Careers in Technology - Q3 2020

AN INDEPENDENT SUPPLEMENT FROM MEDIAPLANET WHO TAKE SOLE RESPONSIBILITY FOR ITS CONTENT

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Julian David CEO, techUK

Jo Morfee Co-Founder, InnovateHer

Beckie Taylor CEO, Tech Returners

“A career in tech is available for anyone from all different walks of life.”

“Our mission is to eradicate gender inequality.”

Q3 / 2020

“How one woman’s return to work journey sparked an ambition for global change.”

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IN THIS ISSUE

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“A degree apprenticeship offers a range of benefits including paid employment and no tuition fees.”

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Your journey into tech starts now

A career in tech is available for anyone from all different walks of life, but it can be difficult, and sometimes overwhelming, to work out where to start. Here’s how you can discover more…

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~ Fiona Johnston, Executive Business Sponsor for Digital Transformation, UCAS

08 “We need to get serious about addressing the digital skills gap” ~ Cindy Rose, CEO, Microsoft UK

10 “The tech sector needs a diversity of talent to help it succeed” ~ Debbie Forster, CEO, Tech Talent Charter Senior Project Manager: Gabrielle Dunn E-mail: gabrielle.dunn@mediaplanet.com Business Development Manager: Ross Bannatyne Content and Production Manager: Kate Jarvis Managing Director: Alex Williams Head of Business Development: Ellie McGregor Digital Manager: Jenny Hyndman Designer: Thomas Kent Content and Social Editor: Harvey O’Donnell Paid Social Strategist: Ella Wiseman Mediaplanet contact information: Phone: +44 (0) 203 642 0737 E-mail: uk.info@ mediaplanet.com All images supplied by Gettyimages, unless otherwise specified @business andindustryuk

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Please recycle

Julian David CEO, techUK

ften there is a lack of awareness of the career opportunities that exist and how to get to them.

But as the UK tech scene continues to thrive and transform, there are new opportunities emerging across the country meaning everyone – from new entrants to those looking for a career change – has a range of options.

Understanding how you can get into – and progress within – tech According to research by LinkedIn, the top reason people left their old job was because they were concerned about the lack of opportunities for advancement.

Clarity and direction are also key to retaining tech talent.

This is why techUK is a part of the consortium developing the UK Cyber Security Council, Break down the stigma around tech – which will look to develop clearer it’s for everyone! career pathways and support the One way to do this is to disprove profession. common As our misconceptions dependency on and stereotypes tech becomes ever of those in the more important, We understand that more sector. At techUK, creating the we understand needs to be done to ensure opportunity to that more needs to people know the breadth of enhance digital be done to ensure skills is a top what the industry can offer. priority for people know the breadth of what the industry and for industry can offer.

Government. That’s why techUK We have created an online is delighted to announce a merger pathways guide, which aims to with the leading accreditation offer an introduction to the variety organisation for tech degrees of routes that can be taken into and degree apprenticeships, tech, bringing information together Tech Partnership Degrees. This in one place to help people find partnership enables us to continue a route that works for them. to champion the importance of In addition to breaking digital inclusion, widen pathways stereotypes, there is more that to learning and pivot skills towards individuals and businesses can the tech sector. do to push this message: The heart of London Tech Week has been a showcase of strength: • Showcase role models in their industries being restored, and organisations, including those areas being rejuvenated. Yet, for from diverse backgrounds too many people. a career in tech • Highlight flexibility of roles seems elusive or not for ‘people and demonstrate clear career like them’. Let’s do more to tell our progression possibilities story.

• Remove perceived barriers to entry.

techUK represents the companies and technologies that are defining today the world that we will live in tomorrow.

Over 850 companies are members of techUK, collectively they employ more than 700,000 people. These companies range from leading FTSE 100 companies to innovative start-ups.

The majority of our members are small and medium-sized businesses.

Read more at businessandindustry.co.uk

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We need to be forward-thinking in the field of healthcare technology

Paid for by The Institution of Engineering and Technology

Healthcare technology can make a fundamental difference to patients’ lives. Yet it isn’t available to everyone for a variety of reasons, says an entrepreneur working in the sector.

