Now open for entries Understanding the female brain The City Girl Network The gender health gap
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FEATURE
Girls in the city
Pippa Moyle, Founder and CEO of the City Girl Network, discusses how a solitary walk along the seafront inspired her to form this far-reaching and progressive female support group
BIG
STORY
Dr Ngozi Okonjo-Iweala
A profile of the Nigerian economist – first female, and first African to hold the title of Director General of the World Trade Organisation 8
The most successful entrepreneurs I know are optimistic. It’s part of the job
description.
Caterina Fake, Founder, Flickr
PLATINUM MEDIA GROUP
INFLUENCERS FORUM
Women In Tech
Despite decades of progress towards workplace equality, women remain woefully underrepresented in the UK technology workforce. Four experts discuss the issue, and the solutions
The number of students who couldn’t – when asked – name a famous female working in tech 78%
REGULARS
News
6 Upfront: The top international news stories involving women in business
16 In the Right Direction:
Good news stories from around the world
Spotlight
20 Carina Bauer
CEO of the IMEX Group, based in Hove, operating mostly overseas
21 Kelly Mills
Partner, and Head of Dispute Resolution at Coole Bevis LLP
Health & Wellbeing
18 Understanding your brain
To have a career that is truly fulfilling, you need to understand your brain
34 Closing the gender health gap
What will the new government do about the gender inequalities in the healthcare system?
Further Reading
40 Marilyn Waite is the author of Sustainability at Work: Careers That Make a Difference
Art Scene
42 Kellie Miller discusses the work of artist, Branka VrhovskiStanton
Travel
44 The Chatsworth Hotel, Eastbourne
Fine Dining
46 Lunch at The Bistro(t) Pierre, Eastbourne
What’s On
48 A brief snapshot of art and culture cross Sussex and Surrey
FEATURE
24 Banning unpaid internships
Emma Gross, Employment Partner at Spencer West LLP feels promoting fairer opportunities in the UK job market is the better way to go
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❛ I have chosen to no longer be apologetic for my femaleness and my femininity. And I want to be respected in all of my femaleness because I deserve to be.”
Chimamanda Ngozi Adichie
HEALTH & WELLBEING
38 Breast cancer awareness month
Mariachiara Restuccia shares her journey through diagnosis, treatment and recovery, highlighting how it transformed her life and work
HEAD OF DESIGN / SUB EDITOR: Alan Wares alan@platinummediagroup.co.uk
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EDITOR’S NOTE
Welcome to the October edition of Dynamic.
This month we bring you another, ever-popular, Influencers Forum, where our panel discusses Women in Tech. What stood out to me during these discussions is the need for more female role models in the industry. Our young girls need to be able to see their future selves in women who are breaking barriers in tech - and across the board. Here at the Platinum Media Group, we will continue to do our very best to shine a light on such women.
That brings me to our Big Story, and Dr Ngozi Okonjo-Iweala, the first female and African to hold the post of Director General of the World Trade Organisation, who continues to break down barriers and is a true role model for many. But role models don’t need to come from the world stage only; there are people from all walks of life who inspire and as we mark Breast Cancer Awareness Month this October; we salute all people who have walked that difficult path. Thank you, Mariachiara for sharing your journey with us on page 38.
Of course, we have plenty more for your reading pleasure. Such as in Further Reading where we focus on aligning your need for purpose with your career while Chartered Psychologist, Naomi de Barra, explains how understanding your brain can assist in crafting a fulfilling career.
We also feature all your regular favourites and hope that you will enjoy this month’s Dynamic.
Sigma Homes in West Sussex has promoted Katie Macfie to Sales and Marketing Director as she takes over from Susan Joseph. After joining Sigma Homes in 2018, when it was still in its infancy, Katie’s role in the sales and marketing department significantly evolved along with the business’s growth. She boasts a strong background in sales and marketing, having previously worked for several prestigious estate agents before joining Sigma Homes – including Strutt & Parker, Henry Adams and GL & Co. Geoff Potton, group chief executive, said: ‘’I am delighted to announce the internal promotion of Katie to the position of sales and marketing director.”
CELEBRANTS NAMED AS AN IMPRESSIVE SMALL FIRM
Coffin Club UK Ltd, a funeral-education company based in Hastings, has been named as one of the nation’s 100 most impressive small firms by the Small Business Saturday UK campaign, as it kicks off a wider call to encourage public support for small businesses.
Coffin Club UK, a funeral education and celebrant training organisation, was founded by Kate Tym and Kate Dyer in 2017. Following a nationwide search, the Hastings firm has been selected as part of this year’s SmallBiz100 line-up, which showcases 100 of the most impressive independent businesses from across the nation as part of the countdown to Small Business Saturday on December 7th.
UPFRONT
THE LATEST BULLETINS FROM AROUND THE WORLD
FIRST FEMALE CHANCELLOR TO DELIVER BUDGET STATEMENT
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Any woman can look her best if she feels good in her skin. It’s not a question of clothes or makeup. It’s how she sparkles. Sophia Loren, who turned 90
last month
Following on from the Big Story in a recent issue of Dynamic Magazine, and irrespective of whichever side of the the party political line one sits, an historical national barrier is broken down at the end of this month as Rachel Reeves becomes the first female Chancellor – a role that goes back over 700 years – in
British history to deliver the Budget Statement to the House of Commons.
She will take to the floor of the House at 3pm on October 30th to explain the status of the UK economy, and outline the new Government’s economic plans for the next few years.
INVEST IN WOMEN TASKFORCE
Meanwhile, female business leaders received Rachel Reeves’ backing as she supports the Invest in Women Taskforce – which aims to create one of the world’s largest investment funding pools for female founders.
The Invest in Women Taskforce is the successor to the Rose Review, an independent review of female entrepreneurship which found that a £250 billion boost could be added to the UK economy if women started and scaled their businesses at the same rate as men.
To mark this and to celebrate the key role played by female business leaders in all
parts of the economy, the Chancellor –in partnership with women’s rights charity the Fawcett Society – recently hosted a reception in 11 Downing Street.
INFLUENTIAL WOMEN IN TECH
Computer Weekly magazine has produced its latest list of the Most Influential Women in UK Technology for 2024. The list has been running since 2012 to make female role models in the UK’s technology sector more visible and accessible. In 2015, the Hall of Fame was introduced alongside the top 50 to recognise women who have made a lifetime contribution to the technology sector, as well as their
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efforts to encourage others to join the IT industry, further expanding the number of amazing women people are reading about.
This year’s new entrants to the Hall of Fame are
• Suki Fuller, intelligence advisor and fellow, Miribure
• Lopa Patel, founder, Asians in Tech; chair, Diversity UK
Where there is a woman, there is magic.
Ntozake Shange, playwright and poet
FEMALE BOSSES MORE PROFICIENT IN TECH
Despite making up only 40% of business leaders, a third of women leaders have technology expertise compared with only 18% of men, according to new research by Accenture.
The research also reveals that one in four FTSE 100 board level executives are now proficient in technology, an increase of 12% over the last three years, as well as Britain’s boardrooms being named the most tech-savvy in the world.
Emma Kendrew, Accenture’s technology lead in the UK, said: “It’s hugely encouraging to see the experience women in technology are bringing to leadership teams today.
WOMEN IN SPORT CONFERENCE
The annual Sport for Business’ Women in Sport Conference for 2024 will take place on November 28th in Dublin.
Last year’s event celebrated its tenth anniversary, and looked back on the journey travelled so far in seeking equality of opportunity, and looked forward to some of the great projects taking place around the country.
