo expedition in Antarctica; Ian Clarke, Founder of Deilight Consulting, who holds the Millennium Volunteers Award for Excellence for a lifetime dedicated to mentoring, coaching and counselling disadvantaged young people and their businesses; and Frances Scott, founder and director of 50:50 Parliament, who is a passionate advocate for gender equality of representation.

The awards were entered by over 1,000 individuals and were judged by a panel of over 40 independent judges. Over 35,000 public votes of support were received for the 200 shortlisted nominees from across 115 countries.

The 2022 awards are headline sponsored by Royal Bank of Canada. Category sponsors include an array of leading FTSE 100 companies and industry leaders: 3M, Accenture, Barclays, Bloomberg, The British Army, Citi, CMI Women, EPAA, Funding Circle, GSK, Highways Sector Council, HSBC, Lloyd’s, London Stock Exchange Group, Marie Claire, National Grid, Northern Trust, Oliver Wyman, Pan Pacific London, Reed Smith, Streets Consulting, Warwick Business School, and Wellbeing of Women.

Once again, we would like to congratulate all our winners and extend a sincere thanks to everyone who supported Rising Stars during 2022.


"Royal Bank of Canada (RBC) is delighted to be powering the Rising Stars Awards for the third year and extended our partnership through to 2024. These awards are critical to celebrate and showcase incredible talent across multiple industries in the UK, something that is particularly important during these challenging times. Diversity and inclusion is more than just a value at RBC, it’s our strength, and it’s one of the ways we bring our purpose of helping clients thrive and communities prosper to life."

Dave Thomas, CEO, RBC Europe

Dave Thomas

"I am so proud that for the eighth year running WeAreTheCity has been able to shine a light on the achievements of so many remarkable women across the UK. Our 2022 winners join a phenomenal alumnus of 750 previous winners who continue to soar, both professionally and personally. I am ecstatic to welcome our 2022 winners to the WeAreTheCity family and to watch them progress into the senior positions they so rightly deserve.”

— Vanessa Vallely OBE, Founder, WeAreTheCity



The team at WeAreTheCity are incredibly excited to announce that we will once again be holding our awards ceremony, in person. We will be holding a prestigious awards celebration for all winners, sponsors and judges on the evening of 14 July 2022 at Pan Pacific London.

Over the course of the awards ceremony, you will hear from inspirational speakers and entertainers who will all be endeavouring to create a truly magically experience for you all. We cannot wait to give you the true physical experience of one of our award ceremonies!

Pan Pacific Ballroom - Rising Star Awards


To give you an idea of what’s to come, why not remind yourself of what happened at our last in-person award’s ceremony in 2019?

The 2019 winners were celebrated at a prestigious award’s ceremony at The Landmark Hotel, Marylebone, London. Guests were treated to a sparkling reception, a three-course meal and fine wine and had the opportunity to network with over 400 individuals from a multitude of industries. Guests were welcomed by our award’s host, Jane Hill from BBC News, and entertained throughout the night by 1920’s girl band, Just the Tonic, Roger Samuels, 2019 The Voice contestant and soul sensation, Lemar, multi Brit and MOBO award winner and Magic Soul FM DJ.


Royal Bank of Canada


Women in tech gather for empowering One Tech World 2022 conference

One Tech World aims to highlight the challenges facing women in tech by fostering a community to transcend the hurdles.

As women continue to advance and excel in their tech careers, experts have urged the industry to be each other’s partners and allies.

The empowering one-day virtual event, One Tech World, offers the opportunity to learn about innovative technologies and professional development, whether you already have a strong network of female colleagues in your field or want to extend your network.

On 01 April, a community of women in technology gathered to hear inspiring messages from industry leaders, allies and advocates.

For the second year, the conference was delivered as part of a global virtual learning experience via a state-of-the-art conferencing platform.

Theresa Palmer

Theresa Palmer, Global Head of Diversity & Inclusion, BAE Systems Digital Intelligence, said creating a diverse workforce is not something that occurs overnight.

“It takes a constellation of activity, over a continuous period of time, to really turn good intentions into tangible change.”