O Dr Guy Gross

Written by: Tony Greenway

n paper, ‘health tech’ – i.e. digital innovations in healthcare – should improve outcomes for patients and make the lives of those working in the sector easier. Take the type of technology that allows clinicians to carry out diagnosis remotely or monitor vulnerable patients in their own homes.

Effective monitoring technology would allow clinicians to better assess patients who are at very high risk of developing diseases, spot symptoms from a constant flow of data and make preventative interventions.

Unfortunately, it’s not as simple as that, says Dr Guy Gross, a healthcare entrepreneur who has spent almost 20 years as an innovation consultant.

“The term ‘health tech’ isn’t particularly useful because there isn’t always an understanding of how to classify it,” he says. “For example, ‘remote monitoring provision’ could mean single, standalone blood-pressure cuffs

Why study a postgraduate tech degree at Bristol?

given to patients at home so they can self-report their results every morning – or a version of the same technology that reports results automatically, and include a device which measures pulse, respiratory rate and ECG. It could mean lots of things. So, until we get the language right, we have no definitive way of saying: ‘This is the right tool for the right person’. And that’s a problem.”

Technology that is scalable, sustainable and interoperable Healthcare tends to operate in siloes: hospitals, the primary care sector, the community care sector, and so on. Instead, Dr Gross believes there’s a need to see the bigger picture and move to “integrated care where there can be crossover between the siloes in order to benefit the system as a whole.”

Another challenge is that not everyone in every setting will have the same infrastructure, hindering the effective use of, for example,

remote consultation technology.

“It’s no use trying to push digital solutions out to people who don’t have proper wi-fi connectivity or 4G,” says Dr Gross. “Some might not even have computers. In fact, roughly 20% of care homes in poor local authorities don’t have that kind of basic infrastructure in place. At the other extreme, some wealthy, forward-thinking local authorities are adopting a range of digital healthcare technology. So, it’s a mixed picture.”

What is needed across the board is scalable, sustainable and, crucially, interoperable technology that will improve healthcare delivery for all.

“We need an underpinning architecture that all technology in the healthcare system can simply plug into,” says Dr Gross. “That architecture doesn’t currently exist, but I believe there’s an opportunity to create it. And it’s needed because with COVID-19 there will be a huge push on new healthcare technology”.

To learn more and keep involved in the conversation on digital technologies in healthcare, register for our upcoming webinar, Responding to COVID-19: monitoring vulnerable patients and remote diagnostics on 7 October at theiet.org/ responding-tocovid

For future discoveries.

Discover your reason to study in one of Europe’s top 20 cities for tech investment at our postgraduate virtual open week in November.

Register today bristol.ac.uk/study-tech

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Rebuilding the UK must involve Gen Z

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ationally, only 11% of pupils take Computer Science.1 Outside of that, subject there is a patchy offer of Design and Technology, Creative iMedia and a spattering of digital skills within other subjects.

But nothing like what you would expect, given that these skills are vital.

Plugging the gap It is estimated that youth employment could rise to over 1 million as a direct result of ‘corona class 2020’.2 There’s a void in the curriculum, but also a lack of awareness of the careers available in the tech sector, Many young people currently in school could end up in jobs that do not even exist yet.

There is also an acute lack of gender diversity within Computer Science students; nationally under 20% are female. To tackle this, we run digital skills programmes for girls and non-binary students aged 13-16, designed to equip them with core skills.

Gen Z can help solve our problems We asked students to solve real world problems relating to COVID-19 using technology. We were astounded by the results. It was clear that the students were motivated by this project-based learning (PBL) approach; given a real-world problem and context they were committed to helping find the solution. Their ideas were as solid as any that a tech company would generate.

References 1.Royal Society report 2. Edge Report April 2020

InnovateHer are on a mission to eradicate gender inequality by getting girls ready for the tech industry and the tech industry ready for girls. Our aim is to inspire girls aged 13-16 to consider careers in STEM, through their innovative educational programmes, led by industry role models. For more information visit www.innovateher.co.uk or follow @InnovateHerUK Jo Morfee Co-Founder, InnovateHer

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Generation Z are facing big challenges as we emerge from the pandemic. Yet, they are the generation that will be expected to help us rebuild. What are the key skills they will need?

All you need to know about degree apprenticeships A degree apprenticeship is an increasingly popular and alternative route into a tech career because it offers employment, no tuition fees and a more practical way of learning.