• Rioch Edwards-Brown, founder, So You Wanna Be In Tech?
“YOU’VE MESSED WITH THE WRONG WOMEN”
Women entrepreneurs were furious that their applications for a £75,000 government grant have been knocked back despite meeting the criteria.
Innovate UK, part of UK Research and Innovation, awarded only 25 of 50 Women in Innovation Awards promised to SMEs across the UK.
As women took to social media to vent their anger, the press release from action group Let’s Fund More Women, started, “You’ve messed with the wrong women. Innovate UK has broken its promise to female founders for the final time. We can’t and won’t stand for this any more.”
The scheme organiser apologised, and Secretary of State for Science, Innovation and Technology, Peter Kyle, was forced to the Commons to make a statement, ultimately honouring the 50 promised funding awards.
This year, its is looking firmly to the future, with a line-up of speakers that will include those making a real impact on stages from Gaelic Games in Ireland to the Women’s Super League in England.
This year will also include a panel discussion with some of those appearing
in our Sport for Business / AIG 50 Women of Influence in Irish Sport, the list for which will be complete before we take our seats.
DR NGOZI OKONJO-IWEALA
Director General of the World Trade
Organisation
In March 2021, the World Trade Organisation (WTO) elected Nigerian economist Dr Ngozi Okonjo-Iweala as its Director-General. She is both the first female and the first African to hold this role.
She has held many important financial posts, both in her native Nigeria, the World Bank in Washington, DC, as well as her current role as the head of world trade.
Dynamic charts the career of this pioneering woman, whose mere election to such a prestigious role has raised many barriers that have been down for too long.
OKONJO-IWEALA
Dr Ngozi Okonjo-Iweala was born on June 13th 1954 in Ogwashi-Ukwu, Delta State, Nigeria, where her father, Professor Chukwuka Okonjo, was the Obi (king) of the Obahai royal family of Ogwashi-Ukwu in Nigeria.
She briefly attended Queen’s School, Enugu. She was later relocated to live and to further her education in St. Anne’s School, Molete, Ibadan, and the the International School Ibadan, Oyo State in Nigeria.
She arrived in the US in 1973 to study at Harvard University and graduated magna cum laude with an AB in Economics in 1976. She earned a master’s degree in city planning in 1978 and obtained her PhD in regional economics and development in 1981 from the famed Massachusetts Institute of Technology She received an international fellowship from the American Association of University Women (AAUW), which supported her doctoral studies.
Dr Okonjo-Iweala is married to neurosurgeon Dr Ikemba Iweala. They have four children and five grandchildren.
WORLD BANK
Ngozi had a 25-year career at the World Bank in Washington, DC, from 1983 onwards, as a development economist and rose to the second-in-command position of Managing Director, Operations. As managing director, she had oversight responsibility for the World Bank’s $81 billion operational portfolio in Africa, South Asia, Europe, and Central Asia.
She spearheaded several World Bank initiatives to assist low-income countries during the 2008–2009 food crises and later during the financial crisis. In 2010, she was the chair person of the International Development Association (IDA) replenishment, the World Bank’s successful drive to raise $49.3 billion in grants and low-interest credit for the poorest countries in the world. During her time at the World Bank, she was also a member of the Commission on Effective Development Cooperation with Africa, which was set up by Anders Fogh Rasmussen, Denmark’s PM, and held meetings in 2008.
Ngozi served twice as Finance Minister between and 2011–2015, and briefly Foreign Minister in
She was the first woman to hold both positions
NIGERIAN GOVERNMENT
Ngozi also served twice as Nigeria’s Finance Minister between 2003–2006 and 2011–2015, and briefly acted as Foreign Minister in 2006. She was the first woman to hold both positions. During her first term as Finance Minister, she spearheaded negotiations with the Paris Club (a group of 22 major creditor countries aiming to provide a sustainable way to tackle debt problems in debtor countries) that led to the wiping out of US$30 billion of Nigeria’s debt, including the outright cancellation of US$18 billion.
Upon her re-appointment as Finance Minster in 2011, she was made responsible for leading reform that enhanced transparency of government accounts and strengthened institutions against corruption, including the implementation of the GIFMS (Government Integrated Financial Management System), the IPPMS (Integrated Personnel and Payroll Management System), and the TSA (Treasury Single Accounts). As of February 2015, the IPPIS platform
2003–2006 briefly acted as
2006.
had eliminated 62,893 ghost workers from the system and saved the Nigerian government about $1.25 billion in the process.
ACCOLADES
She has received honorary degrees from many universities worldwide, including: Yale University, Trinity College (University of Dublin), Amherst College, University of Amsterdam, London School of Economics and Political Nigeria’s
Her legacy in Government includes strengthening the country’s public financial systems and stimulating the housing sector with the establishment of the Nigerian Mortgage Refinance Corporation in 2013. She also empowered women and youth with the Growing Girls and Women in Nigeria Programme (GWIN), a gender-responsive budgeting system, and the highly acclaimed Youth Enterprise with Innovation Programme (YouWIN); to support entrepreneurs, that created thousands of jobs.
Her job didn’t come without its problems, as she received many death threats, and had to endure her mother being kidnapped when she tried to sanitise Nigeria’s fuel subsidy payments to some marketers in 2012.
Her accolades reach far and wide, and are impressive as they are long – especially across western society. Among many tributes, Ngozi has been listed in the Top 100 Most Powerful Women in the World (Forbes, 2011-2015 and 2022-2023), as one of the Top 100 Most Influential People in the World (TIME, 2014 and 2021), one of the 25 most influential women (Financial Times, 2021).
+WORLD TRADE ORGANISATION
The World Trade Organisation (WTO), based in Geneva, Switzerland regulates and facilitates international trade. Governments use the organisation to establish, revise, and enforce the rules that govern international trade in cooperation with the United Nations System. The WTO is the world’s largest international economic organisation, with 166 members representing over 98% of global trade and global GDP.
The WTO facilitates trade in goods, services and intellectual property among participating countries by providing a framework for negotiating trade agreements, which usually aim to reduce or eliminate tariffs, quotas, and other restrictions; these agreements are signed by representatives of member governments and ratified by their respective legislatures. It also administers independent dispute resolution for enforcing participants’ adherence to trade agreements and resolving trade-related disputes. The organisation prohibits discrimination between trading partners, but provides exceptions for environmental protection, national security, and other important goals.
It officially commenced operations on January 1st 1995, following the 1994 Marrakesh Agreement, replacing the General Agreement on Tariffs and Trade (GATT) that had been established in 1948.
Ngozi is the seventh person – and the first woman and the first African – to have held the post of Director-General in the organisation’s near 30-year existence, having taken over from Roberto Azevêdo in 2021.
“The reason globalisation got a bad name is some poor people in rich countries were left out, and poor countries or developing countries were at the margin.”
– Dr Ngozi Okonjo-Iweala
Science, and a host of Nigerian universities. In June 2024, she received – alongside Sir Michael Palin and others – an honorary degree from Oxford University.
Indeed, we could list all of the prizes, honorary degrees, accolades and appreciation from myriad organisation around the world, but we’d run out of space. Suffice that, in order for her to display them all, she would need a very big cabinet.
APPOINTMENT TO WTO
In June 2020, Nigerian President Muhammadu Buhari nominated Ngozi as the country’s candidate to be Director-General of the WTO. She advanced to the election’s final round and eventually competed with Yoo Myung-hee. Ahead of the vote, she received the backing of the European Union for her candidacy. In October 2020, however, the Donald Trump’s United States government indicated that it would not back Okonjo-Iweala’s candidacy.
