Diversity in tech 2023: Bev White, Nash Squared

Copyright TechTarget - All rights reserved ComputerWeekly’s best articles of the day https://cyber.law.harvard.edu/rss/rss.html Techtarget Feed Generator en Wed, 17 Jun 2026 19:28:35 GMT https://www.computerweekly.com editor@computerweekly.com In this video from Computer Weekly’s annual diversity in tech event, in partnership with Nash Squared and sponsored by NatWest, Bev White, CEO of Nash Squared, talks about the challenges the tech sector faces when it comes to increasing diversity and inclusion. Likening these challenges to a “thousand tiny walls” that need to be demolished, White explains how there is no single action that can be taken to increase the diversity landscape of the tech industry, but rather the many small actions taken by underrepresented groups and their allies. <a name="_Hlk153378490"></a>These actions include developing an inclusive culture within businesses, offering flexibility to all employees through hybrid working, breaking down the stereotypes of who can work in the technology field and developing talent. The full transcript of the video is as follows: “It's amazing to be here today and to look out on all these incredible faces. So much talent in this room, it’s incredible. Nash Squared have been partnering with Computer Weekly on diversity in tech for over a decade now. So I guess we've done that since you've been in Computer Weekly Clare? Sounds like it - 10th anniversary. Through those 10 years, we've seen some really good, incredible things happen. But I think we also need to acknowledge, as Clare's referenced there, that progress can be painfully slow still. “For instance, take this auditorium filled with these amazing people. If this was representative of the wider tech industry, only two tables would be filled with women, because that's how it is. I mean, just look around and just kind of take that on board for a second. “Now I take heart, because the thing is, we're still talking about it. And we're trying to solve these issues. And quite often, I think about things in very different ways. So I don't think there's a silver bullet, there is no one way to address this issue. <a name="_Hlk153273337"></a>“I think about it sometimes as taking down a thousand tiny walls. And this is something actually that my marketing director Rob and I talked about pretty much on day one of when I joined our business, and it was all about <a name="_Hlk153378476"></a>creating a culture and an environment where things are sustainably done, not done to tick a box, sign a policy, get something approved, but actually to make a difference over time. “Now you have to be patient when you do that. And you have to do things in a thorough way and to take people with you on that journey. That's really, really important. But let's look at some of those tiny walls that some of us are working on together. And there'll be many more of these tiny walls that you'll talk about this afternoon. “But let's look at hybrid working. So this year, we've seen many publicised reports from very well known companies mandating their employees need to be back in the office five days a week. In our current <a href="https://www.computerweekly.com/news/366557213/More-office-days-leads-to-fewer-women-says-Nash-Squared">Nash Squared digital leadership report</a>, we found that organizations that mandated five days a week attracted 25% less female tech hires than those that mandated one or two days a week. “So, note to self, because I think we all need to kind of take this on board and think about it, we want to break down a tiny wall. Let's start here, let's think about what our hybrid working policy needs to look like. “I was talking to someone outside of the business this morning, about just this topic. And I said, you know, actually, you have to think back to before COVID, when we probably all were in the office, mostly five days a week. How diverse was it then? So really getting us all to come back five days a week? Is that gonna make it better? I mean, there's real value, right, and we'll talk about that this afternoon in being together. But that isn't necessarily the answer. “Another wall, a very narrow view on what a tech expert looks like. There's incredibly talented people. And I'm thinking I'm looking at a lot of you here who followed the traditional path, stem A-levels, computer science degree. There are also some incredibly talented people that have taken a very different path, and have incredible jobs and contributing amazing things to the world of tech right now. “Today, we also contribute at Nash Squared and out in the coffee area, you may have seen a stand that says ‘Next Gen’. Please, if you get a moment, go meet them and talk about how we can bring fresh, bright new talent through to the world of tech and contribute through a different way. I think this is an exciting way of getting great new people. So let's think about that tiny wall. “There's gonna be many different tiny walls, some bigger walls that we hear about how people have taken them down. And I really encourage you to think about what gets said today. I know last year, I came away with about five or six really burning topics I'd heard from incredible speakers. And I'm sure you're going to experience that too. “Today's not just about walls, though. It's about celebration. And that's really important. All of the wonderful things that our industry achieves. I can't think about a better career than going into the world of tech. It's creative. It's pretty well paid. And you have an opportunity here to really change the world. Really do change the world. I mean, one small thing can make such a big difference to a business and go on and change lives. I think it's incredible the work that you guys do.” In this video from Computer Weekly’s annual diversity in tech event, in partnership with Nash Squared and sponsored by NatWest, Bev White, CEO of Nash Squared, talks about the challenges the tech sector faces when it comes to increasing diversity and inclusion. https://www.computerweekly.com/video/Diversity-in-tech-2023-Bev-White-Nash-Squared Wed, 13 Dec 2023 11:59:00 GMT Diversity in tech 2023: Bev White, Nash Squared In this video from Computer Weekly’s annual diversity in tech event, in partnership with Nash Squared and sponsored by NatWest, Suki Fuller, intelligence advisor and fellow at Miribure, gives her acceptance speech as the 2023 Most Influential Woman in UK Tech. Everyone has influence, Fuller reminds the audience, encouraging people to band together to push for change and make a difference – alongside death and taxes, change is a constant which we all need to embrace. As well as highlighting the importance of education in developing a well-trained and diverse future workforce, Fuller points out being a woman in tech should not define someone – what we do and how we identify are not the same thing. “Being a woman in tech is not a job,” she says, hoping in the future there will be no need for events specifically aimed at subsections of the tech population. Below is a transcript of the video: “As much as I do often get to speak in front of global audiences, it's always a lot easier when you haven't actually had coffee with the people, hung around and chatted with them, and broken bread, you know. A room of 20,000 is a lot easier and being on BBC way easier than this. "So I did write a few things down, but I probably will forget them. I do want to start out first of all by saying thank you so much to Computer Weekly, and to Nash Squared, and for everybody that voted with me, because it's always a little overwhelming when you see the support that you have. "I'm gonna take the flowers because I feel like saying I don't deserve this, but I do. Take the flowers. A lot of people know me and they think I'm very much an extrovert. And I have this personality that when I am in public, I am an extrovert, but I am not by any means an extrovert. I'm an ambivert. I'm a programmed extrovert from childhood, I was always very introverted, you wouldn't even know I was in the room, I was reading a book. "But you learn how to do this. And that's the other thing that you can learn how to do is influence, it's about making a difference. It's not something that you just do one day, you learn how to do it from childhood. And that's what we really need to teach our children, and those that are growing up in the world is how they can make a difference, and how they can be the influences to change the mindset of people understanding how we can be equal. And so learn how to do that. Teach how to do that, what can you do, and it is really education. "If there is one thing in the world that I think is needing to be done, it's education from very early, and it's reinforcement of that education. Because the gap within technology exists because there was a lack of education. And it continues to be that way. You can't teach about technology or about maths right now. Because you don't have the people to teach it. The gap exists because the education was not there for so many. "It's not just gonna be fixed overnight. Leveling up can't happen, because you don't even have a base level. There's no foundation. So you have to build the foundation. What we need to do is we need to make sure that the generation that exists now, nobody wants to be a teacher, at least I don't know anybody does. I did it for a year I taught a university. Ooh, let me tell you, I think little kids are a lot harder than teaching 18 and 19 year olds, but that's what needs to be done. "So where the recruitment is in the world, it is about teachers, because we're going to constantly be topping out. We have to start there. So it is go to those schools, talk to those little kids, and tell them hey, guess what? Everybody wants to call you a nerd because you like maths, guess what? You are the person that is going to be fixing their computer, when they come to you 20 years from now going, 'I can't fix this,' you're gonna go 'Oh well, yeah, I'll fix it for you.'. "Tell those kids, those are the important skills, learning how to talk about maths, learning how to talk to your friends, explain what we're doing. That's what I do in the world. "As an intelligence analyst, it's great, you know, you get to look at all the data, you get to say 'This is likely to happen. This is highly unlikely, and this is definitely not going to happen.'. But what those decision makers decide to do with that information is what's important. And that's what we need to be able to translate to people is how important understanding that data, understanding the information and translating it to really reinforce the impact that you can have, as somebody working with this and telling decision makers, this is important. And them understanding the data to reinforce that if you can't even explain that it's not really going to make a difference. The dial isn't going to be moved, nothing will change. "I always tell everybody that I'm kinda like Tom Hagen in The Godfather, you know, like the consigliere, because I'm not the person out front. As an intelligence analysts, we are not the person or the people out front. We are the supporters, we are back there advising the decision makers. And so I understand not everybody on the [Computer Weekly most influential women in UK tech longlist] can be number one - 652 people, I think, on the [long]list, not everybody is gonna get to be number one. "But that doesn't mean that you don't have influence, that doesn't mean that you can't enact change. That does not mean that you cannot be the person speaking into the ear of that decision maker saying, 'How about we take a look at this? How about we do this differently?'. That's all that's needed to make change. "As we always say: it takes a village to raise a child. Well, guess what, it takes a whole bunch of people to make a change in the world, one person cannot do it. And you know, we have 50 people on the [short]list. We're 50 people, there are 652 on that long list, every single one of them makes a difference. I'm just one person, I just happened to be here at this spot today. But those 652 people, they are what make the change. And we just have to keep on going. "I'm sorry, I can start you know, like mini rant, I could do a mini rant. But I'm keeping you away from food. And I know that is very important. I do want to thank Russ Shaw, because it's really important that we acknowledge our allies and supporters, especially our male ally supporters, because this room is one of those rooms, we've got a whole bunch of male allies in this room. And that's really important. I'm speaking to the converted here, what we need is that they go out and spread it like a virus, cough on people like it's COVID. Totally inappropriate. But that's what we really need to do. "We need to make sure that you have the support from us, when you go out and you speak to people that you, when you go out and you speak to other men, that you can say, 'Hey, I'm not sure how to approach this,' you can come to us and we can support you too. Because it's not just a one way agreement. It's two ways. We have to support each other. So spread it, spread like a virus. "Um Jen McKinley, she's not here. She had to leave earlier, she's gonna be really mad. But um, she has been probably one of my biggest champions ever. And she's another person who's a supporter. She has been my first friend that I made in the tech space when I first moved back to London. Despite the accent, I'm British American. I was born in Balham. But, but she's been there constantly throughout this journey. "Sarah Luxford, who is on the Hall of Fame Hall of Fame. She's on the Hall of Fame. She is the co-founder for the women in tech TLA women in tech group. She's really the one that sort of pulled me in and said, 'Hey, I'd like you to get more involved.'. And I was 'Okay. Sure, I'll do it.'