F Fiona Johnston Executive Business Sponsor for Digital Transformation, UCAS

Written by Tony Greenway

iona Johnston didn’t start her career in tech. In fact, she studied law at university and, after graduation, worked for a multinational professional services network and in various roles in the education sector. Yet she’s currently Executive Business Sponsor for Digital Transformation at UCAS, the Universities and College Admissions Service.

“If you’d said to me: ‘You’ll be working as a technology leader in the years to come’, I wouldn’t have believed you,” she says. “But now I work in a digital space in a role that is clearly associated with technology. What I’ve learned is that tech careers are for everybody – and the range of opportunities the industry affords is endless.”

A collaboration between employers and universities Degree apprenticeships were launched in 2015 and combine employment with university study (to at least Bachelor’s degree level), either on a weekly or block basis. The length of a degree apprenticeship varies depending on the programme, but can take between three and six years to complete.

Programmes are developed by employers, universities and professional bodies working together. Businesses that run degree apprenticeships will ultimately select the successful applicants, although their partner universities will be involved in the process.

“Universities may advertise degree apprenticeships on their websites,” says Johnston. “But application is largely done via

employers because these are job opportunities and should be regarded as such.” Entry standards differ, but applicants will usually need to prove a level of academic attainment on a par with university entry.

Earning a salary while you’re learning There are various benefits offered by degree apprenticeships.

First, because apprentices are employees of a company, rather than students, they’ll receive a monthly salary, while all their university tuition fees will be paid by their employer.

Apprentices also get the chance to immediately apply what they’ve learned in their lectures and studies in a real-world business environment. “It’s a different form of education that offers people more choice and another way into the industry,” explains Johnston.

She points out that degree apprenticeships have benefits for an employer, too, who can attract high-calibre individuals into their business while tailoring training to suit the culture of their organisation.

Johnston’s advice for anyone interested in a degree apprenticeship is to do their homework and make sure they understand the range of opportunities they offer.

“Ultimately, you have to make sure it’s the right option for you because, just like undergraduate courses, degree apprenticeships are extremely diverse,” she says.

“However, if you’re interested in following, say, a STEM or tech route and want a more practical, hands-on, employment-based way of learning, it’s a pathway you should certainly consider.”

UCAS supports students of all ages who are looking at exploring all educational options, not just university-based undergraduate study. Its website carries content and signposts for a range of different educational destinations, including apprenticeships.

Visit ucas.com and register on The Hub for further information and Apprenticeship opportunities.

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Q&A Degree Apprenticeships – what you need to know

Paid for by Aston University

Alina Patelli – Digital and Technology Solutions Programme Director, Aston University What is a degree apprenticeship (DA) and what advantages does this have over a standard degree?

A degree apprenticeship is a work-based course, where academic content is set in close partnership with industry. Everything apprentices learn while they work gives them a well-rounded engineering education, and is directly relevant to their job.

Unlike a standard degree, the apprenticeship starts after securing a job, not before, and is financed by the government and the employer. Besides not having to worry about tuition fees, apprentices get, at the end of their studies, both a BSc and years of industry experience.

What career options are available for someone on Aston University’s Digital and Technology Solutions (DTS) programme?

When applying for a place on the DTS programme, it is ideal to be in a technical role (software engineer, business analyst

or similar). Such posts provide the necessary environment to apply the knowledge skills and behaviours learned on the course to realistic projects. As a DTS graduate, the range of available careers becomes even wider – any professional track that requires a technical acumen is a valid option.

How are students supported through their DA? Aston University provides multi-layered support. Skills coaches guide apprentices through the first stage of the degree, an e-learning specialist advises on leveraging electronic platforms in order to study efficiently, and dedicated lecturers and teaching assistants provide bespoke guidance for specific modules. The employers provide mentorship schemes where each apprentice receives continuous advice from a more experienced member of the organisation.

Ben Rubery – Apprenticeship Programmes Manager, Capgemini Is a career in technology rewarding?

In the evolving world of cloud, digital and platforms, the technology industry is filled with exciting opportunities to build a career. Our apprentices are equipped with real responsibility and trust from day one of their employment. Their diverse backgrounds and broad skillsets play an important role in delivering and supporting our clients’ needs.

