Rebecca Bristow

Rebecca Bristow | Oliver Wyman

Rebecca Bristow

I gained my MPhys from Durham in 2013, followed by a PhD in Mathematical Physics in 2018, also from Durham, including publishing two first author papers.

Once I completed my PhD I joined the newly formed data and analytics group in Oliver Wyman, and have been working here ever since. During this time I have immensely developed my skills in mathematical modelling (and the associated programming skills). I have experience across a range of projects, with a focus on credit risk models in financial services. Some highlights have been a large project in Python to build a Monte Carlo cash flow simulation model for capital allocation, supporting a bank through a significant regulatory change, and all of the weird and wonderful issues that a new data set will bring.

I have immensely enjoyed getting to wrestle with quantitive problems, and I look forward to continuing to create a career path for myself and others which maintains this strong quantitative focus.

Krista Hyer

Krista Hyer | Oliver Wyman

Krista Hyer

Before starting her career, Krista already had a basic knowledge of software development from her strong engineering background, having completed a Master’s degree from Imperial College London in Chemical Engineering.

After graduation, she left engineering to work in the Telecoms industry for several years as a back-end developer. Due to the extremely high availability necessary in the telecoms industry (five-nines), coupled with the high load that must be handled, she gained strong experience using compiled languages and exercising good development practices to meet these requirements.

With the goal of gaining experience in a wider set of technologies and industries, Krista moved into consulting and is now a Senior Software Engineer at Oliver Wyman. She has worked in the Finance, Energy, and Retail industries, utilizing a wide range of languages including Golang, Python, JavaScript, and CSS.

Throughout her career, she has held additional roles outside of development. For example, she has acted as a scrum master on one team for a year, leading sprint meetings. On another team, she was the testing lead, with responsibilities such as managing the release testing. This cemented her love of testing and since then she has worked continuously to promote the best testing practices possible on her own projects as well as throughout her company.

Listen to our latest She Talks Tech podcast on 'The Future of Data: Protecting Data in a Global Economy' with Deborah O'Neill, Oliver Wyman

She Talks Tech podcast - Deborah O'Neill, Oliver Wyman 2

Today we hear from Deborah O’Neill, the Head of Digital for UK and Ireland and a partner at Oliver Wyman.

In this episode of She Talks Tech, Deborah explores how countries across the globe are asking crucial questions that will shape our future, including, whether free flow of data will persist, how to trust information we’re presented online and what we can do to protect our privacy rights.

Alongside the latest Oliver Wyman Forum research, Deborah helps make sense of the complex intersection between data, trust and the access to services we increasingly take for granted.

If you want to find out more about Deborah – you can connect with her on LinkedIn or visit


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

From robotics and drones, to fintech, neurodiversity and coronavirus apps; these incredible speakers are opening up to give us the latest information on tech in 2021.

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

WeAreTechWomen are delighted to bring this very inspiring first series to wherever you normally listen to podcasts!

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

Produced by Pineapple Audio Production.

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She Talks Tech podcast


Vacancy Spotlight: Digital Consultant | Oliver Wyman

Oliver Wyman

Oliver Wyman is a global leader in management consulting.

With offices in 60 cities across 29 countries, Oliver Wyman combines deep industry knowledge with specialized expertise in strategy, operations, risk management, and organization transformation. The firm has more than 5,000 professionals around the world who work with clients to optimize their business, improve their operations and risk profile, and accelerate their organizational performance to seize the most attractive opportunities. Oliver Wyman is a wholly owned subsidiary of Marsh & McLennan Companies [NYSE: MMC].

For more information, visit

Follow Oliver Wyman on Twitter @OliverWyman.

Oliver Wyman Digital is a dedicated practice within Oliver Wyman, we deliver world-class products that give our clients a competitive edge and our mission is to leave a positive impact on the world. We have mixed agency skills with our consulting roots in order that we can best answer some of the largest companies’ toughest questions. Our global dynamic team deliver at the highest levels across many specialist skill sets including Design, Data Science & Analytics, Project Delivery and Engineering. We’re committed to growth that provides our people the most exciting and fulfilling opportunities and we are looking for more people to join us.