WTO headquarters, Geneva
The WTO in its formal report said that Okonjo-Iweala “clearly carried the largest support by Members in the final round; and, enjoyed broad support from Members from all levels of development and from all geographic regions and has done so throughout the process”
She is passionate about world trade being a force for good, and not for division
On February 5th 2021, Yoo Myung-hee announced her withdrawal from the race. The new Biden-Harris administration, in contrast to the previous incumbent, expressed its strong support for the Dr Okonjo-Iweala’s candidacy. She was unanimously appointed as the next Director-General on February 15th 2021, and took office on March 1st.
She is passionate about world trade being a force for good, and not for division. Seek and find any number of speeches she has made at world forums, international trade fairs, or at gatherings of people who are up against it, and her message is clear and constant. She believes that trade can and should do so much more for climate change, for poverty, for destitution, and for equality; especially for those countries in serious debt or unable to compete with the larger economies.
She is also not afraid to confront the world finance Establishment. She recently commented at the World Economic Forum at Davos, “The reason globalisation got a bad name is some poor people in rich countries were left out, and poor countries or developing countries were at the margin.” Her vision of ‘re-globalisation’ offers a promising path forward, fostering more nuanced deliberation that moves beyond the traditional narrative of ‘economic winners and losers’.
In these turbulent times, being the progressive thinker and a strong leader that Okonjo-Iweala clearly is, is not just an asset, but a prime consideration for survival. She takes pride in her African identity, showcasing her tailored Africanprinted outfits on the global stage.
When it comes to her leadership, her courage is found through her emphasis on authenticity, calling out pre-detemined issues that cater for marginalisation, challenging sexist stereotypes and systems that promote inequality. Her
unwavering commitment to personal development and social inclusion is deeply ingrained as a result of her experiences growing, as an African, and as a development economist. In addition to improving outcomes for the developing world and global economy, Ngozi is actively inspiring the next generation of leaders.
She is seeking a second term in the role of Director General of the WTO. Early indications are, especially with unanimous support from the Africa bloc, that she will receive the popular support she requires to be re-elected.
Despite originally taking on the role at the age of 66, it seems Dr Ngozi Okonjo-Iweala’s work is only just beginning.
Cancellation of Nigeria’s debt managed to lift many out of poverty and improve th country’s infrastrcuture
Dr Ngozi Okojno-Iweala’s World Bank portrait
Pippa Moyle, CEO and Founder of the City Girl Network discusses how she came to start such a phenomenon
GIRLS IN THE CITY
The City Girl Network is the UK’s largest women’s network, with 145,000 members and a spending power of £2.2bn. We’re the all-encompassing big sister, influencing buying decisions, property purchases and relationships. Friends are made, businesses are built and neighbourhoods are invested in as a direct result of our community.
And it all began with a walk on Hove Promenade.
I was 23 at the time. I’d just moved to Brighton to start my life after graduating from the University of Sheffield. I was born in Luton, spent my teenage years in Milton Keynes, and always knew that Brighton was where I wanted to end up. I even spent a year studying songwriting at
BIMM Brighton before embarking on my journalism degree in the steel city.
Whilst the rest of my school peers wanted to go down the London route, I wanted a life of pebbled beach lunch breaks, promenade walks and bohemian decor. I really felt like I’d made it when I got my first marketing job offer in a little office just off Church Road in Hove.
Whilst the rest of my school peers wanted to go down the London route, I wanted a life of pebbled beach lunch breaks, promenade walks and bohemian decor
I moved in February 2015 and took that fateful walk eight months later. It was a cold October day and I was facing the reality that, despite living the life I wanted, I felt deeply lonely. I didn’t know how to meet people and I struggled to find the hidden treasures
Hove Promenade: Inspiration for a million ideas
that drew me to the city. The little coffee shops, the art galleries, the yoga studios – you had to know someone to find these places, and I didn’t really know anyone.
As I wandered along the promenade, I saw a girl looking out to sea. She reminded me of a friend, or perhaps resembled my want for one. I wondered if she felt as lonely as me. It was at that moment that I had an idea: Brighton Girl, a community to help guide and connect women in the city.
I started with an online magazine, encouraging readers to share their local recommendations, and hosted our first meet up on Sunday March 13th 2016. “Find friends, housemates, travel companions and things to do in the city”, I wrote, leading 17 strangers to the upstairs of a café on Western Road. One had just moved from Switzerland, one had lived here her whole life; they all felt disconnected from the city.
By October 2016, Brighton Girl had grown to 3,000 members with an events programme of book clubs, coffee meet ups, drinks nights, yoga classes and walks. It was at our October coffee event that two of our members approached me with the news that they were moving and asking me to set up a community there. Cue the birth of the City Girl Network.
I became a business owner on 13th March 13th 2017, registering the City Girl Network Ltd. At that point, we were based in Brighton, Edinburgh and Berlin, with Bristol Girl in the works. I had no idea what I was doing, but I went in with the same naïvety that I had when believing that I could just land on my feet when I first moved to Brighton.
We’re now eight years on, we’re based in 19 places across the UK, with Brighton Girl now at 33,000 members – and I was listed as in the Top 100 UK Female Entrepreneurs for
2024. Members, mostly aged 25 to 40, utilise our social media, website and events platforms to find friends and make buying decisions about anything from health and beauty, to leisure activities, to property purchases. We also launched a deals and discounts app in August 2024, working with some of the biggest brands in the UK.
In some ways, my path to entrepreneurship was just like everyone else: I wanted to solve a problem. I’ve also faced the same battles with Imposter Syndrome and a lack of business literacy that so many business women have faced.
Yet, there’s a uniqueness to my story. I had the audience before the product and needed a monetisation structure that preserves the impactful and authentic nature of our community. It was only recently that I realised that I’ve built an advertising platform: the audience is the product. It’s an unconventional business to build with a whole lot of anecdotes and adventures, much like the city that got me here.
We’re now eight years on, we’re based in 19 places across the UK, with Brighton Girl now at 33,000 members – and I was listed as in the Top 100 UK Female Entrepreneurs for 2024
Feminism isn’t about making women strong. Women are already strong. It’s about changing the way the world perceives that strength
G D Anderson
MENTAL HEALTH HELP NOW AVAILABLE BY CALLING 111
The UK now offers 24-hour mental health support via phone, with England joining Scotland and Wales. People in crisis can call 111 to speak to professionals who arrange assessments, dispatch crisis teams, and provide local help. Marjorie Wallace, CEO of SANE, welcomed the service but warned of the NHS’s limited resources to follow up on cases. She urged the government to adopt SANE’s model of calling people back during periods of distress.
IN THE RIGHT DIRECTION
UK SIGNS FIRST INTERNATIONAL TREATY TO IMPLEMENT AI SAFEGUARDS
The UK has signed the first international treaty on artificial intelligence, alongside the EU, US, and Israel, aiming to mitigate AI’s threats to human rights, democracy, and the rule of law. The legally binding framework, created by the Council of Europe, requires safeguards against AI misuse, such as spreading misinformation or biased decision-making. Justice Secretary Shabana Mahmood highlighted AI’s potential to boost public services and economic growth, while ensuring it respects fundamental rights and values like the rule of law.
