Latest News
Articles written by our own employees; hot topics, market insights and industry analysis.
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Women in Tech: What are the biggest challenges women in the tech sector face?
DP Connect's Women in Tech series features three articles from our Recruitment Consultant Ashely Thomas. After conducting interviews with some of the leading female experts in the technology sector Ashely explores the roles of women in IT and technology, the challenges they have faced and the advice they would give to other females looking to break into the tech world. Today, the Technology sector remains a male-dominated sector, but what causes the gender imbalance across the industry? Is it harder for women to enter the industry? A recent study from PwC found just 17% of Tech/ICT workers in the UK are female and there has been little change in this figure over the last decade. Working in recruitment for the Technology market, I am personally passionate about this subject and am committed to doing my part to help drive this. I had the opportunity to speak to three very talented and successful female CTOs about the challenges women in tech face. So, what are the challenges women in tech face? Ex-CTO at MarketInvoice who now works at Facebook, Rija Javed explains the biggest challenges women face “more or less the same that any underrepresented group faces in any entity, organisation or community. Lack of opportunities, growth, acknowledgment as well as appreciation (in terms of words and actions like compensation).” Jennifer Anderson, CTO at Incuto believes that the biggest challenge is that the majority of tech companies are still male-dominated. She continues, “It’s about changing that gender perception, that women can code, be tech entrepreneurs and be on the senior leadership of tech companies. Less than 1/5 of the workforce in tech is female and there are not enough opportunities for females to show their talent.” Greenie Cheng, CTO at GrantTree thinks the single biggest challenge women in tech face is doubt. She explains, “it’s particularly difficult for women because we are more likely to internalise the voices that doubt us. It’s easy to think something isn’t working because we’re not good enough, smart enough or talented enough. It’s easy because it gives us the excuse to quit and to end the frustration.” She continues, “frustration is part of the process. Don’t give up just because you think you don’t have it in you. Sit with it. Rearrange it. Study it. Until you figure it out. And it gets easier each time you figure out something when you thought you couldn’t, and you shatter the false assumptions you have about yourself.” Many companies have had Diversity & Inclusion as part of their Board strategic targets for some years, however, without a real focus on creating an inclusive environment that encourages balanced teams, change will not happen as quickly as is representative of our environments. Here at DP Connect, we pride ourselves on our senior management team being made up of 50% women and ensuring diversity and gender equality in the workplace remains a priority for us. Founded by a female back in 1990, we want to ensure that women are promoted and encouraged to pursue a career in tech.
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Ways the cloud will continue to shape enterprises
Cloud technology has changed the way we do business. From how we share and store information to how we connect and work collaboratively with colleagues that are working from home or from another remote location. The emergence of cloud technology has forever changed the way enterprises work and as a relevantly new technology, it’s not set to slow down any time soon. In fact, Cisco estimate that cloud data centres will process up to 94% of all workloads by 2021. Let’s take a look at some of the most important cloud developments and trends and how they will continue to improve and shape the way enterprises do business in 2020 and beyond. Multi and Hybrid Cloud Environments More and more businesses are less concerned with having one cloud supplier and are looking at multi-cloud and hybrid cloud solutions. Taking this approach empowers enterprises to get the best out of each solution and avoids them being limited by the capability of one supplier. Multi and hybrid cloud environments enable enterprises to combine public clouds, private clouds and on-premises resources to be more agile, scalable and resilient to give them a competitive advantage. Emerging Technologies Enterprises are already adopting and seeing the benefits of machine learning, artificial intelligence and automation, this will continue to grow and will become more prominent in their business strategies. In the coming years, we will likely see an increase in the use of artificial intelligence in data centres to proactively solve problems and help make cost savings. Artificial Intelligence can be used in data centres for everything from saving energy to identifying patterns in server or network hardware failures. Remote and Collaborative Working Over the last few months, more people than ever before have been working remotely. When the country was placed in lockdown in March, businesses had to adapt quickly to enable their workforce to continue working from home. The speed at which enterprises adapted wouldn’t have been possible without cloud technology. It’s anticipated that many enterprises will continue to allow staff to work from home in the short to mid-term and in some cases possibly indefinitely. This will drive enterprises to review their cloud capabilities and look at how they can make their business more resilient and futureproof. Collaborative working is likely to be at the forefront of many enterprises’ minds with the recent shift in work patterns. The cloud makes it easier for teams from multiple locations to work together more seamlessly.
