School of Code is expanding it’s free Skills Bootcamp to people across England
The School of Code is taking its ground-breaking, free coding bootcamps across the country.
Starting on 15th November 2021, the Skills Bootcamp in software development will be full-time, intensive, and 100 per cent FREE to residents in five English regions – the North West, West Midlands, East Midlands, London and the South East.
This expansion is in partnership with the Government’s Lifetime Skills Guarantee and Plan for Jobs.
There are no prerequisites to apply and no previous experience required – those applying for the course don’t even need to have seen a line of code before.
School of Code takes a learner from beginner to software developer in just 16 weeks before helping them find their first role in tech.
Already this year, during the pandemic lockdowns, they have successfully helped 62 people go from zero to programmer and started their professional tech careers.
The course prides itself on being open to anyone, with diversity in each cohort, a 50:50 gender split and an age-range of 18-60. The School of Code has helped former teachers, return to work parents, school leavers, refugees, bakers, unemployed people, barbers, retail assistants, musicians, artists, air hostesses, beauticians, personal trainers, PhDs, probation officers, health and hospitality workers all learn how to code and change their career paths. Previous graduates have successfully secured roles at employer partners including The Economist, Bravissimo, Santander, Gymshark, Wise, and many more.
They are looking to help 192 people across the country start new careers by April 2022.
Speaking about the announcement, Dr Chris Meah, Founder of the School of Code said, “Technology will be the engine of recovery for the country, but we need to make sure everyone is on board to benefit.”
“At the School of Code we are free and open to everyone to remove barriers for people.”
“Our mission is to help more and different types of people take advantage of the opportunities technology gives, and to future proof their skills and career.”
“We believe talent can come from anywhere. Money shouldn’t be a barrier to accessing life-changing educational opportunities.”
“That’s why we provide a free route taking people from knowing nothing about technology to becoming world-class tech talent, and partner with employers to help land people into jobs and make our new model of education sustainable.”
“Skills Bootcamps offer a short, intensive, immersive and transformational learning sprint to a new career.”
“The experience helps to change lives and power growth by giving participants the right skills to be immediately useful to employers on day one.”
“But crucially our bootcampers also learn how to learn.”
TechWomen100Nominations are now open
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. Nominations are now open until 10 September 2021.
Women in manufacturing — overcoming the gender divide
From executive jobs to machine operators, women are challenging the gender stereotypes of the manufacturing sector.
According to a report by IBM, despite growing awareness of gender divide, the number of women in leadership positions has barely moved over the past 2 years. Here Aisha Khalid, head of marketing at EU Automation, explains why gender diversity is important in the manufacturing sector and how to narrow the gender gap.
In manufacturing, women are significantly under-represented. Thomas, an industrial sourcing platform and marketing service provider, has conducted a survey with the Women in Manufacturing Association (WiM) in 2020, revealing that only one in three manufacturing professionals and one in four manufacturing leaders are women. In the US, women constitute one of the largest pools of untapped talents in manufacturing. In 2016, women totalled about 47 per cent of the US labour force, but only 29 per cent of the manufacturing workforce. According to the Making Manufacturing Work for Women Report published by the University of Strathclyde, women only account for 26 per cent of the total workforce in Scotland’s manufacturing industry and they mainly take up the occupations with the lowest pay.
There is also a significant gender gap in mid or senior level positions. The Gender Diversity Index 2020 released by Belgian analyst firm Europe Women on Boards (EWOB) surveyed 628 companies across Europe and pointed out that, although more and more women are taking leadership roles, there is still slow progress on top jobs. The research suggests that only 42 companies surveyed had a female CEO and 129 had a woman in any role in C-Suite executive managerial positions. According to the World Economic Forum, in the manufacturing industry only 15 per cent at senior level and 9 per cent as CEOs.
Why does gender diversity matter?
A more diverse workforce and leadership benefit businesses. According to McKinsey, in the UK every 10 per cent increase in gender diversity among organisations will increase the operating profit by 3.5 per cent.
