Digital Leaders Week featured

Margot James MP launches Digital Leaders Week 2019

Digital Leaders Week

Minister for Digital and the Creative Industries, Margot James MP has today launched Digital Leaders Week 2019.

The week has over 240 events hosted across the whole UK, dedicated to increasing understanding of and leadership of digital transformation.

The platform and programme for professional digital leaders promoting digital transformation and building the UK’s digital confidence across all sectors, is proud to announce the UK’s 3rd Digital Leaders Week has arrived. The week will raise awareness of the opportunities in place to support leadership and to support transformation by leveraging innovation, skills and experience from across the tech sector and the country.

Across the UK, from the 17 - 21 June, over 240 events will offer 15,000 leaders free access to best practice; allowing them to build stronger networks and provide a better understanding of the need to adopt new thinking and embrace innovation.

Digital Transformation is essential for the future of the UK economy and especially crucial outside of a changed relationship with our European neighbours and in the context of a changing trading relationship with the rest of the world. The linchpin of this new world will be the quality of the nation's Digital Leadership and how these leaders drive outcomes inside government, enterprise, SMEs and of course, within the third sector.

Digital Leaders know that unless they were born in the 1990s, they are likely to be a 'digital immigrant' - someone whose ability to use a smartphone, tablet and interact via social media networks does not come as naturally as it does for 'digital natives'. As with any immigrant into a foreign culture, there are new languages, attitudes and mind-sets that must be learned.

Digital Leaders Week 2019 is here to enable the leaders of today become the leaders for a new Digital Industrial Age. Over 230 events across Britain will offer 15,000 leaders free access to best practice, allow them to build stronger networks and provide a better understanding of the need to adopt new thinking and embrace innovation. They will hear first-hand the stories that will inspire digital change through people, outcomes and personal accountability.

Digital Leaders, the nationwide programme for promoting effective, long-term digital transformation across government, industry and charities, has today announced the finalists who make up the Digital Leaders 100 (DL100) list for 2019 and opened the public vote.

Launching Digital Leaders Week, Digital Minister Margot James said, "I really want to congratulate everyone involved in Digital Leaders Week."

"This is a fabulous series of programmes and events across the UK and it is going to bring people together, make connections, help people learn and celebrate and champion our great tech sector."

Welcoming the Minister to the launch Russell Haworth, Chair of Digital Leaders said, "It’s important to have a National Week that reminds us all that Digital Transformation remains essential for a positive future for the UK economy and our transformation of government services."

"Digital Leadership and how our leaders drive outcomes inside government, enterprise and the third sector is an essential ingredient of success."

Robin Knowles CEO of Digital Leaders added, "We are so pleased to have the Digital Minister with us this morning to get us underway."

"Thank you to over 100 partners supporting this UK wide week of activities that will help build our national confidence #UKWide."

"Ever region is taking part and we have activities across all of our 15 topic areas."

"Doubling the size this year and the inclusion of so many regional conferences shows that digital transformation is #NotjustLondon."


PhabLabs, encouraging girls into STEM

EU photonics project gets thousands of girls into STEM

PhabLabs, encouraging girls into STEM

Thousands of young women and girls have had the chance to explore the world of science, engineering, and light technologies thanks to a European photonics research consortium that has created their girls in STEM ecosystem, a series of 33 workshops and 11 Photonics Challenger projects across 10 European countries in a bid to tackle the underrepresentation of women in science.

According to the UNESCO Institute for Statistics (UIS), less than 30 per cent of the world's researchers are women.

However, a new outreach project has been tackling this underrepresentation by engaging young female minds with STEM, in the hope that they will pursue a career within the photonics, science or engineering industries.

Staged in ten countries across Europe, a total of 1,221 girls have attended the ‘Phablabs 4.0’ initiatives since last year. The workshops have created novel and innovative problems for students to solve using lasers and photonics, the technology around the emission, manipulation and detection of light.

PhabLabs, encouraging girls into STEM

Combining a ‘Fab Lab’ – or a fabrication laboratory - with the world of photonics, theworkshops and Challenger Projects offer a glimpse into careers in photonics, engineering, computer coding, and robotics. 

Students have been exploring tasks as varied as creating an artwork made from lasers, modifying a cuddly toy with photonics, or building an infrared glove that acts as a remote control where touching two fingers creates a signal.