. And here I am. "And Flavilla, who has been my my newest little champion, there making me from the GTA, black woman in tech group, because she's really pushed me to be a little bit more public within this space. And because I'm quite happy to always be the intelligence analyst and be the, the ear that guides others. "As I always say to women, and sorry for anybody else who does not identify as a woman, but this is what I always tell them. Being a woman is not a career. It's who we are, it's not what we do. Being a woman is not a career, we work in tech, we happen to be women, we happen to be men, we happen to identify as however you identify. The fact of the matter is, what we do is tech. Everything else is just how we identify. "And that's what we need it to be. We need it to be an event where we can say, 'Hey, I work in tech,' and we can celebrate everybody. And that needs to happen. Maybe not in my lifetime. But we don't ever go to events where it's men and go oh, some men in tech event. We just have an event and it's tech. So I want to see the day I want to see the day where we can just have this list. Be a list of celebrating people in tech, and yeah, we're celebrating women, we're celebrating everybody, I want this day to come, I'd like it to be, you know, in the next 20 years, so I'm at least around. "I don't know, if I'm gonna live past, you know, like 80 or 60, or something. I don't know, I got some bad habits. I like the food. But um, another piece of feedback I'd like to give as an intelligence professional when I'm working with startups, or with any small organization. I always ask, well, how they're building their functions. And they want to talk about, 'Oh, we got a marketing team, we've got this team, a sales team.'. Oh, yeah, that's great. Do you have anybody who's supporting your DE&I mission? 'Oh, we're not gonna do it,', you know? Okay, well, I can see your growth is not gonna go that far. "And I usually build that into, you're asking me about intelligence. And I'm telling you, the intelligent thing to do, in order for you to have an advantage is to build this in now. Because reverse engineering, it only works to a certain degree. But if you're new, you can build it in now you can build that function in and when you grow, it's already there. It will spread like wildfire, and your company will grow with something positive, already ingrained. And that's what we need to make sure it's happening with our children, make sure it's ingrained, because then it just becomes part of your personality, just like it will become part of the culture of your organization. "For those that are existing now, you need to make sure that when you are bringing in new people that they have that mindset, if you got to get rid of your whole HR department, maybe you might need to do that. Sorry, HR people, I don't mean to get you fired or anything. But you know, that's what sometimes it is a matter of extreme actions sometimes be billed the reaction, and people don't like it. "But change is unpleasant for many. But the only thing that is true, as everybody says death and taxes, actually no people are building cryogenics. So there's a possibility that might not even happen. But the thing that is very much true about life is that life is change. Those two are synonymous. "If you are not changing, then you're probably, can't even say you're dead because you decompose when you're dead. So there’s always change. And that's what people really need to accept, life is change, change is inevitable, accept it. And that's what we need to make sure that people start accepting the change that we are bringing in and that we have consistently brought with being equal. "And I'm going to end now on this thought. I liked the point about being dissidents. Because I really liked the poem too. But you know, this is being recorded. At home, my grandmother's religion, religious guilt, religious guilt. But the fact of the matter is, everybody in this room is a dissident, because you are actually the ones that are saying this needs to change. "And we need to make sure that that is really impacted and imparted on the next generation, the generation after us. Whatever the children, I, for me, it really is about children, and I don't even have kids, it really is about the change that needs to start at a very young age. "And as somebody who has the things that I have seen the things that I cannot tell you that I've seen, being an intelligence analyst, it does, it comes down to that change is the mindset that starts out really young and then reinforced, because that's where the biggest change occurs. "So, all right, I'm gonna shut up because I'm thirsty. I need to use the bathroom. I will say really embarrassing things. And I'm wearing heels and everybody that knows me. I like my Adidas and I didn't wear them at this moment, but I'm going to change it to in about 10 minutes. So thank you."   In this video from Computer Weekly’s annual diversity in tech event, in partnership with Nash Squared, Suki Fuller, gives her acceptance speech as the 2023 Most Influential Woman in UK Tech. https://www.computerweekly.com/video/Suki-Fuller-most-influential-woman-in-UK-tech-2023-winners-speech Tue, 12 Dec 2023 05:44:00 GMT Suki Fuller, most influential woman in UK tech 2023, winner’s speech In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, panel members discuss employee resource groups (ERGs), what they are, why they are needed, and how to support them. Many companies have employee-led internal groups focused around supporting diverse people, such as those from the LGBTQIA+ community, or those who are neurodiverse. These groups can not only help members, but also help people take part in allyship to support those who may be from more diverse backgrounds – so what’s the best way to approach making these groups? Panel members: <ul> <li>Kerensa Jennings, group director, data platforms, BT</li> <li>Paul Yung, COO, Myndup</li> <li>Marhsa Ramroop, founder, Unheard Voice Consultancy</li> <li>Pernima Sen, chief people and compliance officer, Sparta Global</li> <li>Lauren McKirdy, co-lead of the women in tech ERG, NatWest Group</li> <li>Chloe Hole, head of EMEA Pride at Now ERG, ServiceNow</li> </ul> Some of the questions asked: <ul> <li>Who should be the driving force behind ERGs?</li> <li>Are ERG members responsible for educating allies?</li> <li>What is the benefit of having ERGs?</li> <li>How can groups cater to people who intersect the target audience of several ERGs?</li> <li>How can allies support ERGs and their members?