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How technology is transforming healthcare
Over the last 10 years, technology has transformed every aspect of our lives. From how we travel to how we order a takeaway, the way we work and how we watch TV. Now mobile technology, artificial intelligence (AI) and new emerging technologies are set to transform healthcare. During the last few months, the NHS and healthcare have been at the forefront of everyone’s minds. The NHS has had to adapt to a landscape that has changed daily and has never been more challenged than during the COVID-19 crisis. Last year, health secretary Matt Hancock warned that the NHS must adapt and utilise new healthcare technology if it is to survive. So, what healthcare technology is available and how could it transform healthcare. Mobile and Video Technology We are already seeing an increase in video consultations with GP’s, surgeons and other healthcare professionals. Remote video consultations can be arranged between medical professionals and patients using either mobile devices or PCs. Since the outbreak of COVID-19 there has been an increase in remote consultations to help protect staff and patients from the virus. It is anticipated that video consultations will become more common place in the coming years. Not only does this help stop the spread of infection it also helps healthcare professionals work more efficiently and potentially treat more patients. For patients, it means they can be seen without having to travel to a physical premise or have to wait in long queues. Artificial Intelligence AI is already used in healthcare through machine learning which enables medical professionals to gain a better understanding of some health conditions, such as cancer. Using AI and machine learning helps scientists explore the vast data that makes up the DNA in the blood of cancer patients. This better understanding helps them identify specific mutations that may put the patient at higher risk and detect those that need further consultation. AI’s pattern recognising capabilities has the potential to enable patients to be screened with more efficiency and accuracy and on a huge scale which will help doctors with overall disease management so they can improve healthcare plans for long term treatment. Internet of Things (IoT) At a consumer level, many of us already wear smart devices that use sensing technologies to track our heart rate, blood pressure and sleep patterns. In the coming years, we may begin to see sensors being placed within our bodies to track glucose levels, temperature and oxygen levels. These results may then be remotely accessed by healthcare professionals to track changes in our bodies and health conditions so they can better manage healthcare management and treatment plans. Augmented Reality Augmented reality has the power to change the way healthcare professionals train and learn about the human body and may also be used to aid diagnosis practices. At Case Western Reserve University in the US, medical students have detailed and accurate access to virtual depictions of the human anatomy using the Microsoft HoloLens to study anatomy via the HoloAnatomy app. Allowing them to study the human body in great detail and accuracy without the need for real bodies. Another development we may see in the future is augmented reality glasses that allow surgeons to ‘see inside’ patients’ bodies using data from scans.