The more advanced Challenger Projects have tasked students with building an Invisibility Cloak or creating their own hologram. Some students, like Ester Muylaert, 18, from Halle, Belgium, are really excited to discover material they would not learn anywhere else.

Muylaert said, “Phablabs is amazing and interesting."

"We’ve learned lots of new skills that we wouldn’t have picked up in school."

"To see the job in front of me and to meet the person who does that job has given me loads of ideas about what I can do in the future. It’s really made me want to work with photonics.”

The researchers have targeted three age categories with workshops aimed at high school girls (Young Minds), female university students (Students) and women who may have already started their careers (Young Professionals 18+).

PhabLabs, encouraging girls into STEM

One of the results of the PhabLabs 4.0 project has been the publication of a new booklet, A Gender Balanced Approach. The booklet acts as a guide to future Fabrication Laboratories so that organisers in schools or universities can use it as a reference to gain the interest of girls and young women in science and technology.

By creating gender-sensitive material for the workshops and “Photonics Challenger Projects” the organisers have garnered the interest of girls and young women in science, to generate a lasting impact on their personal relation to STEM and Fab Labs.

Supported by the Gender Action Team, the developers have had the backing of the European Commission with funding from Horizon 2020, and support from a number of professionals such as Professor Averil MacDonald from WISE (Women in Science and Engineering).

Speaking about the project, Professor MacDonald said, “We are delighted to be able to open a door into a world of science that some girls and young women may feel is closed.”

“Girls and young women are more likely to consider studying STEM subjects beyond age 16 if they see that the subject keeps their options open.”

“The STEM sectors can only benefit from the talents of these young women."

"More girls and young women deserve the chance to have successful and satisfying careers in science, technology, engineering, manufacturing, mathematics and construction.”

The resources are available as an open resource toolkit for educators to use with their students. 

Discover more about PhabLabs 4.0 below:


Theresa May

Theresa May celebrates UK tech industry at London Tech Week

Theresa May

Prime Minister Theresa May is today celebrating the UK tech industry at London Tech Week.

May will also make a number of ambitious commitments that will ensure the UK remains the largest tech hub in Europe.

These commitments include £153 million government funding, with an additional £205 million pledged by industry, to unlock the potential of quantum technologies, including accelerated drug development from quantum computing; 2,500 places available for the first time for AI and data conversion courses starting next year, to equip tech-driven businesses and people across the country with the skills they need; and launching a study into tech competitiveness to identify opportunities and support for digital businesses to ensure the UK remains the most attractive place to build a tech business.

Speaking about the British tech sector, the Prime Minister is expected to say, "Already we are one of the best places in the world to start and grow a tech business."

"British Tech is growing over one and half times faster than the rest of the economy, adding more than one hundred and thirty billion pounds to our economy every year..."

"But if we are going to maintain our position as a global leader, our challenge is how we develop British Tech and make it even better."

"We want this to be the place everyone thinks of - and comes to - first when they want to develop their world changing tech ideas."

"This is a challenge shared between industry and Government..."

"Today, as we sit on the cusp of the next great industrial revolution, we have the opportunity to work together and ensure that the advances we see transform our world for the better, and for the benefit of everyone."

"Government will back you all the way."

Later today, the Prime Minister will host a roundtable for leading tech companies, including Microsoft UK, Google and Monzo, where they will discuss opportunities to fully harness the power of technology to enhance competitiveness, boost the economy and tackle societal challenges.

This comes as thirteen businesses choose to invest in the UK as the top destination for tech innovation and talent. These include plans for a £1 billion investment by VMware over the next five years; a £12 million investment by Mastek in a new digital skills programme for graduates in Leeds; and a £150 million investment in a new data centre by Markley Group which will create 200 jobs.


Women in STEM

Maggie Berry, Sophie Wilson & Lauren Shea recognised for their work in tech in the 2019 Queen's Birthday Honours List

women-in-STEM-featured

Maggie Berry, Sophie Wilson and Lauren Shea have been recognised for their work in tech in the 2019 Queen's Birthday Honours List.

Maggie Berry, Executive Director for Europe WEConnect International and Founder of Women in Technology Network has received an OBE for services to Women in Business and Technology.