</li> </ul> In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, panel members discuss employee resource groups (ERGs), what they are, why they are needed, and how to support them. https://www.computerweekly.com/video/Diversity-in-tech-2022-Explaining-employee-resource-groups Tue, 23 May 2023 10:48:00 GMT Diversity in tech 2022: Explaining employee resource groups In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Mehdi Mobayen-Rahni, chief technology officer of Tyl by NatWest, reflects on the progress of diversity and inclusion initiatives over the last few years, and how we can progress. Though initially many tried to address the diversity and inclusion gap by tackling unconscious bias and “hiring the right people for the right job”, Mobayen-Rahni says this has not been “moving the dial fast enough”. In addition to this, he claims, managers and businesses should also be proactively working to help diverse talent thrive, but admits this is easier said than done. A thought from a McKinsey study he read that resonated with him surrounded equality being the assurance that everyone has the same opportunities to grow, and Mobayen-Rahni summarised we do this by working on equality, openness and belonging in the workplace. In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Mehdi Mobayen-Rahni, chief technology officer of Tyl by NatWest, reflects on the progress of diversity and inclusion initiatives over the last few years, and how we can progress. https://www.computerweekly.com/video/Diversity-in-tech-2022-Mehdi-Mobayen-Rahni-Tyl-by-NatWest Tue, 23 May 2023 05:53:00 GMT Diversity in tech 2022: Mehdi Mobayen-Rahni, Tyl by NatWest In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Kerensa Jennings, group director of data platforms at BT, talks about how diversity within an organisation, and the difference of thoughts that brings, can be very beneficial for businesses. She points out having empathy for those you work with can go a long way, saying: “Looking at me, you can’t see the struggles I face, and I can’t see the struggles you face.” She also says giving people a chance can make a huge amount of difference in what someone can achieve. Likening diversity to a Kaleidoscope, she said people pose an “infinity of possibility” if given the opportunity. In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Kerensa Jennings, group director of data platforms at BT, talks about how diversity within an organisation, and the difference of thoughts that brings, can be very beneficial for businesses. https://www.computerweekly.com/video/Diversity-in-tech-2022-Kerensa-Jennings-BT Mon, 21 Nov 2022 12:34:00 GMT Diversity in tech 2022: Kerensa Jennings, BT In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Joel Gujral, founder and CEO of Myndup, talks about how workplaces can support neurodivergent people in the workplace. Though around 15% of the UK population has a neurodivergent condition, such as dyslexia, ADHD or clinical depression, it’s likely this figure is higher, but a large number of people remain undiagnosed. Many people with these conditions or other invisible illnesses choose not to disclose them to their employer, and in some cases those who do face discrimination. Gujral shares some of the ways organisations can help. In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Joel Gujral, founder and CEO of Myndup, talks about how workplaces can support neurodivergent people in the workplace. https://www.computerweekly.com/video/Diversity-in-tech-2022-Joel-Gujral-Myndup Mon, 21 Nov 2022 09:59:00 GMT Diversity in tech 2022: Joel Gujral, Myndup In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Jen Tippin, group chief people and transformation officer at NatWest Group, talks about why diversity in business is important, especially in the tech sector. Talking about NatWest’s approach to diversity and inclusion, Tippin says one of the reasons it’s so important is to allow everyone to access the potential they have. Explaining policies about partner leave, setting targets, and calling out anything unacceptable are just some of the things NatWest has introduced. In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Jen Tippin, group chief people and transformation officer at NatWest Group, talks about why diversity in business is important, especially in the tech sector. https://www.computerweekly.com/video/Diversity-in-tech-2022-Jen-Tippin-NatWest-Group Mon, 21 Nov 2022 08:06:00 GMT Diversity in tech 2022: Jen Tippin, NatWest Group In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Bev White, CEO of Nash Squared, talks about how the number of women in tech reached its highest in the last year. White says both government figures and figures in the Nash Squared annual Digital Leadership Report show a growth in the number of women in tech. But while the improvement of gender diversity in tech is “amazing”, White said the pace of change is too slow – at the current pace of change we will have to wait until 2060 for gender diversity in tech to reach 50/50. Getting women and minorities into tech is one thing, but ensuring they stay is another, and White says organisations need to “rewire” if they’re going to progress. In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Bev White, CEO of Nash Squared, talks about how the number of women in tech reached its highest in the last year. https://www.computerweekly.com/video/Diversity-in-tech-2022-Bev-White-Nash-Squared Mon, 21 Nov 2022 07:24:00 GMT Diversity in tech 2022: Bev White, Nash Squared In this video from Computer Weekly’s annual diversity event, in partnership with Nash Squared, Flavilla Fongang, founder of 3 Colours Rule and GTA Black Women in Tech, gives her acceptance speech as the 2022 Most Influential Woman in UK Tech. She talks about her journey into the technology sector and how she advocates for other women and black women in the tech space. When she first met Russ Shaw, founder of Global Tech Advocates (GTA), she noticed she was one of the only black women in the room, so she took it upon herself to address this issue.  "We only believe in what we see," she says, explaining why she not only strives to increase the number of black women in the tech sector, but also why she created a book, The Voices in the Shadows, to give young people the opportunity to see more people like themselves in the technology industry.  In this video from Computer Weekly’s annual diversity in tech event, in partnership with Nash Squared, Flavilla Fongang, founder of 3 Colours Rule and GTA Black Women in Tech, gives her acceptance speech as the 2022 Most Influential Woman in UK Tech https://www.computerweekly.com/video/Flavilla-Fongang-most-influential-woman-in-UK-tech-2022-winners-speech Fri, 18 Nov 2022 14:36:00 GMT Flavilla Fongang, most influential woman in UK tech 2022, winner's speech The growing use of blockchain across Asia-Pacific is set to continue, with spending on the technology slated to hit $2.4bn this year, according to industry estimates by IDC. Most of the <a href="https://www.techtarget.com/searchcio/tip/Pros-and-cons-of-blockchain-for-ERP">demand for blockchain technology</a> will come from the financial sector, which will account for about half of total blockchain spending in the region. Chainalysis, a blockchain data company, is riding on this trend by using its technology to help financial institutions as well as governments to prevent money laundering. More recently, it has started to develop other solutions to help companies and cryptocurrency businesses make the right investment decisions. In an interview with Computer Weekly, Ulisse Dell’Orto, managing director for Asia-Pacific at Chainalysis, offers insights on key blockchain developments, including decentralised finance, non-fungible tokens (NFTs), the barriers to adoption and the <a href="https://www.techtarget.com/searchcio/Blockchain-for-businesses-The-ultimate-enterprise-guide">use of blockchain technology</a> in areas like supply chain management. The growing use of blockchain across Asia-Pacific is set to continue, with spending on the technology slated to hit $2.4bn this year, according to IDC https://www.computerweekly.com/video/The-rise-and-rise-of-blockchain-technology Thu, 07 Apr 2022 05:13:00 GMT The rise and rise of blockchain technology Ashwini Gillen, regional vice-president of sales at Twilio, a cloud communications software company, is among a growing number of women IT leaders in Asia-Pacific who are making their mark in the industry.  