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What COVID-19 could mean for the FinTech industry
As the whole world shifts towards a new reality our focus must now move towards the opportunities and factors that may accelerate the transformation of the digital financial services market and therefore the prospects for FinTech companies. A key question is whether people will continue to use the digital and ecommerce solutions on which they have relied over the last few months? Vodafone, has reported a massive 50% rise in internet usage during the pandemic, and A European customer survey by McKinsey has also shown that people have changed the way they bank as banks severely limited their working hours during the lockdown. There was a significant 20% increase in digital engagement levels and a significant decrease in the use of cash. The answer is probably yes and no. There will always be those that prefer to revert to managing their finances in a traditional way, but the great news is that the key banking survey by McKinsey highlights that customers, who are highly satisfied with their digital banking experience, are two-and-a-half times more likely to open new accounts with their existing bank, thereby encouraging even the most traditional bank to increase investment in their digital offering. New research from KPMG UK, shows that the sector is positioned better than most to deal with any disruption - around half of FinTechs believe they have enough cash and working capital for the next 18 months. But like every other industry there will be those that fail to thrive and some consolidation in the sector is to be expected. What the industry has shown during the pandemic is how innovative, responsive, flexible and agile it is even when faced with total uncertainty. Uniquely positioned new models have already been developed to fit in with the new reality as FinTechs stepped in quickly to help people during this time of need, and we can expect this to continue. A digital solution, named ‘Covid Credit’, for the self-employed to prove a loss of income via open banking and apply for fiscal support from the government was created by Credit Kudos, Fronted and 11:FS coming together over a weekend and Greensill Capital offered their salary finance platform at no cost to allow NHS workers to be paid sooner. Other FinTechs such as Curl came together to develop ‘Save My Local’ through a platform where people can buy advance vouchers for services in an attempt to help their local businesses. What’s clear is that as the world slowly eases out of lockdown restrictions and reopen up borders, the real impact of the pandemic on the FinTech industry will become apparent but it will undoubtedly boost the digitalisation of the financial services sector and leave huge amounts for FinTechs to play for. The increase of digital and cashless payments and the use of e-wallet services will drive the e-payments sector, as the use of ATMs and cash significantly falls and legacy banks find it harder to compete with the cloud enabled, agile services of FinTechs whose costs can be as much as 70% lower than for a legacy bank, with a large branch network. Those businesses offering innovation in the areas of fraud and cyber security can also expect to see strong growth as the virus has led to a spike in incidents. At DP Connect we have always believed that in an increasingly digitised world, digital financial and banking services will be the future. The pandemic and its legacy won’t change this; it will only make the race to succeed sooner and with a few more hurdles possibly along the way.
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Why is there still a lack of women in IT leadership roles?
According to research by PwC just 17% of Tech/ICT workers in the UK are female, a figure that has remained about the same for over a decade. So little change in over 10 years for an industry that is soaring. The UK is the No. 1 top scaling tech nation in Europe and is increasing its lead in the world daily. The latest figures from Tech Nation for 2020 show that in only a year technology investment in the UK soared by 44% to over £10 billion, more than Germany and France combined. For fintech the UK is second in the world, with investment rising by over 100% in the last year alone. With all the investment comes new employment opportunities which has seen UK tech employment grow by 40% in the last 2 years, now accounting for 9% of the national workforce with 2.93m jobs created. So where are all the women? There is no simple reason nor a simple solution, but there are clear areas that are contributing to the ongoing problem. Yes, more women than ever are choosing a career in the technology sector and pioneers have begun to make their claims for leadership, but too many women are still encountering challenges too great resulting in only 5% of leadership positions in the technology sector being held by women. The pipeline for female talent, although improved, is still a primary reason why women are underrepresented. Further research by PwC highlights that: Only one in ten females are currently taking A-Level computer studies. Only 27% of female students surveyed said that they would consider a career in technology, compared to 61% of males, and only 3% said it was their first choice. Just 9% of female graduates in 2018 studied a core STEM subject, according to education campaign WISE. The gender gap in technology begins at school and then carries on through every stage. Clearly more information and education is needed to inspire women. A lack of female role models in the industry also makes a negative impact. Only 22% of students can name a famous female working in technology. Whereas two thirds can name a famous man working in technology. This of course can reinforce to young and influential girls the perception that a technology career isn’t for them - over a quarter of female students say they’ve been put off a career in technology as it’s too male dominated. The image of the industry frankly doesn't help either. Numerous stories circulate about the male dominated culture in tech firms and how women who do make it struggle - past research by Harvard Business Review showed that in the US women working in STEM fields were 45% more likely than their male colleagues to quit within a year. There is a however a new generation of women who are making more demands - more than eight out of 10 female millennials in Britain say they seek out employers with a strong record on diversity, equality - and as the job market is very candidate led more and more businesses are trying to sell themselves on their employer brand and how much they value culture, diversity and work-life balance. Government backed initiatives such as the Tech Talent Charter are also driving change by bringing together industries and organisations to commit to adopting recruitment and retention practices to create a more diverse tech workforce however there is still much work to be done. The fact remains that the technology industry is still an industry predominantly dominated by white males and so often many initiatives such as a company always having a female board director are ‘one off’ initiatives - it took Airbnb 10 years to add their first female board member in 2018, two years before its planned IPO. We believe that the demand for STEM talent globally will drive the real change needed as companies will simply be unable to ignore or lose all the capable female tech talent out there and will be forced into making the necessary changes. At DP Connect ensuring diversity in the workplace and promotion of women in technology has always been our priority, after all we were founded way back in 1990 by a woman, and female empowerment remains our priority today. This is why our senior management team is made up of 50% women and why we have won awards such as Recruiter Magazines ‘Most Effective Flexible Working Strategy' award.