Sophie Wilson, Director of Integrated Circuit Design, Broadcom Europe Ltd has received a CBE for her services to Computing. Wilson was named as one of the 15 Most Important Women in Tech History, for her part in designing the Acorn Micro-Computer, including its programming language BBC BASIC. Wilson also designed the instruction set of the ARM processor, which is used in most 21st century smartphones.

University student, Lauren Shea, has also been awarded a British Empire Medal (BEM) for her services to Promoting Science Technology, Engineering and Mathematics to Young People. Shea is an ambassador for STEM promoter, Teen Tech and aims to encourage young people into STEM.

The Queen's Birthday Honours List 2019 recognises the outstanding achievements of people across the UK. In total, 1,073 people received an award this year, with 508 women being recognised, representing 47 per cent of the total. Further statistics show that 10.4 per cent of the successful candidates come from a BAME background; 5.9 per cent consider themselves to have a disability; and 2.8 per cent of recipients identified as being LGBT.

Around 11 per cent of the honours are for work in the Science, Technology and Health sectors. The respective Committees have recommended CBE’s for Professor Kenneth Brown, Professor of Mathematics at the University of Glasgow; Dr Adrian Crellin Consultant Clinical Oncologist, Leeds Teaching Hospitals NHS Trust and Trustee, Cancer Research UK; Ian Findlay, Chief Officer, Paths for All for his work on healthy lifestyles and outdoor activities; Professor Tamsin Ford, Professor of Child and Adolescent Psychiatry, University of Exeter; Professor Marie Le Quere, for her work on Climate Change Science; Dr Shubulade Smith, Consultant Psychiatrist, South London and Maudsley NHS Foundation Trust for services to Forensic Psychiatric Intensive Care; and Professor David Southwood, lately Chair, UK Space Agency.

At OBE level, there are awards for Maureen Bell lately a nurse consultant for vulnerable children at NHS Ayrshire and Arran for her work on child protection; and Simon Gillespie, Chief Executive, British Heart Foundation.


information architecture, woman in tech featured

The importance of Information Architecture

information architecture, woman in tech

Article provided by Marc Woodhead, Founder of Holograph

Information Architecture (IA) is all around us in the real world as well as the virtual world.

Websites, apps, software, printed materials and physical places all rely on the development of sophisticated IA to help their customers. Peter Morville was one of the pioneers of IA, he believes its purpose is to help users understand where they are, what they’ve found, what’s around, and what to expect. Bad IA can be like leading the user into a maze and then abandoning them, if this is the case with any website or app the customer won’t stay for long.

In the virtual world IA is about organising the online information in a clear and logical way so that any user will be able to find what they are looking for quickly. Websites and apps contain large amounts of complex information spread over a number of pages, in order for all of this to be accessed easily it has to be structured. Everyone’s used an app or website that has no continuity between each page, these platforms provide information and it is vital that designers make it easy to get from one piece of information to the next. All fluid IA follows similar design, there is a list of folders, you choose one and another comes up in alphabetical order and so on. Think of the iPhone music app, you choose between ‘Artist/Albums/Songs/Playlists’, if you select ‘Artists’ you will then see a list of your artists in alphabetical order, this continues until you reach a song. The majority of apps follow this setup, while they may look different the foundation is the same.

The method of IA for each website or app depends on the company that is making it, what product they are selling and the target audience. These parameters provide the basis of the websites IA, a blog may look very different to a retail website. As user satisfaction is central to IA it is important that designers know who their target audience is, often referred to as the target demographic. A young audience may be more technologically sophisticated, meaning that a website which is less intuitive but offers exciting reward may still be broadly acceptable. However, a website selling or delivering information to those with visual impairment is advised to have a simple format, with all useful information clearly linked from the home page.

Government websites are used by the widest range of individuals, the target audience is every person in the country. Therefore, when searching GOV.uk you are met with one of the simplest IAs possible. A white background with columns of blue and black writing, below a search bar are headings in alphabetical order, these headings cover broad subjects so that users can find whatever they are looking for. While not the most aesthetically pleasing or revolutionary in design, GOV.uk does exactly what it needs to, provide us with one location for all the governments information and support.