AFGHAN WOMEN UNITE
Over 100 Afghan women gathered in Albania for the Afghan Women’s Summit, following the Taliban’s ban on women speaking in public. Exiled leaders and women still in Afghanistan attended, aiming to unite against the regime’s suppression of women’s rights. The summit sought to build a unified voice amidst global events overshadowing Afghanistan’s plight. Former Afghan MP Farzana Kochai emphasised, “A country and millions of people is not something you can give up on.”
SAFE ACCESS AROUND ABORTION CLINICS
Buffer zones around abortion clinics in England and Wales will take effect from October 31st, making it illegal to protest or distribute anti-abortion leaflets within 150 metres of a clinic. Those convicted face unlimited fines. Supporters say the move protects women’s rights, while critics argue it limits access to support. The law, approved in May 2023, aims to prevent harassment and intimidation. Similar bans are already in place in Northern Ireland, with Scotland introducing one on September 24th.
EQUAL PARENTAL LEAVE AT DELOITTE
Deloitte will offer 26 weeks of fully paid parental leave to all UK employees, regardless of gender, from 2025. This policy aims to promote gender equality and encourage fathers to spend more time with their children. The firm hopes it will also boost the number of women in its workforce. Jackie Henry, a managing partner, urged other companies to follow suit. Similar policies are already in place at John Lewis, Goldman Sachs, and Vodafone.
IVF CORAL PROVES TO BE ROBUST
Scientists were surprised after lab-grown corals survived a Caribbean heatwave. Conservationists observed that IVF-bred corals, planted by hand, endured rising temperatures while others bleached. A study of 771 IVF corals showed 90% were healthy post-heatwave, compared to 25% of non-IVF corals. This is the first proof that IVF corals resist heat better. Dr Margaret Miller of SECORE highlighted IVF’s potential in coral restoration but stressed the need to control global warming to secure coral reefs’ future.
BANNING SMARTPHONES AT SCHOOL
Ormiston Academies Trust, one of England’s largest, is phasing out smartphones across its 42 schools, teaching 35,000 children. Following a successful trial, the trust said the ban has been popular with parents and students, improving learning, behaviour, and wellbeing. It aims to reduce the risks of smartphone distractions and social pressures. This move aligns with growing concern about smartphones’ impact on children’s mental health, with countries like France and the Netherlands also implementing school phone bans.
❛ ❛ Can you imagine a world without men? No crime and lots of happy fat women.
Nicole Hollander
THE CRIME OF ECOCIDE ‘NOW FIRMLY ON THE AGENDA’
Island nations vulnerable to climate change have urged the International Criminal Court (ICC) to recognise ecocide – the destruction of nature by human actions – as a crime alongside genocide and war crimes. Vanuatu, Fiji, and Samoa formally requested this, though it could
face resistance from developing nations and take years for the ICC to act. Stop Ecocide International welcomed the move as a step towards criminalising environmental destruction under international law. Legal expert Philippe Sands called for global support.
By Naomi de Barra, C.Psychol, MSc, BSc, Chartered Psychologist and recent guest on St James’ Place Financial Adviser Academy’s podcast The Switch
UNDERSTANDING YOUR BRAIN To craft a fulfilling career
In my role as a Chartered Psychologist, I always like to remind people, “You are you!” We are all different and our brains are unique. Understanding your own motivations, values, and the workings of your mind, can help you craft a career that is both fulfilling and sustainable.
EXTRINSIC AND INTRINSIC MOTIVATIONS
Motivations can be extrinsic (motivated by external factors) or intrinsic (motivated by internal factors). When we understand both, we can balance them to steer our careers in a direction that works best for us.
Examples of extrinsic motivators include money and recognition from others. When it comes to money, or salary, rarely is it a motivator in and of itself. More often, it is what you want the money for and what it will bring into your life – whether that’s freedom, stability, status or power.
Intrinsic motivations are the things that fill you up just by doing them, such as walking or being outside.
As human beings we often look for external validation, or recognition. It can feel like the only validation that’s worthwhile, but that’s not true. Self-validation is important and can often come from intrinsic motivations.
Ultimately, your extrinsic motivators won’t keep you engaged for long. A career driven solely by factors like status and wealth, will be constantly up and down. What is more likely to keep you engaged is doing what you enjoy, just for the sake of doing it.
“What do you want to be?” It’s such an interesting question. The question should be, “What makes you happy?” instead.
ESTABLISHING YOUR VALUES AS YOU GO “What do you want to be?” It’s such an interesting question. The question should be, “What makes you happy?” instead. This is true especially for young people, who have not yet had a chance to explore. Who you are and what you want in your 20s is likely going to be very different to what you want in your 40s.
When we talk about careers, we often use subjective terms like ‘meaningful’ or ‘stable’. To establish the kind of career you’d like, you need to question your values and what terms like ‘meaningful’ and ‘stability’ mean to you.
Stability, for example, might mean being able to afford the mortgage every month but for another, stability might mean having a full fridge every week. Your interpretation of these words is likely to change throughout your life.
I recently spoke on The Switch with Gee Foottit, a career change podcast by St James’ Place Financial Adviser Academy. I said that, when I started out, I had no idea what I wanted to be. I just knew that I didn’t like the typical educational environment of school as I couldn’t control what I learnt, and I also knew I liked people. Once I knew I could learn about the things I was interested in such as people, soft skills, and the world, I enjoyed learning.
HARNESSING YOUR PERSONAL ‘FLAVOUR’ INTO A SUPERPOWER
A huge area of my work is around neurodiversity and helping people to understand their brains from a cognitive perspective. As human beings, we all spend too much time trying to be the same and trying to fit in. But we are all uniquely different. The more we can understand our unique contribution and our own ‘flavour’ – whether we are brain-same (i.e. neurotypical), brain-different (i.e. neurodivergent) – the more we’ll know what we want to contribute and how well we can do it.
To establish a career that is truly fulfilling, you need to take the time to understand your own brain.
Professional support can provide cognitive assessments, or workplace assessments. This helps with self-understanding. Strategies and assistive technology can align the brilliant parts of your brain to your working environment to help you get through your day – so you reach your full potential.
For example, for those who have dyslexia, you might choose to verbally record your thoughts to share with others, rather than write them down. It transforms something that could have potentially caused anxiety into a superpower that sets you apart.
IN CONCLUSION
To establish a career that is truly fulfilling, you need to take the time to understand your own brain. What matters to you, and what
motivates you, will change throughout your life. Regularly ask yourself what the ten things are that you need for daily happiness, and for you to feel as though your career is going in the right direction, for you. Then question how these requirements align with your current job, or a potential job.
These ten things should be reassessed, and can change, as we move through different life stages. But at every stage of life, we should make sure we take the time to recognise, and celebrate, our own unique mindset.
www.naomidebarra.com
In our exclusive Spotlight feature, we highlight women who are doing good things in their community. They’re not always seen but we think they should be
SP OTLIGH T
Carina Bauer
Carina is CEO of the IMEX Group. Here she talks about her start, and her rise to that role
During my school holidays, I used to accompany my dad to work which mostly involved him flying to Europe or the US, speaking at events, meeting business partners and striking deals. I had no idea what a formative experience this would be – being immersed in different cultures, travelling to extraordinary places and meeting inclusive, talented people was all in a day’s ‘work’.
Years later, when I’d graduated from Oxford University and was fantasising about a career as a ski coach, dad invited me into the family business, a local coffee shop chain - GoodBean. This was a rare break from the global events industry for him. Within a few years he was back launching a new tradeshow called IMEX Frankfurt and invited me in as Marketing and Operations Director.