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Is coronavirus the end for cash?
Dosh, Readies, Bread, Dough, Coin, Moolah, Spondoolies, Wonga or even just plain simple cash, no matter what you choose to call it I think we can all agree that for many, many years cash has always been king. But in recent years the use of cash has steadily declined and now, according to the latest UK Payment Markets Report from trade body UK Finance, people are turning their back on cash preferring to use debit cards and contactless instead. The latest figures show that less than a quarter, just 23%, of all payments last year were made by cash. In 2014 it was 48%, so it is a big change in just 5 years but as last year UK Finance also predicted that cash would make up just 9% of all transactions by 2028 it is not a totally unexpected event. What has been a totally unexpected event is coronavirus and with it a growing preference for contactless payments. Contactless usage has boomed during the pandemic as businesses and consumers began rejecting cash payments over fears that cash is a dirtier way of paying and could help spread the virus. It is worth noting though, as of writing, the WHO has made it clear that handling coins and notes does not pose any more of a risk than touching other surfaces including cards, pin pads and phones. Debit cards and of course contactless do of course offer a level of convenience for both customers and business owners, especially as the contactless limit was raised to £45 in April. According to Which?, a third of all the UK's bank branches have closed since 2015 with many more earmarked for closure, making it much harder for a business to bank their cash takings and making taking card payments far more attractive. Although the decline in the use of cash has been expected, there are growing fears that coronavirus could speed up the decline of cash in the UK as people’s fears about the health risks of cash continue after the pandemic. Natalie Ceeney, who chaired last year's Access to Cash review, which found that the UK could become 'virtually cashless' by 2035, commenting on the findings said: 'This UK Finance data was taken before the impact of coronavirus, which has accelerated the shift to digital payments and further challenged the viability of the cash infrastructure. It's essential that we ensure that everyone is included in our economy, and until digital payments work for everyone, we need to maintain people's ability to access and pay with cash.' The figures produced by Finance UK highlight that an estimated 2.1 million people still mainly used cash, a figure down just 600,000 people from 2016. Cash machine withdrawals have dramatically fallen during Britain's coronavirus lockdown, although as people were stuck at home this was to be expected, but fears over the negative association towards cash has led one of Britain's largest ATM providers NoteMachine to launch a 'Cash is Safest' campaign aimed at the public and retailers, with its chief executive Peter McNamara telling us the idea cash was a dirtier payment method was 'the greatest piece of fake news floating around at the moment.' John Howells, chief executive of Link, Britain's cash machine network, has also called for legislation to maintain cash for 'as long as it is needed.' He said: 'Less than ten years ago, cash was used for more than half all of payments. Yet, over the past five months we have seen reductions in ATM volumes that were expected over five years - we think it could be as low as one in 10 payments now. 'During the lockdown we have seen a large drop in ATM volumes, down by 55% and while these numbers have begun to come back up Link research shows because of coronavirus, 54% of consumers say they will use cards more and 38% said they will do more shopping online and 33% said they will use ATMs less. 'Link therefore does not expect all of this decline in cash use to be reversed and that is putting a huge strain on the sustainability of the cash system. There is still almost £1.5 billion being withdrawn from ATMs a week and millions of people aren't yet ready to go cashless.’ Age UK has also warned the financial watchdog that the UK's 'headlong rush towards a cashless society' will be catastrophic for the most vulnerable as the charity reports a rapid increase in the number of older customers who say they have exhausted their cash supplies in the pandemic and fear they could soon run out of food and other essentials. Many businesses are also expected to make the decision to move away from using cash as they emerge from lockdown as research conducted for Money Mail by Amaiz suggests 50% of small businesses have gone cashless or plan to do so because of the pandemic. Major supermarkets, including Tesco and Sainsbury's, have been actively encouraging customers to not pay with cash since the pandemic began in March and when B&Q re-opened its stores recently, in an effort to reduce contact between staff and customers, they were only allowing purchases paid for by card or using contactless. The Government’s response to the decision has been non-committal in many ways, although draft Government guidance to business has stated that retailers should accept only cards or contactless payments while the coronavirus is still a threat. Today we simply have more choices than ever in how we choose to pay for things and the likelihood is that there will be even more new payment systems and new currencies such as Bitcoin. However, it is unlikely we will see cash die out in the near future as people will continue to demand access to it.