Greater gender diversity also leads to improved talent attraction and retention and offers organisations a broader range of innovative ideas and insights. Today’s manufacturing world has seen a huge transformation in the implementation of digital and smart technologies. A workforce with varied and transferable skills is needed, and the failure to attract enough female workforce may contribute to the skills shortage that is currently plaguing the industry. According to Women in manufacturing, a report published by Deloitte, the Manufacturing Institute and APICS in 2017, having women in leadership positions can help manufacturer deliver 88 per cent diverse perspective in decision-making, 84 per cent innovative and creative approaches and 74 per cent balanced organisational management.
Alongside with the benefits for the business, gender diversity can also motivate employees and increase their job satisfaction. Research shows that having a gender diverse policy can increase positivity in the workplace, because employees may feel more confident in communicating their ambitions and progress in their career, regardless of their gender.
Encourage women into manufacturing
Many initiatives have been taken to promote gender diversity in the manufacturing sector. For example, every year on June 23 is the International Women in Engineering Day in the UK, which celebrates the achievements of female engineers. The WISE Campaign is another initiative promoting gender inclusion during the current COVID-19 pandemic. It tells positive stories about the way women are making a difference in the STEM sector and addresses the STEM skills shortage by providing technical training for girls and women in different stages of their academic and professional careers. WISE also monitored the gender impact of decisions about employment, education and caring roles during the COVID-19 pandemic to ensure women are not disproportionately affected.
The Manufacturing Institute is also promoting the role of women in manufacturing through the STEP (Science, Technology, Engineering, and Production) Ahead Initiative, which serves to mentor and recognise women while also leading research efforts tackling the topic of gender diversity in STEM. STEP Ahead inspires female leaders to pursue a career in manufacturing and showcases the opportunities the manufacturing industry can provide. Moreover, from 2013 to 2017, the Manufacturing Institute recognised 672 women with STEP Leader Awards.
Companies in the manufacturing industry are also making efforts to enhance the number of female employees on their apprenticeship schemes. For example, Renishaw, a Gloucestershire-based global engineering technologies company, held its first all-female virtual work experience week in April 2021 to encourage more female students to consider roles in STEM as visible and achievable career options.
To attract more women and close the gender gap, it is important that manufacturing organisations increase the visibility of women leaders to display gender diversity to future recruits. For example, companies can highlight female leaders on their websites and in their marketing materials. In job descriptions, companies can promote examples of gender inclusivity and highlight factors that are beneficial to female jobseekers.
In addition to attracting more female talents, it is also necessary to increase retention. According to a PwC report on improving diversity and inclusion in manufacturing, while identifying a gender gap is the first step, setting goals to close the gap is critical. Manufacturing organisations need to set clear goals and use analytics to collect data, assess and develop their own talent pipeline. Women may find it harder to climb the corporate ladder for a variety of reasons. To overcome this, companies need to promote professional development and create paths toward career advancement. For instance, mentorship programs can help female employees enhance their expertise and get promoted, and thus increase their retention. Manufacturing businesses can also develop gender-balanced polices such as maternity and paternity programs to create a gender-balanced culture and atmosphere.
It is exciting to see many manufacturers are now making a more concerted effort to promote gender inclusivity. As an ongoing issue, achieving gender diversity in manufacturing won’t be easy and won’t happen overnight. More initiatives need to be taken to close the gender gap.
For more information about innovation in manufacturing, visit www.euautomation.com.
WeAreTechWomen covers the latest female centric news stories from around the world, focusing on women in technology, careers and current affairs. You can find all the latest gender news here.
Don’t forget, you can also follow us via our social media channels for the latest up-to-date gender news. Click to follow us on Twitter, Facebook and YouTube.
TechWomen100: What happened next for Rachel Pattinson
In this ongoing series, we speak to our winners about life after winning a TechWomen100 Award.
Now in their fifth year, the TechWomen100 Awards recognise and celebrate the achievements of women in tech – the emerging tech talent and role models for the future.
We spoke with Rachel Pattinson, who won a TechWomen100 Award in 2020.
I manage digital research and social innovation programmes at Newcastle University, as part of Open Lab, a world-leading research group in interaction design and ubiquitous computing.