How does having apprentices benefit a company?

Apprentices are hugely important to our employees, our business and our clients as well as contributing to the wider digital economy. Currently, we have over 300 apprentices on the programme each bringing incredible enthusiasm, determination and loyalty to our business. We recognise the importance of building digital skills and growing our own technologists of the future.

What on-the-job skills do apprentices learn?

Our apprentices are trained in a wide range of programming tools, methods, and techniques. The practical nature of an apprenticeship means they can work alongside experienced industry professionals, enabling them to develop an understanding of business awareness and the issues central to IT organisations.

This is an experience unique to apprenticeships in comparison to more traditional routes such as university.

Are degree apprentices paid while they are studying?

A degree apprenticeship is a huge commitment for any individual. Our central team supports managers and apprentices with the undertaking of the degree while dealing with the pressures of working full time and day-to-day life. In addition to annual leave entitlement, we support with 22 study days per year and offer a competitive starting salary of £17,500.

Jolene Spencer – Graduated Degree Apprentice, Capgemini How did you find out about a degree apprenticeship?

I grew up with the full intention of going to university but, as I started sixth form, I began researching options for further education, which is where I came across Capgemini’s higher apprenticeship with Aston University. I had applied for university to study computer science. Although this was a scary idea, deciding to take the apprenticeship was an even more daunting step, because my background had no technical aspects. I was concerned that this would affect my ability to perform well at my job, but I was trained from the very beginning.

Why did you decide to do an apprenticeship? Why this particular role?

I wanted to have a career in IT as I enjoyed it in school. I had heard good things about apprenticeships and felt that it would be a more effective way for me to learn. During the UCAS

As a DTS graduate, the range of available careers becomes even wider – any professional track that requires a technical acumen is a valid option. ~Alina Patelli – Digital and Technology Solutions Programme Director at Aston University

©IMAGE PROVIDED BY ASTON UNIVERSITY

process, I began to read up on higher apprenticeships. Choosing between doing a normal degree and the apprenticeship was a pretty easy decision.

Can you give us an insight to the apprenticeship?

Over the 5 years of my apprenticeship I was given various opportunities to hone my skills and develop myself within Capgemini. In addition to gaining a degree, I had exposure to the various aspects of what allows for a successful delivery.

This has varied from working on; day to day system monitoring, capacity management, change management, system upgrades, likewise working with a client to identify areas of growth and development and introducing new services to enhance their system reliability and availability.

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Follow us #BarclaysWomenInTech

MEDIAPLANET Find out more at search.jobs.barclays/technology

The women who are a driving force in banking technology The gender imbalance in technology doesn’t just represent a missed opportunity for women and society, but also for businesses. There is a growing body of evidence that having a more diverse workforce, including an equitable gender balance, makes for a better business. Put simply, diversity is a business advantage.” ~ Jayne Opperman, Managing Director, COO of Barclays UK Jayne Opperman

Gillian M. Lamela

Vice President, CIB Tech Strategy & Transformation Engineer, Barclays Investment Bank Why do we need more women in technology?

Both gender and generational diversity in our workforce are essential to building successful teams. Fundamentals of technology – design thinking, engineering, programming – are all skills that will help build more innovative solutions, better products and better services.

We encourage women into technology with a number of initiatives, including Barclays ‘Women In Technology Europe’, a network I co-founded. We go into primary and secondary schools helping children to learn coding, we launch programmes to upskill our colleagues, and create role models in STEM for the next generation. I am also an advisor for Teens in AI organisation, encouraging young people to build solutions using AI.

Gillian Lamela

@gillianlamela

How does having a diverse workforce impact cloud engineering?

I’ve managed diverse teams throughout my career, ranging from new graduates to a colleague who had 25 years’ more experience than I did.

Having a range of talent allows you to tap into different mindsets, points of view, and experience, which provides the best product for our clients. That’s invaluable in cloud engineering where we operate in an agile environment and build collaborative solutions.

Do you ever have to deal with stereotyping? If so, how do you challenge it?

Early in my career I experienced some stereotyping, because there were very few women in technology, let alone of Asian descent. I was an anomaly in many ways and would encourage those dealing with stereotypes to proactively seek advice from others. Think more about who you are, which skillsets you exceed at, and which ones you need to develop. Banking has come a long way since then, we have become more agile and forward thinking, with an increasingly diverse workforce.

