Leading menopause experts team up with Women in Data for game-changing initiative: MenopauseX


Women in Data, Newson Health and the Balance App are joining forces for a joint initiative, MenopauseX.

This ground-breaking collaboration will provide cutting edge data insights and bridge data gaps that exist here in the UK, and beyond, by including women from minority backgrounds.

Cross collaboration will generate previously non-existent/scarce insights, demonstrate the cost of the menopause to the economy and, in turn, improve the health and wellbeing of menopausal women and trans/non-binary people everywhere.

Women in Data’s research has shown that women are often stepping into roles with greater responsibility and influence during this time in their working life. This career-crucial time can often be impacted by menopause and we know that it is affecting women’s workplace performance, wellbeing and overall effectiveness.

MenopauseX’s insights will be used to improve the health and wellbeing of women the world over. To gain truly valuable intelligence, our project design, resources, contributions, data and interpretation will be inclusive and reflective of society.

The project’s commitment to inclusion will be met by addressing gaps in menopause data, for example women from minority backgrounds and non-binary people. Our collective strategy is designed to support identities that have previously been omitted from research studies, who are often more adversely affected earlier in life and with greater health implications.

The collective of subject matter experts includes:

Women in Data, a highly skilled community that supports and develops the careers of women in data and technology. Women in Data® helps women at all stages of their careers through networking, mentoring, selected partner-backed jobs promotion, and its free-to- attend flagship annual event. Based on evidence that, to accelerate change, awareness needs to be generated among younger age groups, Girls in Data was launched at the BBC in 2020. Women in Data® has attracted the support of Data luminaries and organisations committed to inclusion and diversity. To increase the number of visible female role models, Women in Data® launched the prestigious annual promotion Twenty in Data and Technology, which is entering its fifth year.

Newson Health logoNewson Health Research and Education, a not-for-profit centre of excellence dedicated to the perimenopause and menopause, that provides healthcare professionals, training and knowledge about treatment options for the menopause including the safe prescribing of HRT.

Balance logoThe Balance App, a free award-winning menopause support app with the ambition to make menopause support inclusive and accessible to all. The app has already supported hundreds of thousands of women worldwide to share their insights and experience, track their symptoms, and access expert help, diagnosis and treatment.


Charisma Buxton

In Her Shoes: Charisma Buxton | Big Data Developer, Morgan Stanley

Charisma Buxton

Charisma Buxton joined Morgan Stanley in 2017 via the Technology Analyst Program in Glasgow, following completion of her Masters’ degree in Data Science from the University of Dundee.

In 2020, Charisma joined the Cybersecurity team as a Data Scientist. Charisma recently moved over to Legal, Compliance and Governance and is currently working as a Big Data developer in Legal and Compliances’ Resilience Team in London.

On a typical workday, how do you start your day and how does it end?

My typical workday starts with a mug of hot chocolate and reviewing emails. I check my Jira board to prioritise tasks for the day, then check my to-do list to see items from the previous day that need to be completed. From there it’s mostly meetings or working on my ongoing projects. The day ends with me updating my Jira boards and updating my to-do list.

Did you ever sit down and plan your career?

Sort of; I knew I wanted to be in technology and a career that involves me working with computers. I also knew I wanted to build and innovate. What I didn’t know was where I would be working and which companies would allow me the space to build, innovate and grow my career, and that’s what I’ve been doing since joining Morgan Stanley.

What do you love about working for Morgan Stanley?

As a black woman, choosing a company to work for has to be a very careful process because an inclusive and diverse workplace is very important. Also, being able to give back and volunteer to my community is very important to me. These are part of the firm’s core values; it’s important to the Firm , which makes Morgan Stanley a good fit for me. The culture and working with smart, friendly and welcoming people has been vital to me and these are just some of the reasons why I love working here.

Have you faced any challenges along the way and if so, how did you overcome these challenges?

Naturally, I have faced some challenges in my career. One of them being not having a lot of women working alongside me in technology and often being the only woman on the team. I decided to help combat this disparity by mentoring young women who want to get into technology and by helping with campus recruitment. Sometimes all it takes is for someone to see you and then realise they can also be standing there in the next two to three years. Like they say, representation matters.

Have you benefited from coaching, mentoring or the sponsorship of others?

I am really grateful for all the formal and informal coaching, mentoring and sponsorship I have received so far from senior figures at Morgan Stanley. It has been an important part of my career and these colleagues have been helping me improve my skills, develop my career, advocate for me and help demonstrate my skills.

Do you believe in the power of networking? If so, where do you network?

Networking is important when it comes to sharing ideas and finding out what others are working on that might interest you. Internally, I am a part of Women In Tech (WIT) and a number of other organisations. Externally, I attend WIT events and hackathons which are great spaces to meet people with shared interests.