The Role And Responsibilities

No two Oliver Wyman projects are the same: You’ll be working with hugely varied and diverse teams to deliver unique and unprecedented products across industries. You’ll have an opportunity to grow the business through becoming a trusted technology advisor to our clients by solving their business problems. Operating within high-performing, collaborative teams consisting of industry experts, consultants, change-makers, creative designers, technologists and engineers, you will be engaged on rich and varied projects ranging from niche technology proof of concepts to large scale System Integrations. Bridging the gap between OW Consultants and our Digital practice you will be owning the technical project from conception through to delivery

Examples of your project responsibilities will include:

  • Having a clear business vision on technology strategies
  • Provide technology leadership and solutions to clients and colleagues
  • Grow transformational products, platforms and spot new business opportunities
  • Advise and deliver software selection process appropriate for the client - combining bespoke and commercial software solutions

We would love to see some of the following

  • Minimum of 7 - 10 years of relevant digital experience, ideally with a top-tier strategy consulting or technology firms
  • Experience of leading digital delivery projects at scale
  • Knowledge within aspects of digital technology such as tech innovation and strategy, mobile, API design and architecture
  •  Strong background in strategic problem solving with demonstrable analytical skills
  • Outstanding written and verbal communication skills in both formal and informal settings
  •  Willingness to travel although flexibility offered if you need it
  • Know how to take the initiative, seeking out opportunities to learn new skills and put the ones you’ve already got to good use.
  •  Are not just intelligent, but creative too: ready to come up with novel ideas to solve our clients’ biggest problems.
  • Have an aptitude for analytical work, like sniffing out clues in massive data sets or hunting down the key issues in a hugely complex challenge.
  • A willingness to work fluidly and respectfully with our incredibly talented team


We’re serious about making OW a rewarding, progressive, enjoyable and balanced place to work.

Self starters and free thinkers who work well in a team

We are individuals who are self-starting, motivated, energetic, entrepreneurial about what we do

Common aspiration, collective endeavor, shared success

We have the common aspiration to have an impact, leave a legacy and change the world. We have no interest in running a steady-state business. We want to build, grow and shape the environment around us

Straightforward, open, respectful interaction

We value an environment where every member of Oliver Wyman is encouraged and expected to voice his or her opinion

Opportunity without artificial barriers

We value merit and believe that to create a true meritocracy we need to remove artificial barriers to opportunity

Balanced lives

We value people whose lives balance work and non-work activities because we believe they are both more interesting colleagues and are able to make better contributions to the Firm. We push ourselves hard to deliver excellence, but we also work to extract the maximum benefit from the flexibility of a project-based business. We provide the ability to take career breaks for personal or family reasons. We fundamentally value each other’s time, and are sensitive to how it is used. We are an output not input-based culture, have respect for people’s personal decisions, and believe that one's workload must be sustainable. We seek balance for ourselves and our colleagues.


Wincey Tang

Wincey Tang | Oliver Wyman

Wincey Tang

Wincey is currently the Lead Analyst for the global IT Mobility department at Oliver Wyman. She is passionate about driving change to increase and promote diversity in technology.

After graduating from Warwick University with a BSc in Management, Wincey started working as an Industry Analyst for the semiconductors, digital ID and mobile market at IHS. In this role she conducted analyses, wrote and sold market reports, and built relationships with key market leaders at international conferences in Europe and USA.

For the last 6 years, Wincey has worked at Oliver Wyman, where she currently manages the compliance and use of mobile technology at the firm and has recently moved into the technical product management space. Throughout her tenure, Wincey has been 1 of only 2 females in the expanding technology department in London. This, along with her passion for diversity has been the driving force for setting up a Women in IT group at Oliver Wyman, aimed at taking actions to increase and promote gender diversity in technology. Establishing key workstreams to tackle areas of talent acquisition and retention, she is leading a global team and working with Inclusion & Diversity to address challenges. The group has also organised sessions such as unconscious bias training, fireside chats and tech career panel webinars. Wincey has set high ambitions to tackle grass-root issues, to enable Oliver Wyman to become an outstanding example of positive difference for the technology industry.

Outside of work, Wincey is training to be a certified Yoga Teacher and aspires to use the practice to help change perceptions of mental health and wellness in society.

Sepideh Bazazi

Sepideh Bazazi | Oliver Wyman

Sepideh Bazazi

Sepideh is an Associate (junior project lead) at Oliver Wyman, in the Digital practice. Her work has focused on data analytics and software development on several projects across Europe, and spanned multiple industries.

Whilst at Oliver Wyman, Sepideh has worked as a product owner, leading multi-disciplinary teams to build software solutions in agile working ways. She has also developed a social listening application for the automated collection, sentiment analysis and visualization of news data, and generated churn prediction models using machine learning approaches.