What is the most exciting thing you’ve developed?

I’ve worked on mission critical programmes and have been given the opportunity to lead several strategic initiatives in the US and UK. But, I would have to say, the most exciting thing I’ve developed wasn’t a particular project, rather building leaders in technology and inspiring teams within my organisation and community throughout my career. I’m also really proud of being nominated to join Barclay’s first Women in Leadership Programme and recent nomination

by Microsoft UK for Computer Weekly’s “Most Influential Women in UK Tech” award.

Victoria Simpson

Assistant Vice President, Security Manager, Barclays UK How did you start your career?

My passion for cyber security began when I was working at the bank’s contact centre, dealing with, for example, how RAT (remote access Trojan) attacks are executed. Then I became one of Barclays’ Digital Eagles – a bank initiative which helps people get the most from digital – and began hosting a series of cyber workshops to ensure colleagues were trained to spot fraud.

I also started working closely with the Economic Crime Unit at Merseyside Police and, over time, gained a 360-degree perspective on fraud. It’s now my job to ensure that the bank and our customers remain cyber-protected.

Victoria Simpson

What skills are needed for a role in cyber intelligence?

Good communication, organisation and time management skills, plus an understanding of cloud security and cyber-enabled fraud.

You’ll be dealing with a lot of data, so experience of Excel, too!

Ultimately, though, you need a passion for your chosen area – mine is customer security – and a desire to learn.

Why should someone consider a career as a security analyst?

The role is very challenging, but it’s also extremely rewarding.

As fraudsters become more and more sophisticated, this is an area where our skills will always be needed.

What advice would you give someone wanting to change their role and to get into tech/cyber?

I was always good at IT and fascinated by fraud and security – but my degree is in fashion promotion. I’m an example of someone who got into tech/cyber-security from a completely different background. I’ve progressed because I’m passionate about what I do.

The tech world continues to evolve and there’ll always be new opportunities to explore. Plus, you learn as you go.

If you’re prepared to work hard, you’ll rapidly enhance your skillset which you can then adapt and apply to a variety of different areas.

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Spread paid for by Barclays

Joanne Garnett

Director, Head of BUK Run The Bank, Barclays UK Jo Garnett

How is technology powering Barclays?

Technology powers everything we do, from online banking which includes our mortgage applications, day to day banking and powering businesses to succeed even during difficult times including those that we have seen during COVID-19.

I lead a team of people who are responsible for ensuring that all the technology services used by our 24 million customers is available, 24/7. That includes our online services – be it via the internet or phone apps – contact center technology, branch network and ATMs. Why do we need more female engineers?

It’s important to have diverse thinking in our teams in order to drive diverse opportunities from every angle and take all viewpoints into account before making a decision. We have to make sure that roles are appealing to women to ensure they are applying.

The challenge, however, is that a number of women (and men) can suffer from imposter syndrome without even realising it. That is, they may be tempted to ask: ‘Do I really belong here?’. We have to make sure she knows that, yes, she does belong there and that her skills are valued and very much needed.

How do you promote diversity?

There are lots of different initiatives, such as ensuring leaders are aware of unconscious bias in the hiring process and showcasing female promotions. Barclays supports flexible working and dynamic working, which is really important for all colleagues and represents people from all walks of life, whatever their gender.

We operate diversity programmes across all our regions globally and collaborate to support development from junior levels through to the most senior leaders.

How do you support women early in their careers?

I am the co-lead for Barclays ‘Women In Technology Europe’ and lead the D&I initiatives across Enterprise Technology.

I’m actively engaged in Barclays Women In Leadership mentoring internally and mentor externally, both independently and through a company called Brightside.

I’ve had the privilege to work with many young adults from difficult backgrounds, helping them to step forward and develop their future careers. As a STEM Learning UK Ambassador, I support the encouragement of young children, ages 9-17, to go into STEM subjects. Ultimately, we as individuals need to ensure there will be more women standing next to us. That’s really important.

It’s important to have diverse thinking in our teams in order to drive diverse opportunities. ~Jo Garnett

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Having a range of talent allows you to tap into different mindsets. ~Gillian M. Lamela

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Ashleigh Randall Assistant Vice President, Data Scientist, Barclays

Ashleigh Randall What skills are needed to be a data analyst?