What advice would you give to those who aspire to a career in tech?

You should definitely do it; even if you find that the area you start in doesn’t work for you, technology is huge, there are so many other exciting areas you can transition into. You just need the passion and the drive, and you’re set to go.

What does the future hold for you?

My teacher in primary school wrote in one of my reports that the sky is the limit and I’ve been living with that phrase when it comes to my career since then. I aim to keep developing my technical skills, growing my network and to keep building and innovating. Also, to keep giving back through mentoring and sharing my experiences and making sure other young women in Tech also know that sky is the limit.

At Morgan Stanley, our rich history and culture of innovation helps the firm stay on the cutting-edge. Join our team of world-class technologists in solving complex client and business challenges—and make an impact every day.


Yetty Adesalu

This Black woman can! Yetty Adesalu shares her journey with DWP Digital

This Black woman can! Meet Yetty Adesalu, Business Analyst for DWP Digital

This year’s theme for International Women’s Day is ‘Break the Bias’, which promotes the imagining of a world free of bias, stereotypes and discrimination. Yetty Adesalu, DWP Digital, Business Analyst shares how she’s been able to excel in her career and takes us through her journey.

Yetty Adesalu

In my personal life, I have a passion to help people.  For example, I was inspired to take part in the Great Manchester Run a few years back, to raise funds for a local food bank that I support.

In my career I’m a subject matter expert and business analyst with over 18 years’ experience working in the banking sector before I moved into the Civil Service.

Working at DWP Digital means that I can actively become involved in projects that help me to combine my passion for change with my passion for helping people.

My career in banking gave me a varied background in trade finance, project and change management, relationship management, product management, business development, research and development, accounting controls and reconciliations, correspondent banking, financial analysis and advisory services.

I currently work as a business analyst on a small but important agile team. We provide the products and services that make it easier for colleagues to do their job, especially with the advent of hybrid working from the office and home, enabling them to collaborate with each other and external parties. Although I joined at the start of covid during the first lockdown in March 2020, I had a very welcoming start from my team members who have made me feel included and valued.

Yetty AdesaluOne exciting recent project my team worked on is the Customer Computer Kiosks project which is nationwide throughout DWP Jobcentres. Customer Computers provide citizens with digital access to a defined set of applications, allowing the creation of CVs, the ability to search and apply for job vacancies, and the creation and maintenance of Universal Credit accounts.  My team were responsible for upgrading the devices to the equivalent Windows 10 product managed Microsoft Intune which delivers cloud capabilities for PC and mobile management, with a better user experience, functionality, and greater security. We worked with stakeholders across the DWP estate to ensure that upgrades over 7000 devices, happened seamlessly.

I love working with Microsoft 365 which offers a range of products and makes it easy to collaborate, explore and innovate. As an avid learner, I taught myself to use the power apps to make my job simpler and efficient. As someone who is really interested in everything data, any opportunity to work with data using any of the M365 apps elates me.

What fascinates and excites me most about working in the technology industry is that there are no limits to what is possible. Technology provides an opportunity to learn new skills and push myself to heights that I might previously not have considered.

My advice for women looking for their next tech role/career move is to sharpen your transferable skills. Being in tech requires innovation, determination and efficiency which is a skill that comes naturally to women. Use that to your advantage.

If you’re looking for somewhere you are encouraged to grow and thrive in your profession, whilst maintaining a healthy work-life balance then make sure you look at DWP Digital careers site.


Looking for a somewhere to build your digital career while working for an organisation that celebrates and embraces diversity?


WeAreTechWomen are proud to announce our 2022 TechWomen100 shortlist

WeAreTechWomen is extremely proud to announce the TechWomen100 shortlist for 2022!

Since July 2022, WeAreTechWomen has been searching the UK for the best female tech talent in the country. With the support of headline sponsor Barclays, WeAreTechWomen has now identified a shortlist of 200.

The TechWomen100 awards are the first of their kind to focus solely on the female tech talent pipeline and to also recognise the impact of champions, companies and networks that are leading the way for future generations of tech talent. Highlighting the achievements of these women is part of WeAreTechWomen’s campaign to shine a spotlight on 1,000 future female leaders in technology by 2025.

The shortlist showcases remarkable women within the technology and STEM sector, including Marie Hemingway, Founder and Chief Technology Officer at Speak Out Revolution, a not-for-profit with a mission to cancel the culture of silence on harassment in the workplace; Dayo Akinrinade, who built a social audio app to democratise access to mentorship and create a diverse community centred on knowledge sharing; Jessica Heagren, co-founder of That Works For Me, a platform that connects forward-thinking businesses with professional mums looking for flexible work; Priyanka Gangishetty, Senior Azure Customer Engineer at Microsoft and ambassador for women in STEM, aiming to show young girls from all backgrounds that you can achieve your dreams; and Dr Chun Huang, Senior Lecturer at Imperial College London and an award-winning innovator, working to reduce human impact on climate change.