A website or app IA can be linked directly to the company’s success or failure, proving an attractive and easy to use platform for your product or portal is vital. If a customer wastes time trying to find what they want because of the design of the website, they will quickly be put off – and worse may share that feeling. It is much harder to bring someone back to your platform than attract them in the first place. The importance of IA can be seen every time a major app updates its design, the Snapchat redesign at the start of this year lead to a petition to revert the changes receiving more than 800,000 signatures!

Many of these redesigns disappoint users when they place aesthetics over usability, the principle of IA is not to create a beautiful website that customers love to look at but have no idea how to use. IA centres around making an app or website that is easy to navigate, then on top of that the design can be perfected. As a final example it is widely agree that Apple have one of the best balances of beautiful design working alongside clear IA.

About the author

Marc Woodhead is founder and CEO of cutting-edge software development business Holograph. With 25 years’ experience in graphic design, computer system design, human-computer interaction and psychology, he is recognised as one of the UK’s most inventive creatives.


Money20:20 Rise Up launch featured

Money20/20 introduce its Rise Up programme, designed to empower the next generation of women in financial services

Money20:20 Rise Up launch

Money20/20 introduced its Rise Up programme, in partnership with the European Women’s Payments Network (EWPN), at Europe’s leading FinTech event – Money20/20 Europe.

The Rise Up intitiative is designed to empower the next generation of women in financial services and will give an exclusive cohort of thirty women access to a specially curated agenda of bespoke content sessions and exclusive networking opportunities.

Alongside regular programming, they will take part in one-to-one mentoring with the most respected industry leaders, private meetings with keynote speakers and special networking events.

Rise Up hopes to address the gender imbalance in leadership positions within the Financial Services and Fintech industry.

The initiative was launched at the three-day Money20/20 Europe conference. The event, held in Amsterdam, sees thousands of influential senior leaders across the industry come together to delve into the topics and trends that will shape the future of money.

Set against a backdrop of massive change in the industry, over 350 speakers will share fresh perspectives and insight on industry-critical topics, including banking transformation, payments evolution and innovation, the rise of SuperApps, AI and transformational technology, cyber security and risk management.

Money20/20

Networking remains a core part of Money20/20’s ethos with a mix of interactive content sessions, workshops and innovation labs, alongside a packed schedule of evening events that will allow attendees to get together and share insights while also experiencing the best of Amsterdam. The Money20/20 Street Takeover returns this year alongside an exclusive “Taste of Amsterdam” Welcome Party on the first evening.

Speaking about the event, Tracey Davies, President, Money20/20, said, "Transformation across the financial services sector is happening more rapidly than ever before with many saying the next five years will bring even bigger changes than the last five."

"Our packed agenda in Amsterdam will dive into trends and topics that will drive that change, inspiring discussion about where the industry is going next and what we need to do to get there.”


The future of jobs; innovators in STEM & glass ceilings | WeAreTechWomen's take-aways from the 2019 WISE Conference

Written by Indigo Haze, Digital Marketing and Social Media Assistant at WeAreTheCity

Last week, the WeAreTechWomen team had the pleasure of attending the 2019 WISE Conference at the IET in London.

The conference was a full-packed day of debates, workshops and presentations on the future of working women in the technology industry. The speakers loaded each session with tips, tricks and research findings all delivered with a touch of humour. Here is a breakdown of what we learnt in the morning sessions.

Future Jobs and Women: Answers from the LinkedIn Platform

Lisa FinneganLisa Finnegan, Senior Director of HR, EMEA & LATAM at LinkedIn, presented our first session, where she shared the findings of a recent study on the future of jobs and women. From their own data of 630 million users, 26 million companies, 60 thousand schools and 20 million active jobs, LinkedIn found that while the percentage of women in STEM careers is on the rise, there is still a distinct lack of women working in the computer sciences industry.

This is due to the stereotype that has followed the computer science industry since the early 1990s, of a single lonely soul working away at their computer, frantically typing away at their keyboard, in a damp and dark room, coding by themselves. This stereotype is not one that attracts women to the industry and in reality, it isn't like this anymore. Computer science, programming and coding can be an exciting and creative career path. Lisa commented that this is the image that the industry needs to project, which can be achieved by giving more visibility to female role models already working and succeeding in the industry. This should encourage girls to consider choosing computer sciences as a subject at university and as an inspiring and viable career path.