In her opening keynote address, Palmer said, it’s time to stop talking about change and make it happen: “We need some serious barrier-busting! For me, this means no longer talking about gender equity and encouraging anything because it’s the ‘right thing to do’. You’re darn right, it’s the right thing to do! So we, as organisations, need to get to work! If we need open and clear paths for women, what are we doing? If we need to retain women, what are we doing? If we need more women in senior roles, what are we doing?

“At BAE Systems Digital Intelligence, we do this by setting clear objectives and monitoring and reporting on gender across our organisation. We look for the leaky valve and we work to plug it. With tangible actions and measurements to understand if we’re getting it right,” she added.

She noted that a lot of work has already been done in recruitment: “Keep it up,” she said. However, she shared her concerns about learning and development. “Businesses should be identifying where their leak is and working two grade levels below it to close it,” Palmer added.

She advised: “To really drive gender diversity in organisations, we need to move on from gender equity being the right thing to do and we need to find the right thing to do. And then we need to do it.

“Act early. Intervene with genuine, worthwhile development programs. Set targets for your businesses, to drive diversity into your leadership development programs.”

Ensure our leaders are held accountable in their objectives and reviews for delivering diverse and cultural value to our businesses.”

Since the start of its annual conference in 2015, WeAreTechWomen has welcomed over 5,000 people through its doors. The One Tech World conference seeks to demonstrate how the tech world works and to introduce attendees to the cutting-edge technology that is now impacting industries around the world.

The purpose of the event is to provide opportunities for women in technology, at all levels, to adapt their skill sets and expand their networks. During the live conference, attendees of One Tech World 2022 had access to all keynotes, panels and content, as well as the chance to revisit all sessions for 30 days afterward.

This year, the event covered over 160 topics, including technology trends, artificial intelligence, the future of drones, FinTech, HealthTech, ageism and more.

Below are just a few of the standout topics that featured this year

Ortis Deley speaking at the One Tech World conference
What can we expect from technology in the future?

Ortis Deley, the host of The Gadget Show, gave One Tech World attendees a whistle-stop tour of the future of technology.

Up and coming technologies mentioned included virtual reality, wearables, innovations in cameras to improve diagnoses through accessing healthcare data, 3D printing in healthcare, altruistic tech and energy storing materials to slow climate change, and the impact that fusion plasma will have on society.

Dealey said: “No one knows what tomorrow will bring, but a lot of the innovations that we take for granted today will form the foundation of some future tech.”

“I say ‘some’ because some of the techs that we use will quite possibly grow out of what we’re able to do with what we have at our disposal, at that time. For example, very few people saw the inception and rise of companies like Uber, because we didn’t have the infrastructure for 4G mobile telecommunication.”

Paving the way to net-zero

The term “net-zero” is a popular topic of discussion currently and refers to a situation in which greenhouse gas emissions are matched by their removal from the atmosphere.

According to international scientific consensus, global net human-caused carbon dioxide (CO2) emissions must be reduced by approximately 45 percent from 2010 levels by 2030, with net-zero emissions expected around 2050.

Jennifer Tsim, Partner at Oliver Wyman, and part of its Global Financial Services and Climate and Sustainability team, used her One Tech World session to give an overview of the topic with advice on what needs to be done.

“Achieving net-zero will ultimately require action from every company and every sector and a real shift in the entire global economy,” she said. “Net-zero requires an entire eco-system shift to a greener economy, and we’ll all be impacted.”

Tsim noted that governments, companies and individuals “all have a role to play if we are to be a success on this road to net-zero”. She invited attendees to think about their own roles, skillsets, companies and contacts and asked: “How will you think about contributing to net-zero in your work and in your decisions going forward?”

Jennifer Tsim
Dr Kathryn O'Donnell
Can Space Tech save the planet?

Dr Kathryn O’Donnell, COO, In-Space Missions Ltd, at BAE Systems, delved into the topic of space technology and whether it can help the planet with climate change and sustainability, defence and law enforcement, and space services.