Creativity. Without creativity we would never be able to truly innovate in the technology space.

From an outside perspective, there’s an assumption that your CV needs to include building a computer in your garage at 13 – a myth I believed until beginning my career at Barclays. Until the age of 22, my only coding experience consisted of printing ‘Hello World’ onto my computer screen.

You also don’t need to have a degree in computer science – you just need be an open-minded and eager to learn.

How impactful is data science – how can people step into a role here?

Data science adds significant value to any company, in any industry, who use their data well. From predicting fraudulent transactions, analysing colleague and customer sentiment, to recommending which products are most suited for our customers.

The field is heavily sought after, with many opportunities for new roles. Whether you’re straight out of university or looking to transition into the data science space, find an area that interests and excites you!

What does it mean to be a woman in tech?

I am proud to be a woman in tech and I am passionate about encouraging more women into STEM related roles. Diversity plays a key role in any successful data science and technology project, so we should encourage, support and mentor more women coming from non-technological backgrounds.

You don’t have to be a coder or a tech entrepreneur to be a woman in tech.

There are many women who are making significant contributions in technology related areas without being employed by technology companies or educated in technology disciplines.

As a global business are their opportunities to expand your network?

At Barclays, there are so many extra opportunities to get involved outside of your day-to-day role, expanding your network both globally and locally. I’ve had the chance to get involved in a wide variety of initiatives, from mentoring and coaching students, supporting early career growth and development, to presenting at a Future Banking conference on how machine learning is used in finance. All these opportunities enhance your network, help build fresh ideas, grow your confidence, and help you gain different perspectives, all of which is vital in the world we work in today.

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Reskilling and retraining: the key to an accelerated economic W recovery

Diverse opportunities Everyone, regardless of age, gender, or ethnicity must have opportunity to learn and develop the digital skills required to secure stability and success in their careers. I applauded the Chancellor’s July announcement investing more than £2b into the “kickstart” plan aimed at preventing “an entire generation being left behind” including a pledge to provide 30,000 new traineeships for young people across England.

In late June, Microsoft launched a global initiative to bring digital skills to 25 million people by 2021. It brings together every part of our company, combining existing and new resources from LinkedIn, GitHub, and Microsoft and is available for free at opportunity.linkedin.com.

Events such as London Tech Week are so important, not just to bring our industry together, but to show people from all walks of life what a career in technology can look like.

By working together and making the right investments in our collective future, we can accelerate a recovery marked by inclusive economic growth and expanded opportunity for all.

In technology, we are always looking for the opportunity to forge ahead no matter the constraints. ~ Cindy Rose, CEO, Microsoft UK

Impacting businesses Like the rest of the world, Britain experienced two years’ worth of digital transformation in the first two months of lockdown.

COVID-19 has created an unprecedented reliance on digital skills. We find ourselves in a “hybrid economy” where some are returning to the workplace while others continue to work remotely.

Even the most traditional jobs have become “tech-enabled,” requiring employees to acquire and use ever more digital skills.

To bridge the skills gap, every employer has a collective responsibility to reverse the two-decade decline in on-the-job learning investment, help upskill current employees and quickly train new employees in new and necessary skills.

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We need to get serious about addressing the digital skills gap that has been holding Britain back even before the pandemic.

ith 750,000 jobs lost since the start of lockdown, and the furlough scheme ending in October, these are undoubtedly challenging times.

But like many in my industry, I’m an optimist. In technology, we are always looking for the opportunity to forge ahead no matter the constraints.

Using LinkedIn data, Microsoft data scientists predict nearly three million new UK tech jobs by 2026. Sadly, as things stand, we do have not enough skilled people to fill them. Not enough computer science graduates, not enough diverse candidates and not enough young people – especially young women and minorities – considering technology as a career.

Cindy Rose CEO, Microsoft UK & Ambassador, London Tech Week

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Like the rest of the world, Britain experienced two years’ worth of digital transformation in the first two months of lockdown. ~ Cindy Rose, CEO, Microsoft UK

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How one woman’s return to work journey sparked an ambition for global change

The stage was set for change Fast forward to 2017 and Beckie and Co-Founder, James Heggs, set up Tech Returners, which focuses on supporting returners back into a technology career after a break. The organisation teaches full-stack development, front-end, back-end and cloud services over an eight-week programme to bring employees back up to speed.