LinkedIn’s research also shows a lack of women in the AI space, making up 22 per cent of the workforce. A large proportion of these women are working as teachers, rather than in AI. Lisa talked about how for the future of AI we need to make diversity in the workforce the norm, as without it our AI will end up with the developers' unconscious bias. She gave the example of facial recognition software. If we teach the software using only the faces of white men, then the software will be great at telling the difference between this racial group, but the software wouldn’t be able to perform the same task when shown images of women of colour. However, this issue wouldn’t arise if we developed the software using the skills and considering the opinions of a diverse group of developers.

Across all job sectors, LinkedIn’s findings showed that ‘soft skills’ such as HR, marketing and people management are the most sort after by employers and that there are large differences between how men and women approach a job search. Where men are more likely to ask for help in the form of recommendations or mentorship, women are 20 per cent less likely to ask for any help. Women are also 16 per cent less likely to apply for roles than men and hiring managers are 13 per cent less likely to open a female LinkedIn profile over a man’s profile. However, once they’ve set their minds to apply for a role, women are 16 per cent more likely to be successful in landing their chosen position. Moving forward Lisa says we need to move the focus in schools away from general ICT and develop more programmes around computer sciences. We also need to take the focus away from general STEM and put more training and resources into AI and to ensuring women know about the opportunities available to them.

Fiona McDonnellMaking a Difference—How Women can be Innovators in STEM

Fiona McDonnell, from Amazon, presented our second session of the day. She shared Amazon’s research on the barriers and enablers of women’s careers in STEM environments and how women are becoming innovators. Fiona revealed that there is a 23 per cent representation of women in STEM and that only 15 per cent of these are in senior management positions. If we increased this by just ten per cent, the research suggested that this would generate an extra £3bn in business for the UK. Amazon found that nine out of the ten women they spoke with in the STEM industry are facing barriers in their career progression. 84 per cent of women listed confidence as their biggest barrier, along with 75 per cent pointing towards a male majority environment and 72 per cent pointing to a lack of recognition from senior management. Fiona also showed that there are language barriers in how women talk about being innovators and that new roles in the industry are being advertised using bias language that attracts men but puts off women from applying. Amazon has recognised that we need to have a supportive culture in place to ensure that the STEM skills women have are being utilized. The bottom line is that we need more diversity in the STEM industry, and that ‘diversity drives innovation.’

From this research, Amazon launched its Amazon Amplify programme, which aims to increase the recruitment and retention of women in technology. Through this programme, Amazon offers more bias training for their managers and they have changed their interview questions and panel to be as gender neutral as possible. They have also launched an interactive UK wide training programme along with a back to work programme to boost retention in engineering. They have also increased their funding for women innovator programmes, including offering a mentoring scheme and having a STEM workshops for their employees’ children.

Women and Science - Why plastic brains aren’t breaking through glass ceilings

Gina RipponGina Rippon, from the Aston Brain Centre at Aston University in Birmingham, presented our third session of the day.  She spoke about the findings in her book “The Gendered Brain.” Gina explained that scientific research into understanding the brain has held the old-fashioned view that because there are two genders, there must be two types of brains, the male and the female brain. This traditional view holds the belief that men are superior to women, and that women are not suitable to study or work in the STEM industry because they have the wrong skills set, being more empathetic whereas men are better at spatial cognition. They have the wrong temperament, in the sense that women are too often caught up in their emotions to make rational decisions, and that it does not interest women to learn about science. They derived this old-fashioned view from the status quo of society at the time. This opinion is still rampant in the scientific community today. This viewpoint has held women back in the scientific community for generations and is still creating barriers for women who want to chase a career in STEM, despite recent research showing that there is no significant difference between the brains of women and men.

In fact, research shows that the brain is malleable and changing. Social activity is the most important factor when looking at the changing brain, as we all need to find a connection with people that hold the same morals, support and believe in us. Gina expressed how our brains are shaped by the attitude, opinions and expectations of those around us. For women in STEM, this means that a lack of appreciation, direction and inclusion from senior managers and colleagues can inhibit their self-development at work, lower their self-confidence and wear down their motivation. She concluded that men and women need to work together to rule out gender bias in the scientific community and lift each other up to achieve our greatest potential. Which would help us make greater strides in our understanding of gender and open up more opportunities in STEM for women.