Sepideh has also previously worked at fast-paced technology start-ups, and completed a PhD in collective behaviour combining scientific experiments, theoretical models, computer vision and computational statistics. She is passionate about combining science, technology and business.

She is a strong advocate for diversity in the workplace, and has devoted herself to a variety of initiatives, from recruitment (RARE graduate events), volunteering (TERN, The Entrepreneurial Refugee Network), and mentorship programs (Future.Now Careers in Digital).

Michael Khan Oliver Wyman

HeForShe: Michael Khan | Partner and Graduate Lead, Oliver Wyman

Michael Khan

Michael Khan joined Oliver Wyman straight from university and now, over a decade later, he heads up the business’ entry-level recruiting efforts in the UK and Ireland.

Michael is a Partner in the ‘Transportation & Services’ and ‘Pricing, Sales & Marketing’ practices where he leads strategy, commercial, and operational improvements in the aviation, travel, and leisure sectors.

Why do you support the HeForShe campaign and gender equality in the workplace?

Short answer? It’s the right thing to do!

Long answer: I work for a leading management consultancy, and our industry is all about helping our clients to solve their toughest problems. There is plenty of evidence to demonstrate that more diverse teams outperform less diverse teams – so if we want to deliver the greatest impact for our clients (and we do!), having diverse teams is a pre-requisite, not an option.

I see gender diversity as one important element here, but of course there are others – from racial and ethnic diversity to cognitive diversity to socioeconomic diversity – that are critical also.

I’d like to think that we all want to contribute to society – to leave a better world for our children and grandchildren than we inherited – and supporting and advancing gender equality is a great example of one way we can do this. I believe that great strides in gender equality have been made compared to our parents’ or grandparents’ times – but we still have a long way to go.

What are you personally doing to create gender equality in the workplace?

I lead our graduate recruitment activities in the UK and Ireland, and we work hard to understand and try to reduce bias in our recruiting. Unconscious bias training is compulsory for all our interviewers, and our interview format and evaluation approach are designed to give a fair, objective view of each candidate we see. I also work with the recruiting team to analyse our recruitment data at every stage of the process so we can identify skews and adjust what we do to ensure an equal opportunity of success across all genders.

I’m incredibly proud that this focus has seen Oliver Wyman achieve a broadly equal gender balance in our entry-level graduate intakes since 2015. I am firmly committed to maintaining this.

I also mentor women, helping them prepare for a promotion, advance their skills, and working through career goals and how to achieve them. On a personal level, I’ve found this very rewarding, particularly hearing the differences and parallels between their experiences and my own.

How welcome are men in the gender equality conversation currently?

In my experience, very welcome. Gender equality is all our responsibility: to call out behaviours that are wrong, to help all genders achieve their potential, and to recognise (and celebrate) diversity that makes our teams stronger.

Our women’s network, WOW, is open to all genders – not just men but also trans people, people who are genderqueer, and non-binary people.

WeAreTechWomen has a back catalogue of thousands of HeForShe interviews, including Christian Edelmann, George Brasher, Stephen Mercer and many more. You can read about all the amazing men championing gender equality here.

Christian Edelmann

HeForShe: Christian Edelmann | Managing Director, Europe, Oliver Wyman; Executive Sponsor of Oliver Wyman’s Women’s Network; & Co-Founder of Men4Change

Christian Edelmann

Christian Edelmann is Managing Director, Europe at Oliver Wyman.

He is also the Executive Sponsor of Oliver Wyman’s Women’s Network and a co-founder of Men4Change, a network to create and support male allies and advocates for gender equality in the workplace. To find out more about Men4Change and get involved, contact [email protected]

Why I became an advocate for gender diversity

My wife first introduced me to the challenges women can face in the workplace when they are in the minority. She opened my eyes to the lack of gender diversity in most businesses.

I work in the financial services sector, where this is a particular problem. At Oliver Wyman, we’ve been examining the representation of women in senior roles in financial services since 2014. Back then, we found that on average 13 percent of executive committees were women, a number which grew to 20 percent in 2019.

While this is change in the right direction, the pace is too slow: at this rate, it would be 2035 before we achieve gender balance on executive committees at financial services companies. This is, quite simply, not good enough.

Men must support gender equality in the workplace

I’ve been serving as the executive sponsor of Oliver Wyman’s women’s network, WOW, for nearly four years. As a team we are clear about what needs to be done next to accelerate gender equalisation, and it’s not just more activities for women. It’s greater engagement from men.

