Becoming influential – choosing our top 50 women in UK tech

Every year, Computer Weekly compiles a list of excellent women in the technology industry with a focus on a particular trait: “influential”. But what does influence actually mean?

When the judges are deciding which of the hundreds of nominated women will be making our shortlist, influence is one of the criteria we ask them to consider when making their choices, and we give them this guidance to explain what we’re looking for:

“Influence: What authority or ability does the person have – either through their personal position or the role they hold – to personally influence the development of the UK technology sector / community, or to influence others in positions of authority?”

This is just one interpretation of what influence means, and while its emphasis is on those already in positions of authority, influential does not necessarily mean senior.

This was one of the points made at Computer Weekly’s annual diversity in tech event, in partnership with Harvey Nash – everyone can have influence, from CEOs and decision makers, to inquisitive students and curious children.

Which is good considering the recent Lovelace report highlighted how so many women struggle to get to the top of organisations, claiming not to have the career path they had planned.

Not only are there very few women and minority groups in positions of seniority in the tech sector, but many women are choosing to leave the technology sector altogether for one reason or another.

In many cases this is because of a lack of progression, lack of equal pay, or inhospitable work culture.

Thankfully influence at all levels can help towards solving this problem, but with a few caveats.

The first caveat is not going it alone – the lack of diversity in the sector cannot be solved by one voice, and the community has been adamant during recent difficult times that handing the torch to other trusted associates is important for maintaining consistent pace of change without burning out.

The second is the brutal truth that most hiring, promotion and career development decisions in tech are still made by men, and men need to add their voices to the calls for greater diversity. It can’t be left to underrepresented groups to solve the sector’s problems – the support of allies cannot be overlooked.

We had a record number of men at this year’s event, and their influence and support matters, too.

Finally, bravery is paramount for positively using your influence.

If you are not in a position of power in an organisation it can feel intimidating to call out issues you see, or to challenge the status quo.

Talking to people, joining organisations, teams, groups and projects, sharing your opinion, going to events and speaking up about ideas and issues are all good places to start.

Anyone can use their influence to steer their organisation, their career, their colleagues, their parents, friends or children – they just have to be brave enough. Influence can start by influencing one other person in a positive way and building from there. Everyone can have influence. Even you. Ask questions, speak up, be brave and make a difference.