Twenty years later I’m CEO of the IMEX Group, having been appointed in 2009 following an expansion into the US with IMEX America. I’ve had two sons, perfected my fitness and bouldering skills (encouraged by my husband) and taken on many industry positions. I also focus on being Chair of Brighton and Hove Albion Foundation and founder of the Brighton & Hove Homelessness Fund.
The unusual thing about IMEX is that we’re renowned internationally (and have won dozens of industry awards) but we don’t do any business in Brighton or the UK – you could say we’re a bit of a secret success story!
Looking back at recent challenges, the global events industry was devastated during the pandemic. Any event where people gathered face to face became a frightening prospect and our sector, which is effectively business hospitality, was shut down with thousands furloughed or laid off. It was a tough time, but IMEX was lucky having invested in insurance. Come 2020, that meant we not only protected staff livelihoods but were also able to double down on supporting our industry and on business transformation, creating 15 new jobs in two years.
We’re now at 80+ staff and one of my proudest moments has been achieving the Sunday Times Best Places to Work Award 2024. It’s testament to our clear mission and values and our brilliant culture, which we’ve intentionally crafted and invested in.
Brighton is a hotbed of events industry talent. I only wish more people knew how many great events agencies are based here and how important the industry is for attracting investment and creating a positive economic impact.
www.imexevents.com
“Brighton is a hotbed of events industry talent. I only wish more people knew about how many great events agencies are based here”
Kelly Mills
Kelly is Partner & Head of Dispute Resolution at Coole Bevis LLP. In this interview, she shares her rise to partnership
Breaking barriers in law: rising to partnership
As of recent reports, women represent approximately 35% of partners in LLP firms in England and Wales. This percentage highlights ongoing challenges for gender equality at the senior levels of the legal profession, despite women constituting 52% of all practicing solicitors. Coole Bevis LLP, a leading law firm in Sussex, is bucking this trend as 67% of its partners are female.
How did your career in law start?
Originally, I had no plans to enter the legal field. My goal was to join the Royal Navy as a Weapons Engineering Officer. However, serious illness in my upper sixth year derailed those plans. Returning to my studies, I was faced with a timetable clash, and found myself needing to study for a third A-level at night school if I was to progress to university. The options were limited and the only interesting one-year A-level available at a local night school was law, which I ended up enjoying immensely. The rest is history.
Why did you choose to specialise in dispute resolution?
Dispute resolution appealed to me as ‘real law.’ It’s the kind of legal work people often associate with the profession, thanks to TV dramas. I enjoy problem-solving, working with people, and the variety it offers – no two cases are the same. My husband might joke that I like a good argument, but in reality, dispute resolution has become less adversarial over time. The tone of correspondence, for example, is generally less aggressive now than when I began my career.
Law is not a 9-5 job, and managing other commitments can be tough
What are the biggest challenges you have faced in your career?
Thankfully, times have changed significantly since I started my career. Balancing family and work remains a significant challenge. Law is not a 9-5 job, and managing other commitments can be tough. The pandemic has helped by making flexible working and remote work more acceptable. However, women often still bear the brunt of the mental load.
Networking events are typically outside office hours, which can be hard to manage, especially when children are young. This can limit opportunities to build a network of contacts, which can impact on professional development.
Since joining Coole Bevis almost three years ago, I have found the firm to be very supportive. They genuinely understand the importance of a work/life balance (45% of the firm’s employees work flexibly or part-time) and the opportunities for career progression are not limited to those working to a traditional model.
Kelly Mills, Partner & Head of Dispute Resolution, Coole Bevis LLP www.coolebevislaw.com
By Emma Gross, Employment Partner at Spencer West LLP
Banning unpaid internships:
Promoting fair opportunities in the UK job market
The new Labour government’s proposal to ban unpaid internships, with exceptions only for those integrated into educational or training courses, marks a significant intervention in addressing the entrenched inequalities in the UK job market. Unpaid internships have long been a contentious issue, criticised for perpetuating social inequality and exploiting young workers who contribute valuable labour without receiving financial compensation.
The government’s reforms aim to tackle these issues by ensuring that all work is fairly compensated, thereby promoting accessibility to career opportunities for individuals from diverse socio-economic backgrounds.
A 2020 study by the Sutton Trust revealed that around 39% of internships in the UK were unpaid, with many positions concentrated in highly competitive industries such as media, fashion, and politics. The financial burden of undertaking an unpaid internship can be prohibitive, particularly in cities like London, where living costs can reach approximately £1,100 per month.
exemptions for internships that are part of a higher education course, voluntary positions, and work experience placements lasting under one year.
The government’s plan to ban unpaid internships is centred on the principle that all work should be fairly compensated. The proposal seeks to prohibit unpaid internships unless they are part of an educational or vocational training programme, ensuring that internships are either part of a structured learning experience or paid in accordance with the National Minimum Wage Act.
This policy is aimed at levelling the playing field, making it easier for individuals from all backgrounds to access career opportunities while potentially increasing diversity within industries traditionally dominated by individuals from more affluent backgrounds.
The government’s plan to ban unpaid internships is centred on the principle that all work should be fairly compensated
However, this policy presents challenges for employers, particularly in terms of increased costs. Many employers, especially small businesses and startups, may struggle to afford to pay interns, potentially reducing the number of internship opportunities available.
The Institute for Public Policy Research (IPPR) estimated that unpaid internships could cost an individual up to £6,300 over a six-month period in London. These figures highlight the significant barriers to entry faced by individuals from lower-income backgrounds, who may be unable to afford to work without pay, thus exacerbating economic disparities.
The legal framework surrounding unpaid internships is complex. The UK’s National Minimum Wage Act 1998 mandates that all workers over the age of 16 receive at least the minimum wage. However, the Act includes
As a result, employers may need to re-evaluate their internship programmes, focusing on providing more structured and meaningful experiences that justify the cost of paying interns. This could result in a shift towards fewer but higher-quality internships, benefiting both interns and employers in the long run.
Despite these challenges, the reform could yield significant benefits. With paid internships becoming the norm, employers may be able to attract a more diverse range of candidates, leading to a richer talent pool. This diversity could bring fresh perspectives and ideas to
The government’s plan to ban unpaid internships represents a significant step towards promoting fair opportunities and reducing socio-economic inequality
industries that have traditionally lacked representation from certain demographic groups. Additionally, paid internships could encourage more serious investment in training and development, as employers recognise the value of nurturing talent that could become future employees.
Legal considerations will play a crucial role in the success of this reform. Strengthening the existing legal framework will be necessary to ensure compliance and close any loopholes that might allow employers to circumvent the ban.
This could involve clearer definitions of what constitutes an educational or training course, and stricter enforcement of the National Minimum Wage Act. Future case law could further clarify the boundaries of unpaid internships and set important precedents that protect young workers from exploitation.
The government’s plan to ban unpaid internships represents a significant step towards promoting fair opportunities and reducing socio-economic inequality in the UK job market. By ensuring that all work is fairly compensated, this policy has the potential to create a more inclusive and diverse workforce, benefiting both individuals and industries.
However, the success of this reform will depend on its implementation, enforcement, and the willingness of employers to adapt to these new standards. As the UK continues to grapple with the challenges of unpaid labour, this policy could mark a turning point in the ongoing effort to create a more equitable and just society.
www.spencer-west.com
INFLUENCERS FORUM THE
Welcome to this Influencers Forum on the subject of Women In Tech
Welcome to this forum on the subject of Women in Tech. Despite decades of progress towards workplace equality, women remain woefully underrepresented in the UK technology workforce.