Each cohort of the Tech Returners programme has 16 people who work in groups of four on a specific brief. This approach allows teamwork that replicates a real industry environment, using current processes and methodologies.

Real roles, real returners; real impact The programme is focused on getting returners back into roles, and works with businesses who sponsor between one and four places on the programme, keeping it free and accessible for the returner and offering companies a competitive option for tech talent.

Previous sponsors have included the BBC, Booking. com and AutoTrader. Uniquely, sponsors are also involved in the process of setting the brief and, at the end of the programme, they have 16 people upskilled and ready to apply for their open roles.

It’s a programme that has proven successful in Manchester with more than 52 careers into technology enabled since 2017. Eighty-eight percent of those were women.

A trial run at the BBC’s White City office saw 23,000 applications for 16 places – proving the talent is out there. This programme is just the fix needed to plug that leaky bucket.

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n a mission to fix the ‘leaky bucket’ effect on women’s careers in technology, Manchester-based, Tech Returners, is bringing its successful career-supporting programme to London this year. It’s a business born of the lived experience of co-founder, Beckie Taylor. Having spent 15 years working in senior HR roles in tech companies, Beckie took maternity leave but, following the birth of her son, Ethan, she found that coming back to the industry was a challenge.

Often, business events were only held in the evening – and the industry moved so quickly, that her confidence was soon knocked. So she created the Women in Tech North community and soon found she wasn’t alone.

Why YOU should consider a career in tech The UK’s economic recovery will depend on the tech sector. It needs diversity of talent to help it succeed.

A Debbie Forster CEO, Tech Talent Charter

The tech industry will be essential for the UK’s economic recovery Technology is expected to play a major role in the UK’s recovery, but to do that, it needs talent.

While things may not be easy right now, tech is one field where there will continue to be opportunities.

In fact, the tech industry is proving one of the most resilient in the current climate, with a survey from Harvey Nash recruitment consultancy reporting in August that 38% of IT leaders in the UK expect to increase their headcount over the next year.

Applications and sponsor places for your return to tech are open now.

Beckie Taylor CEO, Tech Returners

s we head towards the final quarter of what has been a difficult and disruptive year, the UK is facing one of the biggest falls in GDP on record. There is a big challenge ahead of us all to rebuild the UK economy.

There are many routes that will likely be considered for this, but undoubtedly, pretty much all of them will involve technology.

The Tech Talent Charter exists to promote inclusion and diversity in the UK tech sector.

We bring together practical guidance for companies who want to be more diverse and support networks to support inclusive working practises. Visit www.techtalent charter.co.uk

Tech roles need diverse talent And that’s where you come in.

Tech work can still sound quite niche if your background is in something else, but you don’t necessarily need to be a coder or engineer to stand a chance.

In research last year from the Fawcett Society and HP, 32% of women who don’t currently work in tech believe they “don’t have the correct qualifications” to consider a tech role. In fact, there are a multitude of entry points to careers in tech that rely on skills you may not even know you have.

Why tech could be right for you

• Opportunity: The chance to be at the forefront of innovation • Skills: Developing transferable skills that will be highly valuable in the UK’s digital economy.

• Pay: Tech roles command on average £10k more than other industries • Inspiring work: Tech is used to drive just about everything.

These are skills you can use to make money, but also to tackle climate change, to help find a cure for cancer or to create amazing games, special effects for your favourite film, or interactive art.

• Non-traditional entry points: A computer engineering degree is far from the only way to land yourself a tech role. More and more people are coming to the sector from non-tech backgrounds.

We’d love it if this article helps anyone else reconsider that a tech career just might be right for them after all. Not only will you be creating an exciting future for you, but you’ll be contributing to the economic recovery that the UK sorely needs.

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While things may not be easy right now, tech is one field where there will continue to be opportunities. ~ Debbie Forster, CEO, Tech Talent Charter

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What I’ve learned is that tech careers are for everybody – and the range of opportunities the industry affords is endless. ~Fiona Johnston, Executive Business Sponsor for Digital Transformation, UCAS