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Looking after your mental health has never been more important
A lot of us will be working from home at the moment and all routine would have faded from our memories after 6 weeks of lockdown. For those who struggle with their mental health those routines would have been even more important. The interaction with colleagues, knowing pretty much how your day ahead was going to look, or simply giving reason to getting yourself dressed and out the house. And for those who have been furloughed the loss of all of this will be even harder. If you have had to take the difficult decision in furloughing your employees, or yourself or your colleagues have been furloughed, it is so important to check in with them. How are they coping? Do they live alone and are struggling with loneless in isolation? Have they got all the essentials they need if their mental health has been affected? Here are some things you can do to help yourselves, your colleagues or your employees who need you now more than ever: Connect with each other - set up a video call with your team, or even an old fashioned phone call with someone you know may be particularly struggling. Self-isolation is difficult and relationships are key to promoting good mental health. Reach out to each other and arrange virtual book clubs or watch parties: each person can choose an e-book or netflix film/series to read or watch and then you can catch up weekly on what you thought of it. Be physically active - encourage one another to do some form of exercise every day, whether it be going for a walk, doing a YouTube workout video, or taking time for some midful yoga. Help each other by setting goals and praising your peers when they have achieved it. Keep mentally active - the current situation is causing a rise in anxiety, even from those who normally have good mental health; the uncertainty and worry can overtake and spiral out of control in particular for those who already suffer. Being mentally active and keeping your mind occupied can help ease anxieties. If you are not working currently you may have a skill that can help others; many are currently home schooling and would welcome your knowledge via a skype call! Dust off a jigsaw puzzle from the back of the loft and exchange them with neighbours/friends/colleagues once you have completed them. Or how about a card game? "Solitaire" has been my personal go-to! Learn a new skill - do any of your colleagues have a skill you would like to learn? Why not teach each other virtually? I think we have all attempted baking something so far this lockdown (some with more success than others!) - video call a peer and share your baking knowledge. Or do you know a colleague had some DIY jobs they were waiting to be done - can you provide them assistance overe the phone - reach out and help each other keep busy and motivated. We would love to hear any heart-warming stories of how you and your teams have supported each other so far. If you have a designated Mental Health contact in your organisation remind your peers that they are available even if it is just for a chat during these times. Useful links: https://mentalhealth-uk.org/ www.anxietyuk.org.uk www.thecalmzone.net www.menshealthforum.org.uk www.mind.org.uk www.nopanic.org.uk Here are some snaps of how we have been keeping ourselves busy and our brains occupied! (*Disclaimer* A lot more binge eating has been done than necessary but no one needs to see that!)