This makes sense because men still make up most of the world’s biggest companies, especially at the executive level. We must get involved if the whole business is to benefit from inclusion and diversity.

In management consulting, we are addressing some of the toughest problems businesses face. From digitalisation to Brexit to climate change, solutions come from having creative teams. This creativity comes from having a diversity of ideas and perspectives, and an environment of inclusion where people feel able to share their ideas.

Engaging other men in conversations on gender equality

I’ve always felt very welcomed to conversations around gender equality at Oliver Wyman, in part because I am not afraid to raise the subject and ask questions. When I don’t understand something my network of female colleagues have always been willing to invest their time to educate me, for example by sharing their experiences.

Our women’s network has always been open to all genders, but to increase the engagement of men they’ve helped establish Men4Change. This is a forum where men can start to better understand the challenges facing women, get involved with the debate, have their questions answered, and find out tangible steps they can take to make a difference.

When engaging with men, we make it clear that we are not assigning blame. The purpose is to create empowered champions of inclusion, not to reprimand men for the problem. This approach is helping Men4Change expand its reach beyond those who are already interested in diversity. However, encouraging participation from disinterested or passive individuals remains a huge challenge.

The role I play in career development

For most of my time at Oliver Wyman, I have mentored equal numbers of men and women. Now, I actively mentor two female colleagues and am lightly involved advising another half dozen.

I’ve read in the media that some women are less likely than men to put themselves forward for jobs that are very senior or out of their comfort zones. I hope that my efforts in mentoring individuals and sponsoring our women’s network have helped create an environment where everyone feels heard, valued, and able to take up new challenges.

Additionally, we’re looking at supporting career development through sponsorship. Sponsors not only ensure that women are pushing themselves forward, but also use their seniority to actively help them advance.

The future of gender equality in the workplace

Looking ahead, we’re seeing gender-based targets within businesses become more granular: they are no longer looking at senior leadership alone, but increasingly every step of the career ladder. Nurturing the talent pipeline in this way will accelerate the journey towards equality, but, as men are most often at the top of businesses, they need to lead it.

Beyond counting the number of women at each level of the business, executive teams are starting to want to better measure firm culture, as this strongly determines women will stay within the firm in the long term. I expect we’ll see more efforts to track in real-time behaviours and attitudes and identify the drivers behind them. Armed with this information, companies can re-shape their workplace cultures to be more welcoming and inclusive of everyone.

Joud Hadaie

In Her Shoes: Joud Hadaie | Associate and Product Owner, Oliver Wyman Digital

Joud Hadaie

Joud is the product owner for a technical solution used by retailers across Europe.

After moving her university studies from Syria to Lebanon, she now lives and works in London, managing a global team of software developers and designers.

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

Having graduated with a degree in Engineering, I wanted to gain business and consultancy skills, so I joined Oliver Wyman in 2016. After a year, I combined my technical and consulting skills by moving to Oliver Wyman Digital, where I create innovative, robust, scalable software solutions for our clients.

How does a typical workday for you begin and end?

My teams practice agile development, so we like to start the day with a video conference with everyone to discuss progress, priorities, blockers and achievements.

Although the meetings follow the same format every day, no two days are ever the same due to the nature of my job and the project.

I aspire to creating a good work-life balance for myself, so by the end of the day I always aim to be offline from work emails and spending quality time with my husband and hobbies.

Did you ever sit down and plan your career?

I always wanted a career that involved both technology and business, but I didn’t know exactly what that would look like. The digital and technology sector is changing so rapidly even now I don’t know what the future holds for me! But so long as I continue to learn, grow, and face new challenges I will be happy with my career.

What do you love about working for Oliver Wyman?

I’m proud to work somewhere with a culture that helps people flourish. The business puts a great degree of trust in those it hires, and myself and my peers had the opportunity to work directly with senior clients from the very beginning of our time here.

I also love working among super-intelligent colleagues who combine amazing critical thinking skills with a practical approach to problem solving. It’s a collaborative environment where we all learn from each other.

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

I had never stepped foot in England before joining Oliver Wyman. Coming to London made me face a few cultural differences. I had a different working style to everyone else but benefited from continuous guidance, mentoring, and support from my career advisors to help me find ways to adjust to the new environment while staying true to myself.

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

I am very lucky to have participated in several mentoring programmes such as MissionINCLUDE and the 30% Club. I’d recommend them both very highly: they helped me take on new challenges and choose courage over comfort.

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

Networking can help open doors you didn’t even know were there. I network at the conferences I attend, and in smaller, more focussed settings. I’m keen to meet people with similar values and career interests, and of course connect with and learn from people who inspire me.