The awards also recognise Champions, Networks and Companies, who are all actively supporting the progression of women in tech and STEM. The TechWomen100 awards also celebrate women in tech from outside the UK, in the Global Award for Achievement category.

The full shortlist includes individuals from leading firms such as Deloitte, KPMG, Santander, Amazon, Royal Air Force, Bloomberg, J.P. Morgan and many more.

Over the nomination period, we received over 1,000 nominations from across the UK and Northern Ireland. The calibre of entries for these awards was exceptional and all of the judges stated how difficult it was to arrive at the shortlist due to the amazing achievements of our nominees.


The public vote of support will open on 04 October for our 200 individual shortlist nominees. Votes can be cast here*.

*Please note there is no public vote for Champions, Companies, Global Award for Achievement or Networks.

Craig Bright, Barclays“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 with WeAreTechWomen 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.”


“At WeAreTechWomen, we have made it our personal mission to shine a spotlight on women working in tech. Our strategic aim is to highlight 1,000 female future leaders in technology by 2025.”

“The response to this year’s awards has been fantastic and the calibre of entries has been outstanding. I am so proud to see so many women in tech recognised for their achievements and really look forward to seeing who our final winners will be on 10 October.”


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

We would like to personally thank our judges who all gave up their valuable time to assemble our shortlist and to help WeAreTechWomen recognise the fantastic achievements of all of our amazing nominees.

Congratulations to all of our shortlisted nominees and best of luck in the next round of judging.

The final list will be announced 10 October. Finalists will be invited to attend a virtual award’s ceremony on 06 December.


Barclays logo - NEW 2022


TechWomen100 Sponsors 2022

Recruitment bias is holding the STEM industry back when it comes to inclusion

Front view of diverse business people looking at camera while working together at conference room in a modern office

Recruitment bias is holding the STEM industry back when it comes to inclusion, according to a new report.

The annual STEM Returners Index, a survey of a nationally representative group of more than 750 STEM professionals on a career break who are attempting to return to work or who have recently returned to work, found that recruitment bias was revealed to be the main barrier preventing them from returning to work.

In the survey, which comes at the start of National Inclusion Week, 37 per cent of participants said they experienced bias in the recruitment process due to their age, while 43 per cent of people who identified as BME said they had experienced bias due to race or ethnicity.

Female engineers are more likely to be victims of recruitment bias – 27 per cent of women said they feel they have personally experienced bias in recruitment processes due to their gender compared to eight per cent of men.

STEM Returners is now calling for companies to do more to challenge recruitment bias within their own organisations to help the industry become more inclusive.

Natalie Desty, Director of STEM Returners, is urging recruiters across STEM to update their processes and challenge unconscious bias, so this highly skilled group of people can gain employment and the industry can become more diverse and inclusive.

She said, “There is a distinct lack of diversity and inclusion in STEM industries – that is not news.”

“But there is a talented pool of professionals who are being locked out of roles, which is severely hindering efforts to be more inclusive.”

“The pool of STEM Professionals attempting to return to industry is significantly more diverse than the average STEM organisation.”

“Those attempting to return to work are 51 per cent female and 38 per cent from black and minority ethnic groups, compared to 10 per cent female and six per cent BME working in industry.”

“Companies need to do more to update recruitment practices, challenge unconscious bias and actively seek out diversity, which is proven to increase business success.”

"It was a great platform to test my ability to return to a full-time work environment" | Morgan Stanley's Return to Work program

Debajani Mishra

Debajani Mishra, an alumni of Morgan Stanley’s Return to Work program, reflects on her journey and what she’s achieved.

Morgan Stanley is more than a leading financial services firm. With offices spanning 41 countries, talented and passionate people across the globe bring excellence and integrity to everything they do. Diverse employees work together, to deliver exceptional ideas and solutions to the world’s most complex challenges.

To find out more about Morgan Stanley’s Return to Work Program, click here.

What is your current role?

I am a Transformation Lead and an agile coach for the Enterprise Technology and Services division within Morgan Stanley.

What attracted you to the Morgan Stanley Return to Work Programme?

Prior to taking a 3-year career break, I had worked for 15 years across the Retail, CPG and Telecom industries, playing various non-technical (project manager, portfolio manager, release manager) and technical (Developer, Tech Lead, Team lead) roles for agile/non-agile projects including some key strategic initiatives.