Discussion Panel

Following these sessions, we were introduced to Dr Hayaatun Sillem from the Royal Academy of Engineering hosting a discussion panel between Lisa Finnegan from LinkedIn, Fiona McDonnell from Amazon, Gina Rippon from Aston University and Poppy Gustafsson, the CEO of Darktrace. They discussed the gender pay gap and intersectionality in STEM, how women can cause disruption to the system and the future of jobs in STEM.

panel discussion, WISE conference

Poppy started the discussion on gender and intersectionality saying that ‘gender is irrelevant’ regarding hiring for roles in STEM, with 40 per cent of her workforce at Darktrace being made-up of women. Lisa added that LinkedIn recognises that there is a diverse range of women working in the industry that need the support of a community to achieve their potential and to feel valued in their sector. To help this, they have been introducing groups such as LGBT and ethnic minority networks that bring women together across the globe. Gina commented on how important groups like these are, as social inclusion is the most important factor in our self-esteem. She also noted that with the STEM academic industry there are still large barriers to women, as there is not the same level of demand for change in academia as there is in the business world. All members of the panel agreed that women have the power to change the system and that by banding together, we can cause enough disruption to demand change. However, they noted that this can be difficult for women in the workplace, depending on their position in the company and that if done incorrectly disruption to the system could, in fact, reinforce the bias that already exists.

The panel then moved on to discuss the future of jobs in STEM. Poppy started the debate saying it is unnecessary for women who want to work in the tech industry to have a background in STEM, as they often have transferable skills key to the industry. Lisa said that as 80 per cent of the 2030 workforce has already left full-time education, it is important to change the hiring process now. The language used in job descriptions needs changing as there is a gender bias in STEM job adverts, for example, labelling a job as having ‘heavy leadership’, deters women from applying. Lisa further mentioned that interviewing panels need changing, to ensure that there is a diverse range of interviewers in panels and that core skills should be at the forefront of employers’ requirements, rather than just a job title. Gina added that women are less likely to apply for internal promotions due to the male-majority culture. This is something that needs to change in order for us to move forward.

panel discussion, WISE conference

The panel then discussed the gender pay gap. Fiona started the conversation saying, if we want to close the gender pay gap in the STEM industry then we need to inspire more women to go into the sector. ‘Science is no longer just a bunsen burner on the table’, with subjects like computer sciences offering new career opportunities for women. Lisa added that LinkedIn is trying to end gender and social barriers in STEM by showing the future generation the importance of their parents’ work. They are doing this by allowing employees to bring their children into work and interact with technology innovatively, such as building their own LinkedIn profile out of Lego. To finish the discussion, all the women shared the key thing they wanted people to take away from the sessions. Gina wanted us to remember that our brains are flexible and that you can change your mind, Fiona wanted us to remain adaptable, Lisa wanted us to remember the importance of soft skills and their transferability in STEM and finally Poppy wanted us to drive out unconscious bias in the workplace.

Do you want more?

Do you want to know more about what we learnt in the afternoon sessions at the 2019 WISE Conference?

Keep your eyes peeled for our other articles on the event coming soon. You can find out more about WISE and the wonderful work they do here.


deloitte-featured

Deloitte seeks untapped tech talent with new programme for returners

 

Deloitte are searching for untapped tech talent to take part in its new digital skills retraining programme for people returning to work after a career break.

Building on the success of its award-winning return to work programme, and in response to a growing demand for coding skills, Deloitte is launching a pilot return to work retraining programme, where returners will learn valuable coding and software development skills. As with the firm’s return to work programme, while the retraining programme is designed with women in mind but open to all.

The retraining programme comprises a 12 month Software Developer Apprenticeship, beginning with a three month upfront training course with Makers Academy in London, with successful participants joining Deloitte in permanent roles and qualifying for a Software Developer Level Four Apprenticeship.

The programme is designed specifically for returners without any previous software experience, who are looking to learn new technology skills - including key coding and software developer topics such as databases, coding languages, deployment processes and tools - following a career break of two or more years. The course offers participants the opportunity to retrain, whilst receiving a salary.