I’m responsible for managing the strategic management and operational delivery of the EPSRC-funded Centre for Doctoral Training in Digital Civics (£4.7million) and the Digital Economy Research Centre (£4million). These programmes are training and supporting researchers to explore how emerging digital technologies can promote civic engagement. From 2020, I will also be managing Newcastle University and Northumbria University’s Centre for Digital Citizens (EPSRC: £3.7million), co-ordinating the programme’s network of over 30 partners.
Outside of my paid employment, I am a director and trustee of award-winning theatre company, Mortal Fools.
I moved into a technology role in 2019. Working on interdisciplinary digital programmes connects with my broader professional interests in education, arts and culture, libraries and information, charities, and working with children and young people. I am interested in exploring how technology is changing the way we live, and how we can change technology.
How did you feel when it was announced that you’d won a TechWomen100 award?
Surprised, and completely delighted! It was amazing to become a TechWomen100 winner after less than 18 months of working in a digital role. It’s an honour to be part of the TechWomen100 community, which includes so many incredible women working in the technology sector.
Please tell us what has happened in your career since winning the TechWomen100 award?
Well, quite a bit!
When I won the TechWomen100 award, I was just starting a Senior Leader Degree Apprenticeship and MSc with Newcastle University Business School. I’ve now completed the first year, and I’m on track to complete the programme in late 2022.
I also started managing a new digital programme at Newcastle University: the EPSRC Centre for Digital Citizens, a Next Stage Digital Economy Centre. Since the TechWomen100 awards, I successfully managed the launch of the programme and our initial work with partners – engaging around 70 different organisations.
I definitely think winning the award raised my professional profile. I was featured in blogs and social media posts by my employer, Newcastle University. I’ve been included in coverage by the BBC, Computing, and regional press too.
Winning the award also really made me think about gender equality in tech. I wrote a blog post exploring how we can support women in academic computing roles, and I also chaired a panel at the Dynamo North East conference on whether we need a regional women in tech network.
What advice would you give to someone else going through the award’s process?
Go for it! I never thought I’d win – but it’s really helped my confidence.
What tips would you give to our other members to enhance their careers?
Talk to people, take risks, and follow your interests.
TechWomen100Nominations are now open
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. Nominations are now open until 10 September 2021.
Two weeks to go until nominations close | TechWomen100 Awards 2021
Just two weeks to go until nominations close for the TechWomen100 Awards 2021.
Our 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.
Nominations close at 23:59 (BST) on 10 September 2021. Don’t miss your chance to nominate amazing women, Champions, Networks and Companies!
What happened next for our TechWomen100 alumni?
Hear from our TechWomen100 alumni about what they’ve achieved since winning the award, how it’s helped them progress and why you should nominate an amazing woman
Shruti Ajitsaria | Partner and head of Fuse at AllenOvery
Sonal Shah | Vice President in Projects, Barclays
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.
The 2021 awards are kindly powered by Goldman Sachs and sponsored by Accenture, BAE Systems, Bank of America, Credit Suisse, Ipsos Mori, Oliver Wyman, and OpenFin.
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
Award’s timeline
Nominations open
02 August 2021
Nominations close
10 September 2021
Shortlist announced & public vote opens
25 October 2021
Voting closes
05 November 2021
Winners announced
15 November 2021
Winner’s celebration event (virtual)
08 December 2021
POWERED BY
SPONSORED BY
TechWomen100: What happened next for Rania Svoronou
In this ongoing series, we speak to our winners about life after winning a TechWomen100 Award.
Now in their fifth year, the TechWomen100 Awards recognise and celebrate the achievements of women in tech – the emerging tech talent and role models for the future.
We spoke with Rania Svoronou, who won a TechWomen100 Award in 2018.
After a career that’s taken her from a local print design shop in Athens through several startups, design studios and ad agencies, Rania Svoronou is now an Associate Design Director at IBM iX– a new division within IBM, which has been named the largest digital-agency network in the world.