I took the break to take care of my children and mid-way into the break, I tried my hands at an entrepreneurial initiative as a Product owner. However, I always enjoyed working in a corporate setting and came across the Women Returner website, which is where I spotted Morgan Stanley’s Return to Work Programme.

What in your mind makes this programme unique?

The programme structure was filled with opportunities to develop skills and network within Morgan Stanley, not just the Technology division but across the firm. We were given the opportunity to engage with senior leadership who shared their career stories and gave us valuable insights into both their success and setbacks. The team that I worked with were all very welcoming and supportive.

This gave me a sense of inclusion as even though I had taken a career break, I was not viewed as less capable.

The uniqueness lies in the ‘genuine intent’ of Morgan Stanley to leverage this sort of channel for recruitment.

What skills did you gain through the programme? 

I got the opportunity to work with the Change Management Team, understanding the various governance processes the team performs which is essential for keeping Morgan Stanley’s IT systems risk free. I also learnt about the different levels of risk management in the firm.

We were given access to learning portals such as Pluralsight for technical self-learning.

Besides the day job, I got involved in the Toastmaster club to improve my public speaking skills and confidence. Additionally, I was involved in a few ‘giving back’ initiatives which was a great opportunity to hone my presentation and inter-personal skills.

I am particularly passionate about gender diversity in Technology and involved in a lot of initiatives such as Computing in schools, AppsforGood and Step In Step Up, which aim to improve the pipeline of women in technology. Internally within Morgan Stanley, I help drive the recognition of women through internal and external industry awards which helps promote female talent.

What did you find most rewarding about the programme?

The projects I worked on gave me an opportunity to leverage my existing skills and experience. I was offered three different opportunities to choose from; one of which I felt very passionately connected to, which later led me to my current role as an Agile coach.

Morgan Stanley taking my passion into consideration when placing me really helped me to build on my confidence and strengthened my self-belief.

How did you benefit from the flexibility on offer from Morgan Stanley? 

The programme was a great platform to test my ability to return to a full-time work environment. I had the flexibility to work from home 2 days a week, which was fully supported by my manager and the team. This enabled me to still be able to drop off and pick my children up from school, be present for their sports day or an evening performance and most importantly stay in touch with my children’s school community.

In addition, Morgan Stanley places great importance on Employee Wellness and Wellbeing with several initiatives such as ‘Additional holidays in the summer’, extended child-care support, emergency backup care and several other family benefits which can be leveraged for making work life balance easier.

What advice would you give those thinking of relaunching their career?

Work-life balance is possible. We all have transferable skills and how we use those to get the job done is what matters. Have an open mindset to develop new skills and build out your network. I came across several colleagues within Morgan Stanley who are in a similar situation to mine. This gave me encouragement and confidence during the Return to Work programme.

There is a great network of formal and informal mentorship, such as coffee catchups that are available to everyone. These are great ways to expand your network. I get a lot of very useful and practical mentoring advice on my career, as well as work life balance tips from other women and men who are in a very similar situation to mine.

What is next for you and your career?

Morgan Stanley is a great place to explore career opportunities. The firm’s focus on mobility enables you to explore new opportunities globally within the firm. This is evident from the tenure of some of my colleagues, who have been at the firm for more than 15 years in different roles. As a Technology division, our focus is on Innovation, Effectiveness and Resiliency. I am looking forward to establishing myself as an organisational coach and a technical SME to be able to contribute to this goal.

T Level Article (800 × 600 px)

Are T Levels the key to tackling the digital skills shortage? Meet a teacher & student who believe they could be

T Level Article (800 × 600 px)

Women employed in IT currently make up only 20 per cent of the total workforce – but for Black women, that figure is a mere 0.7 per cent, according to analysis by BCS, the Chartered Institute for IT.  

As the UK faces a digital skills shortage, and specifically a shortage of females in the digital sector, are T Levels a key part of the solution?

Two-year courses introduced in 2020, T Levels are equivalent to 3 A levels and were developed in collaboration with employers to meet the needs of industry and prepare students for work, further training or study. T Levels mix classroom learning (80% of time) with an ‘on the job’ industry placement (20% of time).

In this article, we get an insight from a pioneering Digital teacher and a student, who is part of the first cohort to complete this qualification.

Let’s meet Katy and Shechinah to find out more about T Levels and how they could inspire more women into tech.

Meet Katy Walsh, a Digital T Level teacher from La Retraite Catholic School for Girls in Clapham

Katy is one of the first Further Education teachers in the country to pioneer the teaching of new T Levels qualifications. Katy is calling on others working in tech to consider becoming a Further Education teacher, part time alongside their current profession, to help skill up the next generation of talent in the fast-growing digital sector and inspire the next gen of female talent.