The figures speak for themselves. Just 23% of people working in STEM roles across the UK are female, and only 5% of leadership positions in the technology industry are held by women.
The future tech talent pipeline is also heavily skewed towards men, with women accounting for just 15.8% of the UK’s current generation of Engineering and Technology graduates. The study by the Organisation for Economic Co-operation and Development (OECD) found that girls still lack the confidence to pursue high-paid careers in science and technology despite their school results being as good as – or better than – those achieved by boys.
PAUL ROLFE
Associate Principal – Chichester & Crawley College Group
Director– Sussex & Surrey Institute of Technology
Paul is Associate Principal, Employers & Stakeholders, at the CCG. He is also Director of the Sussex and Surrey IoT - a collaboration between CCG, NESCOT, and the Universities of Chichester, Brighton and Sussex. He is the Chair of Chichester Chamber, Crawley Town Centre BID and Gatwick Diamond Business Executive Council.
Paul.Rolfe@chichester.ac.uk www.chichester.ac.uk
DR MALGORZATA SULIMIERSKA
Senior Lecturer in Banking and FinTech, University of Sussex
Dr. Malgorzata Sulimierska (Gosia) is a Fellow of the Higher Education Academy. She also has Oxford Fintech and Blockchain Qualifications from the University of Oxford, and a PhD in Financial Economics from the University of Sussex, and is involved in research and teaching at numerous institutions.
ms70@sussex.ac.uk www.sussex.ac.uk
MARIACHIARA RESTUCCIA
Associate Professor, University of Sussex Business
Mariachiara is a marketing researcher, educator, and freelance consultant about innovation, B2B Marketing Creative Industries. A Bocconi works as Senior Lecturer (Associate at the University of Sussex Business Her most recent project is on emerging having received funding from Academy and the Academy of M.Restuccia@sussex.ac.uk www.sussex.ac.uk
INFLUENCERS
RESTUCCIA Ph.D Professor, Business School researcher, consultant passionate Marketing and the Bocconi alumna, she (Associate Professor) Business School. emerging tech, from the British of Marketing.
M.Restuccia@sussex.ac.uk www.sussex.ac.uk
❛❛ There are not enough female visible role models in tech. But it’s the same across business as a whole ❜❜
Maarten Hoffmann: Paul, how do we encourage more females into technology?
Paul Rolfe: One aspect to consider is role models. When I started my career in technology, it was partially down to a lady who made me want to study this subject. Maggie Philbin was a presenter on the BBC programme, Tomorrow’s World, a show that introduced new technologies. Having women in such roles on TV was both inspirational and cutting-edge.
However, there aren’t many role models on TV for young people to relate to. That’s one of the challenges on a national level, and I’m not sure why that is. Additionally, schools struggle to get female teachers into tech-based roles. It’s about visibility.
And yet, there are some excellent instances of amazing, inspirational women. For example, Dee Mathieson, a Dynamic Awards winner this year – she’s a highly inspirational and insightful woman. But how do we get more inspirational women in front of other women? I don’t know.
MH: Beth. What do you think is the biggest stumbling block for women or girls coming into tech?
Beth Barns-Graham: I agree there are not enough visible female role models in tech. But it’s the same across business as a whole – women ascending to senior management positions are often in the position of having to decide between a career,
BETH BARNS-GRAHAM Managing Associate, Cripps
Beth is part of the Cripps corporate team Cripps is a B Corp certified, top 100 law firm, specialising in advising technology sector clients on complex corporate transactional and advisory matters. It supports a wide range of technology clients with their legal needs at all stages of the business life cycle.
beth.barns-graham@Cripps.co.uk www.cripps.co.uk
or splitting their time between family and career responsibilities. That means that you see more women dropping out, especially in fields such as tech. It’s also not the environment that lends itself to truly flexible working, and I think that’s what a lot of women need to happen to make it work. That’s true in law as well, from my experience,
MH: But if, as you say, that’s the same with law and across business, that doesn’t cover the problem about women not choosing tech – if those career issues are the same across the board. What do you think is the problem, Maria?
Mariachiara Restuccia: I’m going to speak as a mother of two girls. I find it fascinating to see how young kids are knowledgesponges. If you provide those stimuli in the form of inspirational and accessible role models, the attitude in the children becomes, ‘Well, why not? Why can’t I be that next one?’
The role of some of the books like ‘Little People, Big Dreams’ or ‘Goodnight Stories for Rebel Girls’ that include role models from a diverse range of professions – including tech and STEM – is vital as it breaks the stereotype that in the lab is only ever a middle-aged white man with a coat.
The way tech is portrayed as being part of the problem. If we look at how AI is illustrated right now, the only imagery we see is of a white man in his 50s with glasses, and not particularly stylish! We need to offer greater visibility to give a variety of tools that are also age-appropriate and speak the language of the kids. If we want kids in science, it needs to be fun, it shouldn’t be boring. We have multiple opportunities to show from the beginning that this is an option.
MH: How do we fix this problem of there being no adult female role models for girls to look up to?
Malgorzata Sulimierska: I offer two perspectives – the first from when I was in a high-tech company, and I was one female on the whole floor. Another perspective is as someone who is a course director for the degree, which is very much for financial technology.
The problems are found at different stages. One stage is when the kids are very young, and there’s a lack of encouragement. We should always try to build a team that works together on a project or a task; that team must be boys and girls. I have two boys and one girl, and the boys say, ‘Only we do science, only boys do that…’ and I have to tell them, ‘No, include your sister.’ Boys and girls can – and should – do these tech tasks from an early age, and do them together.
Then we move to higher education, where fewer girls are choosing tech subjects. That is something that we have to work on, and the role models are very important to them here.
The dynamic in the room is often that the girls on my course would sit at the back of the room, with the boys taking over the discussion. Sadly, they would often say not very smart things. This leads to girls being discouraged.
So now, for instance, one of the things I’m working on in my degree, is that we always have a course rep, one for females, one for males. I’m quite firm on that.
Another aspect is my personal experience. I decided to choose an academic career over industry, as it better caters for my circumstances. You are pregnant for nine months, then you have maternity leave for eighteen. I cannot carry a 12-hour shift as a mother. At least in academia, you can keep in contact with academics for writing papers.
But in industry, it’s very difficult to take the full maternity period off as technology moves so fast that, even if I miss three months, I will be so far behind, that it would be impossible to jump back into any given programme.
MH: I suspect that is an issue in many industries, but in tech particularly. So the problem is that if there are no female role models, we need lots of women to come in – and wait 30 years for any of them to become a female role model.
MR: I’d say that there are role models out there. We need to find them. I’ve been asked to review a book in computing technology, highlighting all the pioneering women who have contributed to major developments – from Wi-Fi and so on; the women who cracked the code, so to speak. They are there. We need to give them visibility and celebrate those who made it because they are the pioneers. We don’t give them enough of a voice.
MH: If it’s a case of finding and acknowledging them, doesn’t it start at school?
PR: It’s long been thought that, in education, parents play a key role in forming what their children go on to do, and there are a lot of built-in stereotypes in parents that need to be broken down.
There are now some companies that are starting to challenge this and helping to inform things. For example, I love going on a cruise; there’s a company called Celebrity Cruises that has had a massive push on females in leadership roles in their cruise ships, and they celebrated the first cruise ship that went out with a female captain, female engineer, female navigator. It wasn’t a gimmick, it just happened that way. It’s these initiatives that can disrupt parents’ thinking and maybe consider, ‘Do you know what? My daughter can be an engineer.’ We need more companies to be bold and showcase their female employees and leaders to start to change societal views.