Rania made it to The Drum list Top 50 Under 30 UK, was awarded We Are The City’s Rising Star Awards 2018 in its Digital Category, has been shortlisted for the Rising Star 2018 category at the TargetJobs National Awards and has won multiple internal IBM awards. Selected as a TopTalent IBM Global Business Services UKI and recognised as a Future Leader among 2,300 IBM practitioners, she is also a member of Founders of the Future – an invite-only private community of the most promising entrepreneurial tech talent in Europe, launched by Founders Forum.
Rania is a keynote and TEDx speaker, guest lecturer, industry mentor and has been invited to judge and mentor at multiple hackathons and design events across Europe. With the aim of empowering more women in her industry, she has appeared at London Business School, UCL, UAL, King’s College London, Royal College of Art and at events such as Ladies Wine Design, UCL Women’s Career Club, UX Crunch, MobileUX London, UAL Graduate Futures Week, Techstars, Startupboost and Google’s Startup Weekend.
How did you feel when it was announced that you’d won a TechWomen100 award?
There is a quote from my favourite life coach Tony Robbins which says “People are rewarded in public for what they practice for years in private” and I couldn’t agree more. It felt great and a relief that I’m still heading towards the right direction. For me, any recognition or award has a real value when it’s used for a good cause, to support other women in the industry and develop a strong voice to embrace change. The Tech industry, as we all know, still has diversity issues and I come from a country (Greece) that the problem on diversity and technology is much bigger.
Please tell us what has happened in your career since winning the TechWomen100 award?
The TechWomen100 Award was one of my proudest moments, as all the women on the list were just incredible and I was thrilled to be part of the Top 100 Women in Tech UK. I am lucky to be surrounded by many wonder women such as Alison Clark, Debbie Vavangas, and Susanne Jones who support me and have changed my life. The global division I work for in IBM, which is IBM iX (Interactive Experience), have been very supportive on my win and I was featured on the internal IBM comms, got shout-outs from the most respected leaders within the company and I gave an interview to Fortune Greece Magazine who featured me on of their ‘successful profiles’. People Greece Magazine also featured me and even my high school did a profile on me to inspire the younger generation of Greek females who want to enter the world of design and technology.
I got invited as a speaker to TEDx AUEB (Athens University of Economic Business) in front of 500 attendees where the theme was ‘BLANK’ and my TEDx Talk “Think Like a Designer. Act Like and Athlete” will be online on the official TED website in couple months. Furthermore, I had the incredible honour to be invited as a speaker on The Next Web Conference 2019 in Amsterdam, alongside the biggest names in technology and business in the world.
Saying this, I’m still an active speaker, a guest lecturer and an industry mentor to various events such as ‘Ladies Wine & Design’ which is a group created by Jessica Walsh in NYC to empower creative ladies around the world and I was an invited Career mentor to UCL Women’s Career Club. I’ve been a mentor to ‘Women Founders Hack Event’ powered by Natwest and got invited as a Judge on the VISA Design Hack in collaboration with AKQA and Founders of the Future. I’ve definitely gained more confidence over my skills and we owe a big thank you to Vanessa Vallely who empowers more women to sit on the table!
What advice would you give to someone else going through the award’s process?
To be authentic. Don’t try to pretend to be someone else – just be yourself. Easier said than done. Each woman has its own personality that makes her unique. I am bold, emotional, resilient, temperamental and I’m embracing my Greek Culture which is a big part of who I am. Be honest on what you do and why you do it. I absolutely love what I do and an award is just the result. I’ve seen quite a few women wanting to get an ‘award’ for the sake of it. That is not the point – it shouldn’t be the point. The goal is to be honest and the best version of yourself. Keep faith and keep going.
What tips would you give to our other members to enhance their careers?
As silly as it sounds, it actually took me all these years to realise that giving your 100 per cent all the time on every single task or action is just not sustainable. While I was doing my research for my TEDx talk, I’ve read that the highest achieving athletes in the world, such as Olympic Athletes, are using their energy smart, by knowing when and where they have to give their 90 per cent, 80 per cent, 70 per cent and eventually stretch themselves by giving their 1000 per cent when is crucial. I thought that is actually brilliant and we can all learn from that. Career is a marathon – not a sprint. Take care of your body and mind if you want to enhance your career. That would be my best advice.