Katy Walsh

You’re one of the first Further Education teachers in the UK to pioneer teaching of T Levels – could you tell us exactly what a T Level is?

T Levels were designed in collaboration with employers to meet the needs of industry. They are qualifications for students aged 16 to 19, broadly equivalent in size to 3 A levels, that focus on technical and vocational skills. All T Levels combine classroom learning with on-the job training – the Digital Production, Design and Development T Level covers a wide range of subjects including web development, software development and user experience design and prepares students to enter the industry in a range of roles.

How do they differ from A levels?

The main difference between the Computer Science A level and the Digital Production, Design and Development T Level is that the T Level is tailored to the skills required in the workplace. T Level students are completely focused on the one subject and their future in that industry. With the A level, students have to split their time with 2 or 3 other subject areas which may not suit someone who wants to focus on developing skills like coding.

With the T Level there is lots of variety in the one course.

There is also the practical skills element, 20% of the course is an industry placement, which allows the students to get engrossed in the sector and really develop the skills that employers are looking for.

Do you think the introduction of T Levels will help more girls into STEM? If so, how?

I believe T Levels will help more girls into STEM subjects and jobs. In our first cohort, we had seven female students on the course and they are all either going onto university (to study computer science, cyber security or games development) or are starting apprenticeships in the tech industry. The T Level has an industry placement and a big focus on practical skills and this appeals to lots of young people.

What more can be done to help increase female representation in STEM industries?

I think the main way to increase female representation in STEM industries is for companies to work with schools and help students understand the different job roles that are out there. We had lots of people from a variety of digital roles, and different backgrounds, speaking to our students which has helped inspire them about their future.

We also participated in the ‘Women in Tech’ virtual festival.

Seeing so many successful women share their journeys in the tech industry was very beneficial to our female students.

One discussion on ethical hacking inspired my student Shechinah to choose to study the specialism at university. The women participating also made it clear that building a professional network is very important, as is finding a suitable mentor.

Finally, if companies are determined to encourage diversity in the industry, then they need to reach out to young people and offer them industry placements or work experience opportunities. Every school has a careers officer, so employers should get in touch with local schools and think about how they could facilitate a placement. If employers put in the effort to mentor students interested in STEM subjects, it will benefit them as an organisation – and the industry as a whole.

Meet 17-year-old Shechinah Asomaning-Ashmead, who studied a T Level in Digital Design and Development

Shechinah also completed a placement at the Department for Transport. Shechinah is celebrating finishing her course this summer. Shechinah wants to go into cyber security and ethical hacking and become a role model for other Black women in tech whilst helping protect consumers from cyber-attacks.

Shechinah Asomaning-Ashmead

You studied a T Level in Digital Production, Design and Development – why did you choose to study for a T Level?

I haven’t come from an IT background so choosing a digital qualification was a bit of a leap of faith for me, especially as the T Level was a new qualification. I did some research into cyber security and realised what an interesting career path it was. The IT sector is fairly male dominated and I wanted to become a role model for other black women in the industry, while protecting consumers from cyber-attacks.

My school held a T Level event where I found out more about the course content and the different topics that would be covered.

The combination of classroom learning and on-the-job training really appealed to me.

I also enjoyed learning practically and the course included an industry placement of at least 45 days which was a big bonus. I knew how valuable it was to be able to show you have real life industry experience when applying for jobs.

What are the benefits of a T Level, over an A level or an apprenticeship?

Taking a T Level is similar in both size and workload to taking 3 A levels, but the T Level course allowed me to specialise in a subject I was passionate about earlier in my education and career. T Levels mix classroom learning and on-the-job training so you have the benefit of still being in full time education, while experiencing what it’s like to enter the workplace. The fact that T Level courses are designed in collaboration with employers in the sector is reassuring because you know you are learning the relevant skills you need to land a job. If you are interested in T Levels, the Get the Jump content hub on the National Careers Service website brings together all the education and training choices available to young people in one place, including more information on T Levels.

We’re firm believers that you can’t be it unless you can see it! Can you tell us who some of your role models are?

I am very close to my family, and my mother is one of my idols. Although she does not work in STEM, having a strong woman in my life that took on so many responsibilities while my siblings and I grew up is inspiring.

I always strive to mirror her strengths and sacrifices in everything I do.

I’m grateful for the support my mother has provided throughout my education and career journey so far. Neither of us knew very much about T Levels when I finished by GCSEs so we did the research together and she supported my decision to take on this new course.  She even subscribed to some education magazines so she could keep up to date with any news on T Levels and find resources to help me with the course!

What more can be done to help increase female representation in STEM industries?