Some depressing stats from PwC
• Only 3% of females say a career in tech is their first choice
• 78% of students can’t name a famous female working in tech
• 16% of females have had a career in tech suggested to them, whereas 33% of boys have had a career in tech suggested to them
• 5% of leadership positions in the tech sector are held by women. Women have received as little as 2% of all investment funds in a given year
• Women see far less global venture capital funding (2%) than men
• Representation of women in big tech fell by 2.1% between 2020 and 2022
• Over 50% of women in tech report sexual harassment and sexism
MH: Do you think schools could more often bring in female role models to talk to the children, especially to girls, on tech and STEM subjects? Is enough being done?
PR: More can always be done. We work with someone called Joanne Henderson, who looks after cloud technologies for Gatwick Airport, and she’s pushing herself to be involved and get in front of young people, which is fantastic, and we can make those things work. But yes, there’s always more to be done.
BBG: There’s also an issue, at primary school level where it all starts, with children wanting to do the same things that their friends are doing. A lot of parents would be very keen to ensure that the girls have the opportunity to do what are considered male activities and subjects.
I’ve got a boy and a girl, and they split down party lines because that’s what their friends are doing. My daughter wants to do ballet because all her friends are doing ballet. And my son wants to do coding because the boys are in the after-school Coding Club.
It works a lot better, though, within the lessons they have in the school when they do integrated tech or coding lessons. It breaks down those barriers. Left to their own devices, and not pushed into those environments, the girls, in particular, don’t feel confident enough to do things which they see that all the boys are doing.
MH: Is there any benefit in doing coding lessons just for girls? That’s where the confidence comes from. They’ll then ask all the questions they might’ve thought ‘dumb’ that they wouldn’t have done in front of boys. I put my girls into all-girls schools, as the evidence shows that girls are better educated with girls, while boys are better educated with… girls. The girls tend to push themselves forward.
❛❛ There are role models out there. We need to find them. We need to give them visibility and celebrate those who made it because they are the pioneers. ❜❜
BBG: I had exactly that experience. I went to a girls’ grammar school and I found it a lot easier to be confident.
MS: Both of my sons and my daughter play for Horsham Rugby Club. Up to eight years old, they played together. In the beginning, it was very difficult, because the girls only passed to the girls, and boys passed to the boys. They are divided. But what is amazing, and I pay respect to the coaches here, the majority of whom are fathers with daughters in the team, is they pass to each other, and they start playing as a group. So where my son only ever passed to another boy, he now passes to girls as well, and they start playing as a team, which teaches them and they transfer that learning in later life in other skills.
Also, interesting research has been done that says that daughters of leaders – coaches in this instance – are much more likely to become female leaders themselves. And given the nature of rugby as a sport, one which relies on teamwork more than any other, is it’s influential in the friendships that they develop – boys and girls. It’s not a barrier to my son as he knows they are part of a team.
MH: Beth, you didn’t do a STEM subject but it wasn’t that long ago that law was such a maledominated profession. Now I find there are more women than men in my experience…
BBG: it’s refreshing, and a firm like Cripps, where I work, women are in all kinds of management roles. The vast majority of those women have children, but all work full-time. There is still a problem in the City, within senior roles, though they are making great strides to work on that.
Funnily enough, one of the things that’s helped in law is tech. The ability, post-pandemic, to work remotely is something some law firms could move towards; a true hybrid working system. That flexibility, that remote working, will see more women continuing in those professional roles.
MH: Accountancy was another male-dominated profession. It was about four years ago we reported it was finally 51% women in accountancy. Other sectors are moving. Law and accountancy didn’t have female role models – is that the reason why that barrier is there in tech?
PR: You’re right when you talk about that flexibility. With that in mind, it was disheartening to read recently that CEOs are saying that in the next two to three years, everyone will be back in the office.
BBG: It’s very frustrating. We’re having drives, in the law profession, to get people back in the office to, quite rightly, promote the training of juniors who need that face-to-face support. But I do feel there’s a place for hybrid working, and being flexible.
MH: We’ve discussed the lack of role models, which is part of the problem. Can we come up with a solution to this?
MR: Another angle we could explore would be using the creative industries, and using the power of media to support this. And I’m saying this because a lot of our businesswomen might have little time to visit so many schools. But what if we could start offering materials that are either videos or books that the kids can access in the room when they need to choose their book for the week?
What if, alongside all the stories of unicorns and castles and rainbows, there is something about a scientist or an astronaut? And there is a female Sussex graduate who is an astronaut right now. What if those faces can become more familiar?
And that’s where the power of documentaries, movies, and TV series comes in – in breaking the stigma. If we think about so-called taboos in the past, such as homosexuality, and how they changed thanks to positive role models that normalise how people react. It may not be the silver bullet solution, but we need to look at all the possible contact points to make sure that those resources are accessible.
MH: Chiming with that is research that said the vast majority of girls, stated, ‘I want to do something with my career that’s of benefit to the world. I want to make a difference.’ Of course, tech falls into that, yet somehow it’s not translating from what they want to do into a career. Something’s putting them off.
PR: Technology has permeated through different industries at varying speeds. I just wonder whether that growth in technology in different industries will help more women get into tech – especially as the definition of what ‘tech’ is, broadens. It could be an exciting opportunity.
BBG: We’ve seen that in law. As a female lawyer, I have to use tech every single day. We’re constantly thinking of new ways to, for instance, make transactions faster. And we have to be on top of the latest legal tech all the time. It’s not an excuse to say, ‘I don’t know how this works.’
MH: Did you have to gain that knowledge in the firm? Or did you come in with that knowledge?
BBG: I had to gain it. However, some of our paralegals – people coming through – are incredibly tech-savvy, and so are running these resources and helping us understand how we can make the most out of it.
MR: I would say marketing is the same. There is hardly a marketing campaign that goes on without there being a tech element, or without having an awareness of the digital space. Whatever happens, you’re using it. So I’m wondering to what extent we need to talk about women in tech, or is it just in the new digitallyempowered marketplace because that’s where we all operate?
MH: That’s extremely relevant, because even without knowing it, ‘tech’ is everywhere. So it does become an integral part, even if you’re not in a tech field.
BBG: And then you move on to AI, with the new worry of, ‘Will AI take my job?’ Law is one of those areas where you can ask AI a legal question, and it will come up with a possible answer. However, there are still ways in which AI is deficient, and may not understand the nuances and permutations that you can put to a client. What needs to happen first is how to interpret AI, use it and harness it.
MS: When it comes to women working in the field of tech, in 2016, when we created the FinTech degree, we had only one girl who joined us, out of a group of 20. Now, though, we have 30% female, and we are close to having 50%.
Another thing we have at Sussex is something we call FinTech Coffee Connect where we bring our graduates to come back and talk. It’s something I very much encourage. Our first female graduate did indeed come back and talk with the students, and told them her story.
The project we are developing now is a chatbot; an AI tool for teaching purposes. We have a team of girls developing it. I think it’s very encouraging, but we need to point out that we are building in teams. Some of the girls are amazing coders, but they focus a little too much on details, and they lose the total picture. So we introduce a male who adds – who needs to add – a different perspective. It’s more like a synergy that we are building, and it will come. It will happen by itself. I love creating mixed teams. I insist on them, mainly because they naturally tend to split into male and female teams.