You do have to love what you do and know why you’re doing it, but you also need self-discipline. What I see missing are grit and perseverance. I can see the talents and the motivation but I don’t usually see the actions that it takes to progress any career further. There are many who preach what they have never done and they are telling others what to do. I practice what I preach, and I’m inspired by other women who defy the odds and challenge the status quo. Is not a trend – is a way of life and it will absolutely test your limits.
TechWomen100Nominations are now open
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. Nominations are now open until 10 September 2021.
WeAreTechWomen are proud to announce the launch of our new Women in Tech job board platform
WeAreTechWomen are proud to announce the launch of our new Women in Tech job board platform.
With the percentage of women in the tech industry at a measly 17 per cent in the UK and 16 per cent globally, we know there is more to be done to attract women into technology and to encourage more women with transferable skills to consider a career in tech.
For the past few years, many of our corporate partners have been trying to attract female talent into their organisations. They often share the fact that more men apply for their roles than women and how they would like to see a balanced slate of applications. When we have held focus groups over the years with our women in tech community, we are hearing that they don’t know where to go to look for opportunities with firms who will really help them to achieve their full potential. Do we have the answer? We’d like to think so.
Today, WeAreTechWomen are proudly announcing the launch of our new revamped job board for women in tech. It won’t solve world peace, but it may help you find the job of your dreams at an employer that will truly support you and your career. We won’t be working with every company, just those that can demonstrate they are on the journey towards gender equality and that they are putting in place programmes or support systems to progress women in the workplace.
We are proud to launch our job board with a number of roles with our long-term partners, BAE Systems, Oliver Wyman, PwC and Northern Trust.
Over the coming weeks we will be on boarding other companies such as Credit Suisse, OpenFin, Sky and few other household names.
If you are looking to change roles and feel you are ready for an exciting new career change, please explore the jobs on the new job board. We are featuring full-time, part-time, flexible, work for home roles, as well as many other opportunities, such as return to work programmes.
If you are an immediate job seeker, you can also upload your CV to the portal, sign up for job alerts and read about some of the companies who are recruiting via our company site pages.
We will be adding additional functionality over the coming weeks and if there is something missing, something you would like to see, or even if you would like your company to promote jobs with us, please do get in touch via [email protected].
The job board forms part of WeAreTheCity and WeAreTechWomen, which is predominantly visited by women, however we do encourage job applications from all genders.
“I am extremely excited to announce the launch of our new WeAreTechWomen job board.”
“The new platform will enable us to connect our WeAreTechWomen members to companies who are serious about building their pipeline of female tech talent.”
“The new platform has improved the overall functionality and look of our previous platform. We now have the ability to feature more content and create dedicated pages for clients in order to promote their roles and tell their stories!”
“I am looking forward to WeAreTechWomen Jobs being the conduit between women in tech seeking a career change and firms who will not just recruit them, but who will actively support their career progression.”
VANESSA VALLELY OBE, MANAGING DIRECTOR OF WEARETHECITY & WEARETECHWOMEN
“
BAE Systems Applied Intelligence are proud to partner with WeAreTechWomen and excited to be part of the launch of their new jobs platform so we can further promote our great company and the broad range of opportunities we offer in tech and cyber to their talented audience of leading women.“
THERESA PALMER, HEAD OF DIVERSITY & INCLUSION, BAE SYSTEMS AI
Looking to advertise your roles?
If you are interested in promoting your open roles on WeAreTechWomen Jobs, we’d love to hear from you. We have lots of different opportunities available to suit all budgets.
To find out more about the new platform, get in touch below.
‘Frat boy’ tech is out: how business leaders can crack the code on gender equality
Tech is not the only industry blighted by gender discrimination, but it is certainly a key culprit.
It was chilling to read of the allegations against Activision Blizzard last month, which claim women in the company have been subject to sexual harassment, unequal pay, and retaliation. It hit me particularly hard because it’s telling that these prejudices still remain in tech, and because the ‘frat boy’ culture label rings some bells from my own experience.