Growing up in India and drawn to the science, technology, engineering and mathematics (Stem) field, Gillen eventually pursued a degree in computer engineering, which paved the way for her career in software development and business in the technology sector. In an interview with Computer Weekly, Gillen talks up the highlights in her career and how Twilio is supporting women in their careers, such as promoting diversity across the organisation, attracting young women into the industry and the importance of weeding out biases in hiring processes. Ashwini Gillen, regional vice-president of sales at Twilio, talks up the highlights in her career and how Twilio is supporting women https://www.computerweekly.com/video/How-Twilio-is-empowering-women-in-tech Thu, 24 Mar 2022 06:14:00 GMT How Twilio is empowering women in tech In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, <a href="https://www.techtarget.com/contributor/Jacqueline-de-Rojas">president of TechUK, Jacqueline de Rojas</a>, talks about how as the tech sector continues to grow at a rapid pace, a focus should be put upon <a href="https://www.computerweekly.com/news/252500995/How-education-reform-promises-could-plug-tech-skills-gap">continuous skills development</a> for people of all ages and professions across the UK. With the pandemic having <a href="https://www.computerweekly.com/video/Diversity-and-inclusion-in-tech-The-pandemic-and-the-pay-gap">disproportionately affected many different groups across the UK</a>, such as women and young people, de Rojas called for the technology industry to be a force for good going forward, using pandemic recovery as an opportunity to bring about “positive change on a national scale”. The tech sector has been facing some issues over the last 10 years – de Rojas uses <a href="https://www.computerweekly.com/blog/WITsend/The-difference-between-the-Gender-Pay-Gap-and-Equal-Pay">the gender pay gap as an example</a> – gender pay gap data suggests that it could take an average of 200 years before the gender pay gap is closed. De Rojas says she doesn’t not want to be having the same discussions around diversity in tech “in 10 years, let alone 200”. As the pandemic has accelerated the use of technology, de Rojas claims more should be done to ensure unrepresented groups in the tech sector have an opportunity to “have their voices at the table” to ensure an equitable technology sector and society going forward. Addressing the lack of women in the technology sector has <a href="https://www.computerweekly.com/news/252434590/Interview-Tackling-gender-diversity-could-solve-the-skills-gap-says-Burbidge">previously been cited as a way to close the industry’s skills gap</a>, and de Rojas says organisations could “future proof” against a lack of skills by focusing on hiring diverse talent. Younger people disproportionately lost jobs during the pandemic, and de Rojas called for a “coordinated effort” to ensure this impact is not long lasting. But young people are put off by the idea of joining the tech sector, many because the technology sector is not diverse, with fewer opportunities for women, and some say they are actively discouraged from <a href="https://www.computerweekly.com/news/252506336/TLA-Black-Women-in-Tech-to-launch-book-about-tech-role-models">tech because of a lack of role models</a> – people de Rojas points out have not even had a chance to join the sector before deciding to turn their back on it. Diversity and inclusion will not only be “critical differentiators” for the recovery of firms post pandemic, but will also be the “biggest opportunity for creating competitive advantage”, de Rojas says. So how can the sector prepare for this change? By pushing people to understand that having digital skills can be a “facilitator” for jobs both in and outside the tech sector as tech becomes such a huge part of life, says de Rojas, as well as work on “cross pollination” between technology and other careers. This will obviously take a concerted effort between the government, education providers and industry to ensure everyone has the skills needed for a digital future, a challenge when taking into account how fast digital is growing. Over the next 10 years, de Rojas says leaders should work to better understand the needs of their workforces, become better leaders, and focus on upskilling their workforces to keep skills current. “We should reskill ourselves every five years or less,” she says, as well as work to prepare young people of all ages for the jobs of the near future. In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, president of TechUK, Jacqueline de Rojas, talks about how as the tech sector continues to grow at a rapid pace, a focus should be put upon continuous skills development for people of all ages and professions across the UK https://www.computerweekly.com/video/Lifelong-learning-critical-for-techs-future-Jacqueline-de-Rojas Wed, 05 Jan 2022 11:13:00 GMT Lifelong learning critical for tech’s future – Jacqueline de Rojas As a woman in the technology sector, White says she has faced “headwind” in her career, giving the example of one of her first board meetings as the only female in the room where she was asked to make the tea. Despite the technology sector’s continued effort to increase the amount of women in the industry, White points out the <a href="https://www.computerweekly.com/news/252486554/Techs-diversity-gap-slow-growth-for-minority-groups">number of women in IT roles is still “stubbornly low”</a>, particularly in senior management roles. When it comes to the IT sector as a whole, diversity split in the industry for some groups “more broadly reflects the population”, says White, but when it comes to management roles those filling them are overwhelmingly white and male. The pandemic has changed the way we work, and may also make technology roles more accessible to underrepresented groups and women as conversations which were previously taking place in predominantly male spaces can now be had anytime, anywhere via technology, says White. Claiming the pandemic has “successfully changed the nature of work”, White cites Harvey Nash research which found tech leaders believe <a href="https://www.computerweekly.com/blog/Eyes-on-APAC/Three-tech-tips-to-thrive-in-a-remote-work-future">workers will continue to work remotely</a> for three or more days a week, compared to one day a week before the pandemic. The Covid-19 outbreak forcing everyone to work from home has also now made it “easier to juggle responsibilities”, giving people more of an opportunity for work-life balance, according to White. She says this has led to a “cultural shift” towards more honesty amongst colleagues about wellbeing and <a href="https://www.computerweekly.com/news/252482041/Coronavirus-Remote-working-and-mental-health">better attitudes towards good mental health</a>, which many organisations are also now taking more seriously. While work-life balance and productivity have been a pandemic win, Harvey Nash research found mental health and staff engagement have been the cost, with different people having different attitudes to interacting digitally – which in some cases has led to isolation and a lack of connection, and it is also “too easy to work outside of office hours”. White says we’re “only just beginning to find our way with this new world” and there are kinks to work out, such as how hybrid meetings can still be made inclusive.   