I think mentoring programmes are important so young women can seek support and advice from other women working in industry. I attended programs like ‘Think her Ambition’ and ‘Stemettes’ which really inspired me and encouraged me to pursue a career in the sector. These programmes play an important role in educating and inspiring more young women to consider careers in STEM.

Visual representation and role models are also important – I’m proud to be one of the first female Digital Production, Design and Development T Level students in the country and I hope to support other women to enter the industry.

Anne-Marie Imafidon MBE, She's In CTRL, Level Up 800x600

Grab your copy of Dr Anne-Marie Imafidon's new book, She's In CTRL, now!

Level Up Summit - Anne-Marie Imafidon

Grab your copy of Dr Anne-Marie Imafidon MBE’s new book, She’s In CTRL – out today!

She’s In CTRL - Anne Marie ImafidonShe’s In CTRL is an inspirational exploration of why women are under-represented in tech, why it matters, and what we can do about it.

The tech world might feel beyond reach, particularly if you’re a woman. With increasingly frank admission women are woefully under-represented in tech – roughly a mere quarter of the UK STEM workforce – the dangerous fact is clear our technology is the product of a series of big decisions made by a small number of people, mainly men. Our lives have gone digital, but our technology risks being tailored to a section of society whose lived experience may be far from our own.

In She’s In CTRL, computer scientist Dr Anne-Marie Imafidon, a dynamic advocate for women in STEM, calls time on women being cut out of the tech story. Technology is not an unchangeable force, nor the preserve of the elite, she argues. It is in our homes and in our hands. In her powerful book about women, tech and daring to dream, Dr Imafidon shows we have more agency than we think, drawing on her own experience and the stories of other pioneers and innovators who have, against the odds, transformed technology.

The world needs more women in tech and, in her inspiring narrative, Dr Imafidon shows not only why this is but how we can all play our part in ensuring a future that’s evenly distributed.


Meet Anne-Marie at our Level Up Summit on 06 December

Dr Anne-Marie Imafidon MBE, Founder, Stemettes & Author of She’s In CTRL, is just one of our amazing speakers at our upcoming summit on 06 December. Anne-Marie will sharing stories from her book, including how she founded the amazing tech organisation Stemettes, why she believes women need to take back tech, the importance of role models and her top tips for for a successful technology career, and much more.

Anne-Marie Imafidon MBE

Hear from Anne-Marie about why you should join us at Level Up

Level Up Summit 2022

Don’t miss our Level Up Summit on 06 December, where we’re tackling the barriers for women in tech head on. Join us for keynotes, panels, Q&A’s & breakout sessions on finance, people management, negotiation, influencing skills, confidence building, building internal networks, maximising the power of mentorship, and much more. 


Inspirational Woman: Dr Anne-Marie Imafidon MBE | Founder, Stemettes; Speaker; Presenter & Author, She's In CTRL

Meet Dr Anne-Marie Imafidon MBE, Founder, Stemettes; Speaker; Presenter & Author, She's In CTRL

Anne-Marie Imafidon MBE

Dr Anne-Marie Imafidon is a keynote speaker, presenter, and co-founder of the award-winning social enterprise, Stemettes. Voted the most influential woman in tech in the UK of 2020 by Computer Weekly and featured among the top 10 BAME leaders in tech by The Financial Times.

A recognised and respected thought-leader in the tech space and trustee at the Institute for the Future of Work, Anne-Marie has spoken across the globe for some of the world’s biggest digital companies and conferences, including Facebook, Amazon, Google, Mercedes Benz, Fujitsu and Mastercard.

Anne-Marie is the temporary Arithmetician on Countdown, the world’s longest running gameshow. She also hosts the highly popular Women Tech Charge podcast for the Evening Standard, and is a sought-after presenter and conference facilitator, conducting live interviews with famous faces from the tech world and beyond, including Jack Dorsey and Sir Lewis Hamilton. Her first book She’s In CTRL is to be published by Transworld in September 2022

Anne-Marie has been awarded Honorary Doctorates from the Open University, Glasgow Caledonian University, Kent University, Bristol University and Coventry University, and in June of 2017 was made an Honorary Fellow at Keble College, Oxford. She sits on the Board of Durham University’s Computer Science Department, which, in recognition of her work as Head Stemette, offers a scholarship to young women in her name. In 2019 she became a visiting professor for Sunderland University. She is on the board of the UK Government’s Department for Digital, Culture, Music and Sport’s Digital Skills Partnership, the British Library Advisory Council, the Research England Council and is a trustee at the Urban Development Music Foundation and the Women of the World Foundation.

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

I grew up in East London, where I was the eldest of five. I was a child prodigy and always really loved maths and technology.

After studying at Oxford, I went to work in The City and was invited to speak at the largest women in tech conference in the world, the Grace Hopper Celebration of Women in Computing.