Emma Codd, managing partner for talent at Deloitte, said, “This retraining programme is a new and exciting way of bringing talented individuals back to work and filling the growing skills shortage in software development."

"We want to provide the opportunity for people who have had time away from work, whether for family or any other reasons, to learn new, in-demand skills."

“Across the technology industry, women are vastly underrepresented, meaning businesses, and the economy as a whole, are missing out on a hugely valuable pool of potential talent."

"I believe this programme, which is primarily aimed at women but open to all, will create new opportunities and support our commitment to improving the diversity of our workforce."

"We’re looking for people from a range of backgrounds and with different experiences.”

Evgeny Shadchnev, CEO at Makers Academy, added, “From our experiences of training top tech talent, we know that it is never too late to learn to code and consider a career switch."

"Diversity cannot be an afterthought in the digital economy, especially for companies who wish to remain globally competitive."

"We need more diverse talent training as software developers and we are excited to be partnering with Deloitte to make this happen.”


UK remains 'hotbed' for tech talent

The UK remains a 'hotbed' for tech talent, employing five per cent of all high-growth tech workers globally, according to a new report.

The research, conducted by Tech Nation, found that the UK is in front of Japan, France and Indonesia when it comes to employing high-growth tech workers.

In the UK, Insurtech and Fintech were the biggest employers among high-growth digital tech firms in 2018, employing 24 per cent and 18 per cent of the high-growth workforce respectively.

Cyber, AI, and Cleantech all feature in the top ten sectors for employment in high-growth tech firms. Investment data shows that AI, Cyber and Big Data are growing in importance for UK tech scaleups. This means that the UK may be about to see more jobs generated in these sectors.

Eileen Burbidge, Partner, Passion Capital & Chair of Tech Nation said, “The UK has an incredibly pivotal role in the global tech scene."

"Nowhere is this more evident than in the Fintech sector where the UK is ranked number one in the world; an enviable position that has been established with decades of hard work, entrepreneurial talent, innovation and supportive policymakers."

"I’m confident that we have all the ingredients needed for continued success and even greater acceleration of the tech sector here in the UK.”

UK Prime Minister, Rt Hon Theresa May MP, added, ‘‘The UK is a global tech powerhouse."

"I am immensely proud of our country’s ambitious tech scaleups."

"These companies are delivering significant economic value to the nation through the investment they raise, the jobs they create and the innovative products and services they deliver’’.


A quarter of women feel that a lack of confidence is the biggest stumbling block when returning to work

RETURN TO WORK

A quarter of women feel that a lack of confidence is their biggest stumbling block when returning to work, according to a new study.

The Confidence Gap Report, conducted by Tech Pixies, looks into what the impact of taking a career break has on women's confidence, career prospects, job satisfaction and earning power.

The report found that nearly half of the women surveyed said they felt a career break had damaged their career. The research also found that 45 per cent of women said they felt less anxious at work if they could lose their self-doubt about their ability; and 33 per cent of women feel anxious that colleagues are more up to speed with digital skills than they are.

Taking a career break has a negative impact on a woman’s take-home pay too with 42 per cent of women claiming they earn less now compared to when they went on a career break, including 22 per cent earnt up to £10,000 less a year, 16 per cent earning between £10,000 to £20,000 less a year after their career break and four per cent earning over £20,000 less a year.

Overall, this has left women returners feeling financially insecure and worried for their future with 37 per cent of women saying they feel less confident about their long-term earning potential.

The research also found that women are also coming up against issues once they return to work - 29 per cent of women felt side-lined or undervalued; ten per cent said they were doing work that they would describe as 'beneath their ability'; and 47 per cent of women described their current work simply as 'a means to an end'.

Speaking about the findings, Joy Foster, Founder of TechPixies, said, "It's very clear from our research that more needs to be done to ensure that women are not negatively affected by taking a career break."

"As our Confidence Gap Report details, a big part of this is building up women's confidence and digital skills ahead of their return to work."

"And this is exactly what TechPixies sets out to do, enabling women to return to the workplace with confidence and practical skills that will give them more job satisfaction, better pay and appropriate recognition in the workplace."

"With our report we're encouraging women to upskill themselves, which will in turn give them confidence so that they can go on to have fulfilling and stimulating careers following a career break, something we can all aspire to have in the 21st century thanks to the technology available to us all."