But there is still hope if things are implemented correctly, says White, and the new way of work “could be a game changer” with flexible working “surely [being] a gift”. The need for diverse tech workers with diverse skillsets is at an “all time high”, says White, who claims companies need to think about the way they recruit people in a new remote world – it could be an opportunity to expand horizons. She says: “There is no magic way of doing this.” Today’s world is different to pre-covid and, “it will never return to the way it was before” says White. But, ending on a positive note, she summarises: “The tech sector really does have the potential to be highly inclusive.”     In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, CEO of Harvey Nash, Bev White, talks about the affect the pandemic has had on inclusion in the tech sector https://www.computerweekly.com/video/Inclusion-tech-and-the-pandemic-Bev-White Tue, 04 Jan 2022 08:19:00 GMT Inclusion, tech and the pandemic – Bev White In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, CEO of Subak and <a href="https://www.computerweekly.com/news/252449255/Creativity-and-tech-two-sides-of-same-coin-says-2018-Most-Influential-Woman-in-IT-Amali-de-Alwis">past winner of Computer Weekly’s list of the most influential women in UK tech</a>, Amali de Alwis, talks about both the good and bad outcomes of the pandemic when it comes to the technology sector, as well as how we advance into the future. Highlighting how 2021 marked the 10th anniversary of Computer Weekly’s list of the most influential women in UK technology, de Alwis noted how even 10 years ago remote working en masse would have been “unthinkable”. Calling the Covid-19 pandemic the biggest global human crisis of the century, de Alwis said the coronavirus outbreak made the business world question how technology can change the work environment, and how this might look going forward. There has been a huge increase in remote working as a result of the pandemic, as people were forced not only to stay away from offices but also conduct their usual day-to-day activities, such as shopping, remotely – something that many previously thought was not possible on the scale it has been achieved over the last two years. In some cases this increase in flexibility has been positive – contributing to better work-life balance – but in other cases it has led to an increase in working hours, <a href="https://www.computerweekly.com/news/252507495/Team-leaders-urged-to-address-developer-mental-health">especially for IT workers who have been relied upon</a> to keep companies up and running. But she also says women have “borne the brunt” of the negative impacts of the pandemic, with women in senior positions under more pressure to perform than their male counterparts, leading to an “always on” culture, and senior women also more likely than their male counterparts to have to take a hit on their careers as a result of the pandemic. Last year’s Computer Weekly diversity in tech event also <a href="https://www.computerweekly.com/video/Diversity-and-inclusion-in-tech-The-pandemic-and-the-pay-gap">highlighted the hardships faced by parents</a>, particularly mothers, and women working in sectors disproportionately affected by the pandemic, in many cases forcing them to put their career on the backburner. There is a way forward, says de Alwis, who encouraged individuals not to suffer in silence, and to demand more from employers and governments. With the technology sector providing the “critical infrastructure” to move forward, people with tech skills are also critical, and can therefore negotiate better pay and flexibility in what is currently a fast-growing sector – “a rising tide lifts all boats” she says. With tech talent in high demand, employers are going to be doing everything they can to hire and retain people with the appropriate skills – giving workers the power to ask for more. De Alwis summarises: “If they aren’t willing to be fair then people more than ever should feel empowered to take their talents elsewhere.” In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, CEO of Subak, Amali de Alwis, talks about both the good and bad outcomes of the pandemic when it comes to the technology sector, as well as how we advance into the future https://www.computerweekly.com/video/Tech-talent-is-critical-Amali-de-Alwis Tue, 04 Jan 2022 06:23:00 GMT Tech talent is critical - Amali de Alwis In this video from <a href="https://www.computerweekly.com/news/252507308/Stop-being-apologetic-for-differing-skillsets-says-Most-Influential-Woman-in-UK-Tech-2021">Computer Weekly’s annual diversity and inclusion in tech event</a>, in partnership with Spinks, panel members discuss how to achieve gender diversity in the UK’s tech sector in the light of the negative impacts of the pandemic. Gender diversity is where the conversation surrounding diversity in the technology sector began, but the <a href="https://www.computerweekly.com/news/252486554/Techs-diversity-gap-slow-growth-for-minority-groups">dial still hasn’t shifted significantly over the last 10 years</a>. The pandemic has hit women harder than most, with many having to leave their roles in affected industries with disproportionate amounts of women, such as retail or hospitality. Other were forced to cut back on hours take care of their children full time during lockdown learning. With Covid-19 highlighting the work that still needs to be done for equality, what can be done to create better gender diversity in the tech workplace? And has gender diversity fallen by the wayside in the conversation surrounding tackling the tech sector’s diversity gap? Panel members: <ul> <li>Stephanie Melodia, director, Bloom</li> <li>Simon Hopkins, co-Founder and COO, Angel Academe</li> <li>Chris Meah, CEO and founder, School of Code</li> <li>Melanie Hayes, CPO, Harvey Nash Group</li> </ul> Some of the questions asked, and the advice given: Women’s networks are often considered not to be inclusive, but to advance gender diversity in the technology sector men have to be part of the conversation. What role should men play in advancing gender diversity? <ul> <li>In some cases it’s