There were thousands of women there, and I reliased my experience of maths and technology hadn’t just been strange because I’d had it so early, it was strange because I’d been a girl. I set about trying to change that with Stemettes.

Our latest project, the Stemettes Society, is a closed social network for girls, young women and non-binary people under the age of 25 who are interested in STEM.

We want to help them become role models and changemakers who can support eachother.
That could be with advice on making decisions about their GCSE or A-levels, or just having girls at University saying, ‘Hey, ask me anything’.

Did you ever sit down and plan your career?

For me, it goes in cycles. I’m constantly changing where I think I’m going to end up. I think it has to be like that because technology is constantly changing.

At first I wanted to be a management consultant, then I wanted to work in a bank. Now I honestly don’t know (I’ve got aspirations around broadcasting).

I’m constantly trying to evaluate what I’m best placed to do and what fits my idea of success, which has always been to wake up in the morning and do what I want.

I’d advise having a ‘Plan A’, so you know what direction you’re heading, but also to be open to new information so you can update it and build a new ‘Plan B’.

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

My biggest challenge remains the same: having to work with people.

Anything that involves human beings has always been a challenge for me—I’m used to maths algorithms that just work, even when they are difficult.

I’m constantly learning how to manage, how to hire, how to deal with partners. At Stemettes we’re now adding a charity side, so figuring out how to work with donors will be another massively different kind of relationship.

People are messy. You have to understand that you can’t see everything, what’s happening internally. You have to learn how to be okay with uncertainty. But you can always learn from talking to people.

I’ve learned to never assume who a person is or how they will be. You have to expect the unexpected without any kind of prejudgement.

Join Anne-Marie at our Level Up Summit on 06 December!

Dr Anne-Marie Imafidon MBE, Founder, Stemettes & Author of She’s In CTRL, is just one of our amazing speakers at our upcoming summit on 06 December. Anne-Marie will sharing stories from her book, including how she founded the amazing tech organisation Stemettes, why she believes women need to take back tech, the importance of role models and her top tips for for a successful technology career, and much more.


What has been your biggest career achievement to date?

I usually say Outbox, our tech incubator for teenage girls, but really it has to be all the programs we run at Stemettes because of the impact they have in changing perceptions.

We’re giving girls an opportunity to grow up with a different social norm and giving them a shared experience of what a majority female industry looks like.

That will stay with them forever. It’s a shared bond.

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

Ultimately, I’m a problem solver.

I can focus and see a problem as something clearly defined. That means that other people can support and help without too much work or convincing.

When I was a child prodigy I was solving maths problems rather than societal problems but it’s possible it’s the same thing, just more complex.

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

Always find your tribe. You don’t have to do it alone.

In the press and media, it’s always Mark Zuckerberg or some other figurehead they bang on about. You don’t see that they have a team, advisors and mentors behind them.

Alexander Bell didn’t invent the telephone on his own.

Your people could be alongside you or ahead of you, and you should work hard to help those behind you because it’s an investment. It pays back multiple times over.

How important is it to see female tech role models in the media?

It’s incredibly important. If you see someone like Yewande Biala (a smart biochemist who went to university early) on Love Island, that helps to normalise women in STEM.

It’s crazy that scientists still just exist just on The Big Bang Theory or The IT Crowd as some kind of sectioned-off programme, never just eating or cooking or kissing someone.

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

Yes there are barriers, but if something is worth doing, you will always face barriers.

There’s a sense of purpose for any woman in the industry at the moment, whether you like it or not. Technology is going in a certain direction—and like colonies of ants or bees—we all have a part to play in pulling it back to where it needs to.

That means taking on counterproductive work policies, and the people hiding biases within your workplace who will get in your way.

We have to face those things and change them with our own power and influence through communication and collaboration. It’s a hard fight, but it’s the good fight. And if you hit a wall, you need to make a door.

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

Be willing to listen. There’s a distinct lack of listening right now.

If a company genuinely wants to change, there will be people facing bias in that organization who are crying out for change. Those people are leaving exit interviews, they are raising issues with affinity networks, they are speaking out loud.

Organisations have to make sure they are listening otherwise they can’t know what action to take.

There is currently on 15% of women working in tech if you could wave a magic wand, what is the one thing you would do to accelerate the pace of change for women in the industry? 

Compulsory shared parental leave.

If someone is part of the making of a baby and they have to stay away from work, there’s a lot of intangible things they will learn. When they come back to the organization, they’re a fresh set of eyes and are able to see the holes they couldn’t before.

If you don’t have an understanding of what it’s like to be at home, you end up making backwards policies that say certain things must happen in the office at certain times. So if you don’t understand about external responsibilities you can’t bring about long-lasting change.