However, across tech, women are rising to the top, and the fact that this Activision Blizzard news is, well – news, is significant. Employees are starting to redefine what their businesses stand for. They’re fighting for their voices and they’re being heard. Business leaders need to sit up and pay attention to what’s happening and fast; the world is changing and today, every voice is one that could have power.
Frat clubs in tech are over – and those hanging on to them will see themselves framed in ferocious articles, which pore over their many deeds of misconduct.
So how did we get here, and what must businesses do now to help break tech out of its misogynistic tendencies?
Busting the male-coder myth
Popularised by pop culture in the ilk of Mr. Robot, The Matrix’s Neo, and – let’s be honest – Mark Zuckerberg , the image of tech has been of a geeky guy in a dark bedroom, coding all day and night.
Recently, this bedtime story has started to fall apart at the seams. This is for two good reasons. The first – girls can, and do, code. Just look at the 450,000 girls in Britain who have participated in programs with Girls Who Code.
The second – tech doesn’t just need coders. It doesn’t even just need computer experts. And it certainly doesn’t just need men. Every skill is needed in technology, and every possible skill set can be accommodated within this sector. As much as with any business, people hire people – so emotional intelligence is key. We need organisers, creatives, project managers, HR, recruitment, designers, ideas people, realists, finance skills, operational know-how, managers – and on and on and on.
It’s up to business leaders to make this clear to the wider market, and to focus on hiring the right talent, rather than the right ‘fit’.
Role models
When I started my career, almost all my seniors were men. I started off in hedge funds and venture capital, where there was little margin for error and a culture already steeped in work-hard-play-hard toxicity.
Now, at Access Intelligence, our board is majority women. This is a pattern I’m beginning to see across the industry – tech firms are finally seeing recruitment initiatives that began long ago pay off in their leadership teams.
But I strongly feel that time should no longer be a limiting factor. Businesses worrying about diversity now cannot afford to wait until their graduates are in the c-suite. Regardless of gender, age, or any other demographic we might fall into – bright and capable people should be facilitated to progress in their career rapidly. Businesses who are truly future-facing are dropping the hierarchy in favour of finding the right person for the role.
It is damning to see any company still engaging in tired, sexist behaviours. Pioneering businesses are diversifying employee skill sets and promoting those with talent over those they’re familiar with. I hope that stories like the allegations at Activision Blizzard become rarer; and I hope that women thinking of joining the tech industry realise that today, those practices are no longer the norm. For now, it’s up to businesses to prove it.
About the author
Joanna Arnold joined Access Intelligence as COO in 2011 and became CEO in 2014. Under Joanna’s leadership, AI has become a business known for its commitment to using technology to transform the way in which journalists, politicians and online influencers access trusted, expert insight.
Her vision is a world of open and effective communication that tackles head on issues from fake news to information overload.
Before Access Intelligence, Joanna’s career included a combination of investment roles and ten years of M&A experience in the software sector. Alongside her role at AI, she is a non-executive director at Trailight Ltd, a compliance SaaS platform, solving regulatory challenges for Financial Services companies. Joanna graduated from Edinburgh University in 2004.
Find out more about gender equality, diversity and inclusion in tech
TechWomen100: What happened next for Carly Britton
In this ongoing series, we speak to our winners about life after winning a TechWomen100 Award.
Now in their fifth year, the TechWomen100 Awards recognise and celebrate the achievements of women in tech – the emerging tech talent and role models for the future.
We spoke with Carly Britton, who won a TechWomen100 Award in 2019.
Carly is the Head of Client Services for VUALTO.
Before University she presented on hospital radio and then throughout University presented on University radio whilst studying Media Studies with Information Technology and Computing. With equal interests in both broadcast and technology she wanted to pursue a career in that field.
As a graduate, Carly worked with many different technologies which was great experience, but it wasn’t until she started her journey with VUALTO where she finally found the career she wanted to pursue.
VUALTO was a start-up with three employees when she started, she joined the company as a webcast engineer but as with all start-ups, she did a bit of everything. She soon found a passion for technical support and as the company grew and moved away from webcasting, she worked on technical support full time.