“Can space tech save the planet? I’m going to say no. Not on its own,” she said. “It can give us the tools or data we need to save ourselves, though, and I think that’s what we need to consider. Hugely useful, but we need to act with it.”

O’Donnell informed attendees about the range of careers within the space sector and how those wanting to make a difference could find the answer in a space tech role.

“The space industry has a huge amount to do to help us save our planet,” she noted.

“There are lots of jobs and lots of really interesting careers in space industries, so for those of you attending One Tech World today who are interested, dust off that CV and have a look at how you can help the space industry save the planet.”

What is neurodiversity?

Jacqui Wallis, CEO of Genius Within CIC, discussed the topic of neurodiversity at work and dealing with cognitive overload with a DevOps engineer from Dropbox.

Jennifer Opal, DevOps engineer at Dropbox, was diagnosed with dyslexia, dyspraxia and ADHD in 2018 and shared her experience with One Tech World attendees.

“I realised that when I was reading text, it was making me feel overwhelmed….and I’d never felt that before. I could see that I was avoiding reading in every way that I could.”

Wallis and Opal agreed that being a neurodivergent individual has several benefits. Opal said: “What I find so incredible about being neurodivergent is that we are looking at things from a whole different angle.”

“We’re able to connect the dots so well, see a pattern and share that…it helps in every industry, whether its tech or outside of it. You’re able to give an idea that can help and contribute to projects that can provide great impact to the team and great impact to the company.”

However, Opal added: “I have to work in an environment that’s healthy and inclusive and practices it. It’s not just about talking about it. The action has to be there.”

She closed by encouraging all neurodivergent minds to be themselves: “It’s okay to be who you are. Don’t feel guilty or ashamed of being who you are. And be sure that, wherever you are in terms of your career, don’t ever look at being neurodivergent as a deficit. And if anyone makes you feel that being neurodivergent is a deficit, always remind yourself that you’re not the problem.”

“You were born the way that you are. Your brain is beautiful and amazing and creative and talented just the way it is. If someone else has an issue with that, it’s them.”

One Tech World Featured Images (2)
Menopause in the workplace

Kat Holmes, Founder of MenopauseX, discussed the topic of menopause in the workplace with a panel of experts working in the field. MenopauseX was created to bring together leaders in data, tech and menopause care.

Amy Lindsay, Chief Data Officer for a UK construction company, is currently leading one of the sub-teams on the MenopauseX initiative. She explained that MenopauseX is seeking to plug the gap from a data and insights perspective to make a material difference to the well-being of women in the workplace.

Gaele Lalahy, Chief Operating Officer for the menopause app Balance, said we need more data on menopause to prove that there is a problem that needs addressing: “We need data to convince people. There’s a huge taboo around menopause and I think until you come with really hardcore data on what is happening – or more importantly, what is not happening – and the impact it has on the workplace, on women’s lives, and on society, it’s difficult for people to listen.”

“We know that 25% of women suffer serious symptoms from menopause, but 77% don’t realise it’s from menopause. 79% of those women visit a GP and 7% have to attend more than 10 appointments to get better assistance, and some 24% who are receiving treatment have to wait more than five years,” Lalahy explained.

“So you can imagine all those hurdles, all the unnecessary suffering just within that bit of data that I mentioned….already people can start to listen and say ‘Huh. I didn’t realise that was happening. So, what are the solutions? What can we do?’”

Lucy Chatwin, Director of the Newson Health Menopause Society, highlighted that the pandemic has created greater flexibility in working: “If you’re experiencing symptoms that aren’t very helpful, having the flexibility to be at home is great.”

“However, one of the things that we want to do is make sure that with the more than 32 symptoms that you experience with peri-menopause or menopause, you’re still able to have a conversation with your line manager about what they mean for you and what those daily adjustments need to look like. Because they will be different for all individuals.”

Attendees of One Tech World 2022 also had the opportunity to share selfies in the photo booth and interact with other participants, partners and speakers in the networking lounge, chat rooms and at a virtual pre-event networking meet.