What resources do you recommend for women working in tech, eg Podcasts, networking events, books, conferences, websites etc? 

The second season of my podcast Women Tech Charge is actually coming up in October, so you should tune in to that.

In terms of books, I’d recommend Inferior by Angela Saini  (it’s all about how science has got women wrong). And there’s my kid’s book called How to be a Math Whiz which is due out later in the year.

Level Up Summit 2022

Don’t miss our Level Up Summit on 06 December, where we’re tackling the barriers for women in tech head on. Join us for keynotes, panels, Q&A’s & breakout sessions on finance, people management, negotiation, influencing skills, confidence building, building internal networks, maximising the power of mentorship, and much more. 


Vacancy Spotlight: Principal Architect - Investment Technology | Invesco

Invesco logo

Invesco is driven by a pure focus on investment. It’s all we do.

We focus on doing work that matters and being a firm that gives a voice to every employee. In fact, we make a promise to our clients and each other to create greater possibilities together. We’re looking for people who have fresh perspectives. Who can come together to share ideas, listen and challenge each other to achieve better solutions for our clients.

Your team

At Invesco, we want to be the most client-centric firm in our industry. We empower employees to discover and deliver transformational solutions that champion our clients and protect and grow the firm’s business.

Global services and solutions are all provided via planning, building and running functions.

The Investment Technology team are responsible for applications services across research and portfolio construction, fixed income, performance and risk, real estate, private markets and EMEA ETF and UIT.

Your role

We are looking for an experienced Investments Technology Solutions Architect to join our Investments Technology team in London and Henley. Your role will be focused around supporting the needs of the business and being a key contributor to ongoing strategic projects.

You will play a meaningful role in supporting business growth and help drive the team forward. Working closely with the Engineering team in Hyderabad, you will be tasked with the creation, interpretation, and strategic direction of the Investments Technology development and capabilities.

Sound interesting?  You will be involved in:

  • Supporting projects designed to enhance the group’s capabilities. This will include helping identify, develop and design new tools to improve the team’s ability to deliver a better client experience and deliver innovative solutions to create Alpha.
  • Influencing design so that systems are developed in a loosely coupled way with a high degree of alignment towards Invesco’s future state platform.
  • Championing engineering initiatives and standard methodology by actively participating in Guilds, bringing insights and improvements into the teams to improve their day to day practices.
  • Becoming an influential member of the Solution Architecture guild and the Enterprise Architecture (EA) function so that the flow of information between EA and development teams is fluid.to

You’ll need:

  • Proven experience and knowledge of the capabilities of any major cloud service (AWS preferred), Microservices (Kubernetes, Docker), API Development and DevOps. Any relevant prior Certifications with cloud providers would be a benefit.
  • First-hand experience with proven knowledge of existing technologies covering, but not limited to, Python and/or .Net/C# as well as SQL and Javascript. Any experience with React is an added benefit.
  • Any exposure to Snowflake or any other Data Warehousing system is beneficial, but not essential.
  • An understanding of the concepts of the Agile methodologies and related methods (e.g. SAFe, Scrum, Kanban, DevOps); be able to apply these as appropriate in different client contexts and solution phases.
  • Any knowledge of Mulesoft, PowerBI and Azure is a plus.

The good stuff

We have an outstanding benefits package, which includes:

  • Competitive salary and bonus
  • Company-provided healthcare
  • 26 days’ annual leave + bank holidays
  • Generous pension provisions
  • Income protection
  • Health and wellness benefits
  • Volunteering days
  • Enhanced parental leave
  • Life insurance

Our commitment to you

We recognise that everyone is different and that the way in which people want to work and deliver at their best is different for everyone.  As part of Invesco’s commitment to ensuring our teams have the broad range of experiences and backgrounds required to promote diversity of thought, and to maintaining a positive, engaging work environment, we champion flexible working.

Please feel free to discuss flexible working options with us.

Our commitment to the community and environmental, social and governance investing

We partner with charitable organisations globally to make an impact in the communities where we live and work. Our people are encouraged to support the charities they feel most passionate about.  We are also committed to environmental, social and governance (ESG) investing. We serve our clients in this space as a trusted partner both on specific responsible investment product strategies as well as part of our commitment to deliver a superior investment experience.

Join Us

We’re proud to be a firm that achieves more together. One that is focused on doing work that matters. One that gives a voice to every employee. One that genuinely cares. By coming together to share our ideas, listen, and challenge each other’s perspectives, we get to better solutions for our clients.

Our ambition is high. By working smart and supporting one another, we can continuously push ourselves to grow. We all have the opportunity to make a meaningful impact on our business, our industry and our clients’ lives.

Let’s create greater possibilities together!