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

I would definitely say that it is never too late to start a career in tech. You don't have to know coding and programming to have a career in the sector. There are a lot of transferrable skills that you can bring to the table. If you are passionate about a topic then try to be courageous to step into the unknown.

What does the future hold for you?

No-one knows what tomorrow holds, however, I am determined to keep developing myself as a manager and as a person. I want to continue to be inspired by amazing people, especially amazing women. My hope is that one day, having put all my heart and energy in what I do, younger women could look up to me and call me inspiring.



Deborah O'Neill featured

Inspirational Woman: Deborah O’Neill | Partner and Head of Digital, Europe, Oliver Wyman


deborah-oneil-featuredIn her time at global management consultancy Oliver Wyman, Deborah has supported some of the world’s biggest financial institutions and developed a passion around user centricity for business reporting. She is an alumnus of Imperial College, London, and recently co-authored an article for the Harvard Business Review entitled “Using Data to Strengthen Your Connections to Customers.” Deborah is actively engaged in mentoring the next generation of tech experts and is using her role as a senior team member in Oliver Wyman Digital to help support the female talent pipeline. You can follow her on Twitter: @DeborahLabsOW

You’re very open that you specialised in technology relatively recently. What advice do you give to other people and women in particular – considering a career change into digital and technology sectors?

The first thing is to just believe in yourself and that you can do it. Seriously. It’s that simple. It’s a common anecdote that from a list of ten criteria on a job description, men consider meeting five of them as a reason to apply, whereas similarly skilled women view “just” five out of ten as not being enough to support their application.

In my case, I’d found myself working more and more on data, systems, and tech issues, which I really enjoyed. I decided that would be where I would focus my career, incorporating my other strengths of managing projects and clients and being a fast learner and a team player. The business – Oliver Wyman – recognized my potential and supported my move to our technology arm – Oliver Wyman Digital – because of those skills. So, my advice is to go for the jobs you want and, when you get them (which you will), consider moving away from lists of requirements in the job descriptions you write.

My second recommendation is to ask for help and feedback and proactively seek out a mentor. Many people are great at giving constructive advice on how you can develop but wouldn't think to share their experience unless invited to. If your company doesn’t run a mentoring program, you can encourage them to join the 30% Club who provide mentoring for women in business.

Don’t forget that mentors come in all shapes and sizes. They don’t have to be in the same industry as you, or be female, or even be more senior than you. Sometimes the best advice I received was from peers or junior members of my team who have a different perspective on how I could be more effective in my role. Giving colleagues permission to share their constructive feedback and suggestions builds trust within a team and benefits the business overall.

According to Madeleine Albright, “There’s a special place in hell for women who don’t help other women.” What should senior women be doing more of?

Possibly the best advice I was ever given was “lead from the centre, not the top.” Senior women shouldn’t be afraid of acknowledging the gaps in their experience or skill sets and using this insight to surround themselves with people who fill these gaps and elevate the whole team. This approach is far more effective than leading from the top as a means of control. I’ve seen both styles in practice – and I know which one I’m constantly striving for.

Where possible, I think senior women should offer themselves as mentors for other women and advocate for them. It’s also worth remembering that just because they made it to a leadership position, it may not be as easy for others – for a wide range of circumstances – and senior women could be using their privilege of seniority to champion a fairer playing field.

In recruitment situations, I would ask all interviewers to understand the motivations of each candidate. For example, are they looking for a particular development opportunity, and do you believe the role will provide the appropriate challenge? People who are appropriately challenged and motivated will flourish, which is what you need if you want to create a high-performing team.

Where do you see yourself in ten years’ time?

I’m incredibly lucky with the company I work for and the way they supported me moving from financial services consulting into Oliver Wyman Digital. They’ve taken a conscious decision to enable and encourage employees to work in ways that work best for them. Whether this is reducing hours to start a family or a business, they’ve recognized that the best talent may not want to work a five-day week with standard office hours and they’ve adapted accordingly. This has given me a lot of reassurance about my future and that I don’t have to trade off career success against other personal ambitions.

This means that in ten years’ time, I can see myself doing anything I want to do – whatever that may be.

If you had to tweet your top three career tips, what would they be?

In your #career, don’t hesitate to ask for feedback, & for help if needed. It's a strength not a weakness.

Remember: other people DO want you to succeed. #mentoring #career

Go for it! Bring your uniqueness to the challenges you face. #diversity