up to women to decide what role men should play in things such as women’s networks</li> <li>Men should be part of the conversation surrounding diversity in the industry</li> <li>Women’s networks should be inclusive for allies</li> <li>Share perspectives with different people – people in tech know that solving problems needs a mixture of different mindsets</li> <li>Men who are investors should be considering investment in female founders – not just because it’s the right thing to do but because it makes good business sense</li> </ul> What do you think organisations can do to reverse the pandemic’s affect on equality in the tech sector? <ul> <li>Ensure managers have the right training – they should be able to take advantage of the strengths of each individual team member rather than lean on certain skillsets</li> <li>Address issues around <a href="https://www.computerweekly.com/video/Diversity-and-inclusion-in-tech-The-pandemic-and-the-pay-gap">parenthood setting people back</a> – employees are often on an equal footing when they join an organisation but in many cases parenthood disrupts the equilibrium</li> <li>The pandemic has accelerated positive change in the sector, but also brough its own challenges, including home schooling, and a stress on relationship dynamic</li> <li>Automation may end up having a bigger impact on diversity and equity than the pandemic has</li> <li>Focus on retraining and ensuring adults, as well as young people, have access to ongoing education</li> <li>There is often a focus on how to help women in tech who are parents, but how can we also focus on helping those who are child free?</li> <li>Often women don’t apply for roles because they don’t feel qualified, despite being perfect for the job – offer women as many opportunities as men in organisations, helping them to realise their capability in certain roles</li> <li>Address some of the reasons girls do not go into tech careers – much of education is focused on people who are already interested in technology</li> <li>Amplify differing voices, challenge both male and female stereotypes</li> </ul> What practical takeaways can you give to the audience? <ul> <li>Think of buying from female-led businesses when buying products and services for your company</li> <li>Help improve the education system</li> <li>Don’t just listen to the loudest voices</li> </ul> In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, panel members discuss how to achieve gender diversity in the UK’s tech sector in the light of the negative impacts of the pandemic https://www.computerweekly.com/video/Diversity-and-inclusion-in-tech-has-gender-been-left-behind Wed, 22 Dec 2021 10:08:00 GMT Diversity and inclusion in tech: has gender been left behind? In this video from Computer Weekly’s a<a href="https://www.computerweekly.com/news/252507308/Stop-being-apologetic-for-differing-skillsets-says-Most-Influential-Woman-in-UK-Tech-2021">nnual diversity and inclusion in tech event</a>, in partnership with Spinks, panel members discuss the last 10 years of D&I in UK technology, how it has progressed, and how we ensure improvement in the 10 years to come. The discussion and movement surrounding diversity, equity and inclusion in the UK’s technology sector has been ongoing, and while there are many initiatives in place both in and outside of organisations aiming to shift the dial, <a href="https://www.computerweekly.com/news/252486554/Techs-diversity-gap-slow-growth-for-minority-groups">not much has changed over the last 10 years</a>. That being said, we now understand a lot more about the importance of diversity in the sector, and as people become more aware of the issues surrounding a lack of diversity in tech the conversation is advancing. In this panel discussion, panel members who have been part of the technology sector for a long time talk about how they have watched diversity in the technology industry grow, and the attitude we need to adopt in order to push for greater diversity in the future. Panel members: <ul> <li><a href="https://www.computerweekly.com/news/252504433/Most-Influential-Women-in-UK-Tech-2021-Entrants-to-the-Hall-of-Fame">Gillian Arnold</a>, MD, Tectre</li> <li><a href="https://www.techtarget.com/contributor/Russ-Shaw">Russ Shaw</a>, founder, Tech London Advocates and Global Tech Advocates</li> <li><a href="https://www.computerweekly.com/news/252507482/Computer-Weekly-announces-the-2021-Most-Influential-Women-in-UK-Tech">Andrea Palmer</a>, business change and digital transformation manager; BCS Fellow; chair, BCS Women</li> </ul> Some of the questions asked, and the advice given: Each of you have been involved in the tech sector for a long time - what notable changes have you witnessed when it comes to diversity in tech? What is going well and what isn’t? <ul> <li>There has been positive change, and Shaw says: "The good news is there’s much more awareness of the importance of this issue.”</li> <li>Most organisations now seem to have at least an awareness of the issue</li> <li>There is a general feeling of “Are we not doing enough?”</li> <li>The dial is moving so slowly because the change is left to the underrepresented groups and in many cases higher ups are not involved in D&I initiatives</li> <li>More male allyship is needed</li> </ul> While there is often mention during these discussions of the white males in higher up roles in companies who are in a position to help drive forward change, what are we actually asking them to do? <ul> <li>Be aware of hiring practices and job role descriptions – what will attract a man to a role won’t necessarily attract a woman</li> <li>Advocate for high performing women within your teams who may not apply for roles – tell them they have the skillsets, change the job description, give them feedback. As palmer points out: "Men generally ask for feedback, women don't."</li> <li>Lead by example and engage with these topics and initiatives</li> <li>Push back to agencies for a more diverse candidate pool</li> </ul> What do we do if a leader says they always hire the best person for the job, and if that were a woman they’d hire them, but they just don't get women applying? <ul> <li>Try harder</li> <li>Know it will take some time</li> <li>Make sure to also focus on retention in the organisation, as well as the current work environment and staff</li> <li>Look to upskill and reskill as well as recruit new people</li> </ul> In organisations where the diversity split is starting to equalise - how do you make sure this is ongoing? <ul> <li><a href="https://searchitchannel.techtarget.com/post/Diversity-equity-and-inclusion-tips-for-small-companies">D&I initiatives are part of a process</a>, they should not be viewed as a one and done scenario</li> </ul> Are there standards for unconscious biased training? Who should it be available to? <ul> <li>There aren’t currently standards for unconscious bias training</li> <li>Unconscious bias training should be available to everyone at all levels of a business</li> </ul> Tech is part of everyone's lives - what are the consequences of having a lack of women building these