Did you miss our conference on 01 April? You can now buy a digital pass which will enable you to watch all 160 sessions over a 30-day period!


WeAreTechWomen Survey (800 x 600 px)

WeAreTechWomen are proud to release our recommendations from our Barriers for Women in Tech research

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. We are proud to release our recommendations from this research, publicly for the first time.

Women in tech infographic W800pxThe 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

“The research data shows mixed results. There is good news that those tech women surveyed are attracted to organisations by higher salaries and supportive managers. And while one in five are considering leaving their current roles, this is broadly in line with other current data across sectors around the “Great Resignation” – and 80% actually intend to remain in a tech role or in the tech sector. That’s positive for organisations which are being proactive about their gender balance efforts, but it still has the potential to cause significant damage to the overall sector representation which is starting from such a low base. The report highlights that the tech women surveyed are flagging issues about a lack of clarity and transparency around career paths in their organisations. While mentoring appears to be of some benefit, it’s not enough – and only 49% are aware of what sponsorship relationships are. Depressingly in this day and age, more than half of respondents (52%) still feel that their gender limits them in their careers.”


While it is deeply frustrating to see the numbers of women in tech at a plateau, there is much in this report to be optimistic about, IF you are an employer who is willing to act on it. We can see that women can be attracted to tech, can love tech, can be very successful and will want to stay in tech IF we as employers get it right. It is great to see that salary is being called out as a key factor, emphasising the positive impact and ongoing need for gender pay reporting. It is also positive to see other things that employers with smaller budgets can do to get it right in terms of transparent promotion structures, mentoring and sponsorship as well as good management and culture. The talent gap continues to grow and women are key to filling it. There are great actionable insights here, but it requires leadership, commitment and action. Every company willing to do this will reap the benefits.


Debbie Forster

“Few disagree that better gender balance is better for the technology industry and those working in the myriad of tech functions within every business. As with all companies addressing similar challenges, there is no silver bullet which will bring overnight change. However, this research highlights the potential cost of doing nothing (1 in 5 women working in tech are thinking of leaving their current role). This is not about fixing women. This is more about fixing the environment and culture in which they work. Transparency of promotion opportunities, increased awareness of bias (conscious and unconscious) and policies that acknowledge the distinctive needs of working women could all have material impact on women’s likelihood to remain within an organisation. Ipsos has been proud to partner with WeAreTheCity to give leaders in tech some clear actions that will improve the gender balance in their organisations.”


Sue Phillips

If you are interested in receiving a copy of the full report, please complete the below form. Once complete, a copy of the report will be emailed to you.

Barriers to Women in Tech Report

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Keep in touch

Level Up Summit 2022

06 DECEMBER 2022

We built the Level Up summit around the findings of this research, to highlight the issues women face and empower their careers.

Join us for keynotes, panels, Q&A’s and breakout sessions where we will be providing opportunities for our delegates to obtain an understanding of the key skills they will need to move in to more senior positions.


She Talks Tech podcast on 'Fight, Flight and Unconscious Bias' with Mairi McHaffie, 800x600

Listen to our latest She Talks Tech podcast on 'Fight, Flight and Unconscious Bias' with Mairi McHaffie

She Talks Tech podcast on 'Fight, Flight and Unconscious Bias' with Mairi McHaffie, square

Today we hear from Mairi McHaffie – a Personal Impact Expert & CEO of ‘Scene Change Creative Consultants’.

She tells us that if you have a brain – you have bias – and that our brains instinctively categorise people using quickly observed criteria. It’s part of our “fight or flight” chimp brain that has been useful since our primitive days to allow us to differentiate between friend or foe.

The disadvantage of this is that it can lead us to make assumptions and decisions about others based on those biases. This result is a tendency to rely on stereotypes, even if we consciously disapprove of them.

If you want to find out more about Mairi – you can connect with her 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 2022.

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 21 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!

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.

Listen to more episodes of She Talks Tech here

WeAreTechWomen Survey (800 x 600 px)

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:

Women in tech infographic W800px

Get to Know Apple

Bring what you love to what you do | Get to know Apple

Get to Know Apple

What are you passionate about? Music? Art? Photography? Fitness? Games?