Over the past seven years with VUALTO growing from three to over 40 employees, Carly grew and managed the technical support team, created a Network Operations Centre and she now manages the entirety of the Clients Services function which encompasses four separate teams. She has found a company and a career that is challenging and rewarding.
Carly is extremely passionate about encouraging girls and women to consider careers in technology. She is a STEM Ambassador and regularly gets involved with local STEM events. She also visits schools and shares her journey into technology with career talks and workshops at STEM clubs. With the support of VUALTO she founded #GIRLCODE which is a free coding class for girls aged 8-14 who want to learn to code in a fun and friendly environment.
How did you feel when it was announced that you’d won a TechWomen100 award?
I was honoured to be announced as one of the winning TechWomen100. It is a great feeling of achievement to be recognised by ‘We Are Tech Women’ as a woman to watch in the industry. The ceremony was an inspiring experience of feeling part of something really positive and it was amazing to hear about other women’s experiences that were so similar to my own.
Please tell us what has happened in your career since winning the TechWomen100 award?
Winning this award has provided me with some really great exposure. After winning this I went on and won Women in IT Awards Advocate of the Year 2020. I have been featured as one of 5 Inspirational Women in IT in Interface Magazine. I have been asked to speak at events and be a part of panel discussions. It has been an amazing year so far with lots of exciting things in the pipeline.
What advice would you give to someone else going through the award’s process?
There is so much more to this process than just winning this amazing award. I have made some great connections and have had lots of exciting opportunities off of the back of winning the award. The TechWomen100 community is an inclusive and exciting one to be a part of.
What tips would you give to our other members to enhance their careers?
I have three top tips for enhancing your career:
1. Find yourself an awesome mentor.
2. Technology is a fast-paced industry – do not give yourself an end goal. Instead be flexible and be open to pivoting your career to move along with the pace of the industry.
3. Stand up for what you believe in and failure is a great lesson.
Feel free to reach out to me on Twitter: digitelle_blog
TechWomen100Nominations are now open
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. Nominations are now open until 10 September 2021.
Recommended Event: 21/09/2021: Exploring Pathways into Tech Careers | WISE
New WISE research reveals how widening career pathways into Tech roles could increase diversity and address the digital skills gap.
Join WISE for a panel discussion with senior figures from UK Tech exploring the results of our latest research and what it means employers trying to close the digital skills gap. Our event will explore how non-linear career pathways into tech roles provide an opportunity for employers to find the talented, diverse people they need to futureproof tomorrow’s workforce. Year on year, WISE data has shown an increase in the number of girls studying computing, as well as the number of women employed in tech roles – 17% of the tech workforce. Although these positive trends are encouraging, WISE members are increasingly concerned about the current skills gap in tech and digital technology roles as well as the persistent gender imbalance in the tech workforce. Earlier this year WISE launched a new research project to form the first step in supporting employers to close the digital skills gap. Join us on the 21st September at our online panel event as we present the findings of our UK-wide tech research and next steps for employers with the launch of our research report as part of London Tech Week.
This free online event is open to all.
BOOK NOW
Looking for more events or networking opportunities? WeAreTechWomen has a dedicated events calendar with thousands of different events to help broaden your network and learn new skills. We have also launched WeAreVirtual - a series of free webinars to help expand your learning online.
Don’t forget, you can also sign up to our bi-weekly newsletter to keep up-to-date with our upcoming events and webinars.
Looking to return to work after a career break? Your Return to Tech programme is open for applications
Tech Returners is on a mission to close the diversity gap in tech and making returning to a career in software development accessible and free for everyone.
Do you or your network know anyone who has had a career break that would like to refresh their coding skills and secure a role with a forward-thinking company?
This September Tech Returners is running its ‘new and improved’ Your Return to Tech programme in partnership with BAE Systems Applied Intelligence and applications are now open.
Returners will receive 8 weeks of expert technical training covering Software Development Fundamentals and Back End Technologies, as well as career coaching and development to enable them to return to the industry and interview for a role with BAE Systems at the end of the programme.
Thanks to the sponsorship and support of BAE Systems, it’s free to take part.
Watch the introduction to Your Return to Tech below