technologies? Are we going to be having this same conversation in another 10 years? In this video from Computer Weekly’s annual diversity and inclusion in tech event, in partnership with Spinks, panel members discuss the last 10 years of D&I in UK technology, how it has progressed, and how we ensure improvement in the 10 years to come https://www.computerweekly.com/video/Diversity-and-inclusion-in-tech-the-next-10-years Fri, 17 Dec 2021 16:10:00 GMT Diversity and inclusion in tech: the next 10 years In this video from Computer Weekly’s annual diversity event, in partnership with Spinks, Poppy Gustafsson, CEO of Darktrace, gives her acceptance speech as the <a href="https://www.computerweekly.com/ezine/Computer-Weekly/The-Most-Influential-Women-in-UK-Technology-2021">2021 Most Influential Woman in UK Tech</a>. The lack of <a href="https://www.computerweekly.com/news/252500078/Tech-firms-unite-to-advance-diversity-and-inclusion-in-the-sector">diversity in the technology sector</a> has been a long-standing issue, and while there has been some progress in the last 10 years, the pandemic shone a light on the inequalities that still exist both in and outside of the industry. While the number of women in the UK’s technology sector has <a href="https://www.computerweekly.com/news/252486554/Techs-diversity-gap-slow-growth-for-minority-groups">remained at around 17% for the last five years</a>, at Darktrace, according to Gustafsson, is made up of around a third of “strong female role models”. She claims: “At our core, we're very committed to innovation, and we know that the best innovations come from bringing different perspectives together. And only by doing this, can you create something that's truly novel and it's on this principle that we've built our success at Darktrace.” But she also says we should not forget the women who came before – many of whom we have forgotten paved the way for the technology industry as whole, including women during the Second World War and female <a href="https://www.computerweekly.com/photostory/252503061/Important-LGBTQ-figures-who-shaped-techs-history/2/Alan-Turing">codebreakers who worked at Bletchley Park</a>. “I'm also grateful to the women that have gone before. The first computers were people, the math whizzes that did the calculations and the computations that machines do for us now, and what is often forgotten is that many of these people were women,” she explains. “Women have been woven into the fabric of technology and discovery throughout history, but for too long, their accomplishments have been overlooked or overshadowed.” Gustafsson told Computer Weekly there are a number of people within Darktrace, and within tech in general, who may not have a specifically technical background – for example she cites people within Darktrace who are mathematicians, scientists, historians, designers and writers. It’s these different backgrounds that bring a new perspective on the technology being developed in firms such as Darktrace, and this diversity of thought ensure the products made better reflect the customers using them and tackle issues in more innovative ways – Gustafsson highlights people with these differing backgrounds are <a href="https://www.computerweekly.com/news/252507308/Stop-being-apologetic-for-differing-skillsets-says-Most-Influential-Woman-in-UK-Tech-2021">often apologetic about their skillsets, but they shouldn’t be</a>. “Cutting edge, innovative technology needs storytellers, it needs linguists, ethicists, accountants, artists and everything in between, and diversity of perspective is not just complimentary to innovation, absolutely essential.” Gustafsson says. “I don't believe that you can achieve the latter without the former. For my part, I'm really excited to see the tech industry evolving and I believe that we have a great opportunity here in the UK to take the lead in driving positive change. Here's the future of innovation and for all who contribute to it.” Gustafsson is the tenth person to win the title of Computer Weekly most influential woman in UK tech after the initiative was launched in 2012 to shine a light on the amazing women in the technology sector, and the work they are doing both to advance technology and diversity in the industry. In this video from Computer Weekly’s annual diversity event, in partnership with Spinks, Poppy Gustafsson, CEO of Darktrace, gives her acceptance speech as the 2021 Most Influential Woman in UK Tech https://www.computerweekly.com/video/Poppy-Gustafsson-most-influential-woman-in-UK-tech-2021-winners-speech Thu, 14 Oct 2021 05:32:00 GMT Poppy Gustafsson, most influential woman in UK tech 2021 - winner’s speech In Asia-Pacific, men continue to outnumber women in the growing field of cyber security even as more women are entering the industry. According to a 2020 cyber security workforce study by the International Information System Security Certification Consortium (ISC)², just 30% of respondents in Asia-Pacific were women. The lack of awareness of the profession among students and unconscious biases in hiring processes are just some of the challenges that we must overcome before we can see more women in the profession. To unpack some of these issues and what we can do as an industry to plug the gender gap, we have assembled a group of women IT leaders and professionals who discussed what can be done to provide learning and growth opportunities, as well as offered advice for women interested in pursuing or advancing their careers in cyber security. In this webinar, we discuss the issues facing women in cyber security, the challenges of breaking into the field and why it’s important to close the gender gap https://www.computerweekly.com/video/Empowering-APAC-women-on-the-frontlines-of-cyber-security Fri, 24 Sep 2021 06:58:00 GMT Empowering APAC women on the frontlines of cyber security Brendan Mills, CIO of nib, talks to Computer Weekly about the insurance company’s digital transformation strategy, including the use of chatbots to enable self-service, automating claims processes and empowering customers with data to improve their well-being. During the conversation with IT journalist Stephen Withers, Mills also shares about the importance of engaging regulators early on in transformation projects and the cultural aspects of nib’s transformation journey. In this video interview with Computer Weekly, Brendan Mills, CIO of nib, talks about the insurance company’s digital transformation strategy https://www.computerweekly.com/video/Inside-nibs-digital-transformation-journey Thu, 16 Sep 2021 08:17:00 GMT Inside nib’s digital transformation journey In this UKtech50 panel, our panellists discuss how the Covid-19 pandemic has changed the way we approach innovation across different organisations. A panel of experts at the at the UKtech50 2021 event discuss how the pandemic has challenged our approach to innovation https://www.computerweekly.com/video/UKtech50-2021-Panel-2-Making-innovation-count Fri, 19 Mar 2021 09:59:00 GMT UKtech50 2021: Panel 2- Making innovation count ComputerWeekly.com 60 editor@computerweekly.com