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How to Virtually Interview and Onboard New Hires
The term unprecedented is far too over used at the moment, so lets say that in these ‘different’ times, recruitment has to be completed in a slightly different way to what it has been before. With many companies previously utilizing large scale face to face meetings and in depth onboarding processes, it can be somewhat daunting to know that you will be relying on a more remote interview process to bring on new staff. However, rather than pause recruitment, we have seen many clients adapt the way they recruit technical employees to suit the environment and allow them to continue with their growth plans. The technology market will be the first to bounce back, due to the more remote elements that can be completed - https://www.recruitment-international.co.uk/blog/2020/03/uk-tech-industry-to-remain-resilient-in-face-of-covid-19. So how can you adapt your interview process to allow you to still recruit top talent, but be able to ensure team fit? Here are some examples of what some businesses are doing in the market, so hopefully it proves some guidance for you: - Interviews Client A’s ‘normal’ process: - A telephone Interview with a line manager A 5 hour half day face to face (including technical test, meeting a range of people, coffee meetings for cultural fit etc) They have adapted this to:- A telephone Interview with a line manager Completing the interview via Video Conference. They will use Hackerrank for the coding exercise, and just video call the candidate at intervals to see how they are getting on with it. They will then have predefined slots, where different team members will call the candidate and have conversations etc, and try to replicate the coffee meetings at best as possible. The 5 hour nature of the interview will probably be broken up into more manageable 1.5 hour – 2 hour chunks as virtual meetings can usually be more intense. This still allows for a technical Q and A, as well as a range of people from different teams to speak with the candidate to gauge team fit. This can also be used as an opportunity to adopt more remote interviewing capabilities when the office is open, and help you to fill hard to fill roles with people in different geographical locations who are looking to relocate, without having to drag them across the country, or from further afield. Onboarding Normally an onboarding process is quite ‘dull’, you learn where the fire exits are, where you go for lunch and sign lots of paperwork before sometimes being taken to lunch. This can easily be adapted to a more remote level and utilise the power of technology more than ever. We have one client who have adopted the following: - They have increased their internal communication channels to include Slack and Zoom on top of what they had already existing. This helps as it can allow departments across multiple “sites” to work together. They mail courier a laptop to the new starter with all the necessary software installed, so the employee can get up and running straight away. They have then created a buddy system, whereby the first few weeks work and expectations have been pre-planned, and the buddy will be their point of contact, to assist with anything technical and otherwise. They are also still doing the ‘first day lunch’ but over Zoom, and are setting up things like video quizzes to ensure lots of collaboration and interaction, so when the employee does go to the office, they won't feel like a newbie, but as part of the furniture already. There are a number of things you can do without the need to be physically in the office to ensure your onboarding process is as strong as ever whilst being virtual – we have developed a guide for you here: Virtual Onboarding Guide If you require any assistance with virtually interviewing or onboarding please contact Ryan Lanham on rlanham@dpconnect.co.uk
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Top Tips for Virtual Interviews
Top Tips for Virtual Interviews For the majority of companies who were adjusting to working from home, their hiring campaigns suddenly did not seem to be at the top of the agenda as lockdown gripped the country. However, now we are a couple of weeks in to this new way of working, most of our clients have begun to adapt and are keen, like ourselves, to carry on with business as usual. This includes continuing to hire for those essential roles, and therefore adjusting their interview process to fit with this new way of working. Usually you could expect a telephone interview followed by a face to face meeting with your prospective new employer. But this has forced most organisations to be dragged in to utilising the great technology we have available…and realising they can still hire great candidates without that face to face meeting. It is crucial to ensure you prepare yourselves for these virtual interviews as employers may still be nervous to hire without meeting you face to face… prove to them they do not need to be. We have compiled our top tips for virtual meetings, whether this be using Microsoft Teams, Skype, Zoom or any other technology the client requests. Test your technology – even if you are using software you are familiar with, ask a friend to test out your connection; that they can hear you clearly and your laptop/PC is positioned to see your head, shoulders and torso. Imagine you are across the desk from your potential employer, this is how they should be viewing you on camera. Dress for the occasion - just because you are at home, you are still having an interview. Clients may not expect you to be fully suited and booted, however a smart dress code should still be applied. Be aware of your surroundings – many of you will also have family members at home during this time. Ensure you have a quiet spot in the house set up where you will not be disturbed by background noise or people entering the room on your video call. If you do not have an office try to