Whatever it is, bring it to the Apple Store in London and share what you love through Apple products. If you have people skills we’ll show you the rest.

Working part-time or full-time, you’ll get special Apple training and the world’s best prices on the world’s best products.

At Apple, we know diversity includes and inclusion empowers. That’s why we’re continually strengthening our long-standing commitment to making our company more inclusive and the world more just.


As part of a team that delivers great customer experiences, you’ll introduce people to the Apple products that help them do what they love in new ways. Working up front or backstage, you’ll have the chance to make a big difference every day.


When a customer becomes an owner, it’s the beginning of a relationship. And this team helps make sure that relationship thrives. Have a talent for hands-on problem solving? You can address customers’ technical issues to reconnect them with the Apple experience they love.


As an Apple leader, you’ll do more than manage employees. You’ll lead through inspiration, and you’ll help build and develop diverse, highly collaborative teams that deliver the amazing customer experiences people expect from Apple.

Join us for one of our inspiring Virtual Events

Monday 24th January



Tuesday 25th January



Wednesday 26th January



Rising Stars Banner 2022 (800 x 600 px)

Nominations are now open for WeAreTheCity’s 2022 Rising Star Awards

Rising Stars Banner Nominations Open Banner

WeAreTechWomen are delighted to announce that nominations for WeAreTheCity’s 2022 Top 100 Rising Star Awards are now open!


Now in its eighth 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 2025. 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 750 previous winners, across the UK and India.

We are now once again inviting you to nominate an amazing woman, champion, man or company. The nominations process for all categories, our Rising Star Champions, Global Award for Achievement, Company of the Year and Men for Gender Balance Awards are now open via the Rising Stars website.

For details of the criteria to enter the awards, visit here.

The process

Nominations are now open via the Rising Stars’ website and will close after a eight week period on 08 March.

A shortlist of ten women from each industry category and ten from the Champion, Global Award for Achievement and Men for Gender Balance categories, alongside three shortlisted companies for the Company of the Year award, will be chosen by an esteemed panel of judges. Once the shortlist is announced, we will also open the public votes of support, which enables individuals to show their support for a specific shortlisted individual.

All winners will be announced in May 2022 and will be invited to celebrate at a prestigious award’s ceremony on 14 July 2022.

Rising Stars Banner 2022(1)

Alongside our Rising Star categories, we are also calling for nominations for Champions, Men for Gender Balance, a Company of the Year, and Global Award for Achievement.

Our Champion award recognises the achievements of five senior individuals, male or female, 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, eg HeForShe supporters, Network Leaders, Directors, MD’s or C-Suite individuals who are championing women either inside or outside their organisations.

Our Men for Gender Balance award recognises the achievements of five senior 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, must demonstrate that they have actively supported the female pipeline either through their current work role or external activities and must be working in the UK.

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.

The Global Award for Achievement category expands 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.


Who should nominate?

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


Awards Nominations Tips and Tricks with Vanessa Valley OBE

Have you ever looked at WeAreTheCity’s Rising Star awards and thought about entering? Have you ever seen the winners announced and thought, next year I am going to enter those awards!

Well before you pen your nomination, you might want to join us behind the scenes for this awards nomination tips and tricks, session with founder and serial awards judge, Vanessa Vallely OBE.

During this session Vanessa will explain:

  • Why awards can help raise your profile and give you a platform to do more
  • Why Rising Stars are different to other awards
  • Top tips for constructing a powerful, concise and impactful nomination
  • Insights in to what a judge looks for when they are reading awards nominations
  • Why you should pay it forward and nominate others
  • The beauty of self-nominations

Award’s timeline

Nominations open
10 January 2022

Nominations close
08 March 2022

Shortlist announced
26 April 2022

Public vote opens
27 April 2022

Voting closes
10 May 2022

Shortlist celebration
19 May 2022

Winners announced
24 May 2022

Winner’s celebration event
14 July 2022


Royal Bank of Canada


Rising Stars Sponsors 2022