position yourself at a table as if you were in a face to face interview. If you can have a blank wall behind you then sit yourself accordingly. Organise yourself - have a glass of water to hand, your CV, any notes you may need etc. However, do not be distracted by reading off your notes or shuffling paperwork. You are in a position where you may be able to glance at questions you wanted to answer which may normally slip your mind or key points about the organisation. Body Language – because you do not have that face-to-face connection with the interviewer your body language and enthusiasm becomes even more important. You cannot give a firm hand shake but you can smile, be yourself, relax and maintain eye contact with the screen. Although on starting your role you may be working from home, the interviewer will still want to ensure you are a good personality fit for their organisation. Preparation – this stands for all interviews whether face to face, over the phone or virtually. BE PREPARED. The interviewer will want to know you have researched their organisation, the job role, the skill set and any potential questions you may be asked. Speak to your consultant at DP Connect about anything else you may need to prepare and some more background on the vibe of the organisation. If you have any questions on interviewing in the current climate do not hesitate to call Matt Taylor on 0208 466 3656
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5 Top Tips for Women Considering a Career in Tech
Are you a woman considering a career in tech? Are you sometimes apprehensive about what being a woman in technology means? Women may still be in the minority in tech, with just 17% of the workforce being made up of women, however, in order to engineer change in the situation, more and more women need to break into the industry. A career in tech is an excellent choice, it can be well-paid, offer great opportunities for remote and flexible working, and with the pace of advancements in technology it can be an extremely rich and diverse industry to develop alongside. WomeninTech.co.uk have compiled 5 top tips to help women considering a career in technology: 1. Become a relentless learner Technology is always changing along with new industry trends, iterations and inventions. If you are considering a career in the tech industry then it is important to open as many doors as possible for yourself by always learning new skills, staying up to date with the latest tech trends and never losing that thirst for knowledge and development that sparked your interest in tech. Having an arsenal of skills and knowledge in your field will give you a competitive edge in the eyes of employers and organisations. Learning doesn’t have to mean always enrolling on courses, there are so many free resources out there to gain valuable insight, knowledge and skills such as books, podcasts, YouTube videos, and forums. 2. Network and connect Seeking out mentors and/or opportunities to network and connect with other women in tech is a really positive thing you can do for yourself to not only increase your understanding and picture of what it’s like to work in tech, but also it can be a way to discover new opportunities for work experience, or even a future referral for a job. Attending networking events or signing up to a mentorship programme will provide you with support from someone who has perhaps been in your shoes and can make you feel empowered and supported that you can do it too! Women empowering women is an important part of working to increase female representation in tech. 3. Seek out inspiring role models The power of role models to inspire and innovate is a great thing to utilise when considering a career in tech, especially if you are a woman and entering as a minority in the industry. Everyone will have different stories about how they entered their fields, what qualifications they gained, work experience they embarked on and advice for those at the early stage of their career journeys. Role models are powerful because they are examples of real people who have been in your situation and therefore they are extremely relatable. A way to discover role models is to read case studies because this is a quick and accessible way to feel like part of a growing community of women in tech. 4. The possibilities are endless! Research your options It’s really important to do as much research as possible into what sector of tech to go into as well as the different jobs available in the tech industry. Often there are misconceptions that working in tech is mostly coding or software developing, however, this is not the case. Tech covers a broad range of roles and there could be jobs out there in tech you hadn’t even thought possible. For example working in tech can mean working as a project manager, as an analyst, user experience guru, IT support and even tech sales to name but a few. From health tech and artificial intelligence to web design and aesthetics, the more you start looking into tech jobs, the more diverse the picture of working in tech becomes. 5. Take advantage of your unique position as a woman in tech More and more organisations are committing to fixing the issue of gender imbalance in tech, and this means that if you’re a woman considering a career in tech you are in a great position to put yourself out there and take advantage of the opportunities being created to attract more women into the industry! Technology has such a broad definition and because of that can often seem quite daunting, but it’s important to have confidence in your abilities to bring your talents to the industry and thrive. From specific business grants aimed at helping women in tech, to an ever growing list of employers committed to creating gender diverse tech teams, it’s an exciting time to be a woman considering a career in tech. For more information and career advice visit women in tech here Or call DP Connect on 02084665666
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