MR: This is why tech is such an interesting space to look at. We’re breaking the barriers between the user and the developer. For example, the people start using the technology, then realise that there is an opportunity to potentially access the tool to develop a solution to something that may have come up. The more technology becomes part of our lives, the more we use that piece of technology to create the next piece. Who knows who will be the next developer?
❛❛ In 2016, when we created the FinTech degree, we had only one girl who joined us, out of a group of 20. Now, though, we have 30% female, and we are close to having 50%. ❜❜
This, in turn, creates almost a virtuous circle. So I find it interesting that hopefully what we have seen in accounting and in law, women – as end-users – might be the next in line as developers, because we are now heavily using technology, we might come up with ideas about how we could do our jobs and tasks better.
BBG: We do that at our place. We’ll have a piece of tech at work, our tech-minded female legal teams have an idea of how it might be made better, and work with the developers to improve it.
MH: That’s what lights the fire, isn’t it? Sometimes it’s coming up with an idea to make something better. Paul, tell us about Team Tech?
PR: It’s being run by Maggie Philbin, and it’s an opportunity for schools to come to an exhibition venue, get involved in hands-on activities that are curated, and then for businesses to put on interactive displays and opportunities, for young people to explore. Universities and several companies are taking part; it’s inspirational, as it gives young people the opportunity to see the range of available careers. And it’s happening again this year. We, through the Institute of Technology, are making a conscious effort to ask our companies who are taking part to try and have diverse representation on the stands. We’re investing for the second year.
MH: Is there a way to encourage more girls than before?
PR: The schools choose who comes along, and this is an opportunity for them to encourage more females. This is possibly where Dynamic can come in and focus one of the days on females.
MH: Going to one of these things, seeing an exhibit, a demonstration of something going on – and that fire can be lit for life…
PR: I’ve seen it happen before, where a young person’s gone up to a particular stand, and something has been ignited, they’ve built a relationship, and it’s gone from there. Sometimes, all that young person needs a champion to light that fire.
MR: We need a champion at all levels. We particularly need women in venture capital and other types of investment funds that are trying to promote more female businesses. There have been a lot of networks that are starting; some are even more established than others. We need them just to give those voices and faces a space. There is a movement that is there, including those female role models, but who just need to break through so much competition. Even if men are becoming more aware of these issues, we can still find, through those networks, more space given to the pioneers or those who want to take a risk.
BBG: At Cripps, we have partnered with a network called the ‘Wealthy Her’ network. Earlier this year, they launched the ‘Techie Her’ network. And I was at the launch event for that, and it was fantastic. We had some great female entrepreneurs in to speak. And they listed the depressing stats about investment in female tech entrepreneurs.
❛❛ There is a movement that is there, including those female role models, but who just need to break through so much competition. ❜❜
The launch was held in the City of London, and was filled with old-school City types. And even though it was supposed to be championing women, I realised this is a good way to get real traction and engagement.
By making it an all-inclusive launch, we made sure that those men in the senior roles, and especially those in the corporate finance world, got to see so many of these female tech entrepreneurs in front of them while getting them to understand the challenges women face.
MH: I’ve found three examples in the UK and the US where – and this is potentially a major problem – funding for promoting and educating women in tech is being stopped. Tech companies are being blamed for quietly moving away from their equality, diversity and inclusion commitments.
The UK is facing an acute shortage of workers with digital skills. Computer coders, cyber security experts and data analysts are all in high demand; two-thirds of technology firms are experiencing a shortage of skilled workers, and yet, comically, the money is being cut for diversity roles that bring women into tech. Meanwhile, tech - as an industry - is screaming out for more people.
Depressingly, nobody within the government or large corporations with big budgets is doing anything about it. Worse, they’ve actively pulled back the money that they had put into it, leaving women with nowhere to go. Without that funding, diversity ceases to exist. How do we fix this?
MR: I would put a call to the readers of this magazine because that’s a question that goes beyond education and some of the sectors we work in. It’s the same with marketing. When things are tough, we cut marketing, and often it’s a time when we most need marketing to make sure that we have enough customers.
And that’s where we need to become more aware of the long-term implications of some of these decisions. Often, when times are tough, as it is now, with soaring energy costs, and the cost of living crisis, your cash becomes the most precious currency. So you think about surviving in the short term. I hope that when things settle, and we recover, there is more willingness to focus on the long term and become aware of the implications of some of these cuts.
MH: The trouble is, as with many things, cutting in the short term damages the long term. It’s a vicious cycle that’s going to damage our tech reputation in the world and place us further and further down the league table.
MS: Regarding the cutting of private investment, if the private sector does that, public money has to get involved. We need government intervention to put in rules and regulations that force companies and institutions to put money into development. We need these regulations – everything else is regulated, so why not tech investment?
Government spending has to be put in certain areas to stimulate that. It doesn’t have to be female-dominated, but it has to be a way of scholarship for talented people. The training to get a PhD in any science takes years and costs thousands, and this precludes many if not most, people, especially those from not so well off households.
The money should follow the talent, those who are the first in their class. It doesn’t necessarily just mean the females, but given the untapped female talent out there, and by creating scholarships which students can get, we can have our next generation of… anything. Including tech experts.
BBG: Talking of funding gaps, that crunch period where you get your female role models in your 30s, this lack of funding also precludes women from leaving the workforce temporarily, beyond statutory maternity provisions. And there’s no funding for any of these catch-up programmes. They need to be funded by the big corporates, the large private entities – but, to them, it’s about short-termism.
MH: The trouble is, universities are struggling badly. There has to be a reorganisation of the way the universes are funded.
PR: There are a couple of opportunities. Apprenticeships have been around for a while. And there’s the levy, though stats show that a lot of the big corporations aren’t spending their levy well enough. Some smaller companies are considering it. So there’s an opportunity to use the levy for businesses to address that, and it’s a cost-effective way of doing it. One of the innovative things that we’re looking at is one of the first female leadership apprenticeships. It’s going to give women an opportunity to get together, to learn, and also to build their power network.
The government also has something called Skills Boot Camps; it’s a short, intense programme designed to either upskill people or to retrain. While the stats may show that we are poor at attracting people in their early careers to choose Tech, it’s worth considering what retraining looks like, either through formal or informal learning.
We talked about companies being flexible in being able to offer jobs. Are we doing enough in flexible education? Because we’re talking about women returners, because they’ve had a child and perhaps they don’t want to go back to whatever they were. Are those educational opportunities affordable and flexible enough so you can drop children off and pick them up?
MR: As a higher education professional, this is a question I keep asking myself. Are we doing enough? We lack flexibility. It can take two years to get a new module approved, let alone a new course. In that time, everything has changed. Two years ago. If we don’t even embed a certain flexibility, how do we keep our courses up to date?
At the same time, I’m interested in the range of microcredential or small certifications out there. LinkedIn, for example, offers short courses in specific areas. There are complementary or alternative ways to educate and retrain the workforce or individuals.
MH: The female brain is wired in such a way they’re better at some of these tech and STEM subjects than men. Would you concur?
MS: I do agree with that. Based on my experience as a course director, it’s very often girls who perform better – by 10 or 20%. They perform better during university time. Very often, they are much better at getting a job after they graduate. This year, all of my female students got a job before they even graduated. They were very clear and focused on what they wanted. A lot of the boys, however, had the attitude of not knowing what they wanted to do after graduating.
It was good to put them in the group, because they were all very supportive of each other, stimulating each other. The issues start at around 30 when the tech companies don’t offer support to women, especially if they have to sacrifice their careers for their families. This is compounded by the lack of support to catch up with the required skills for those returning from maternity leave.
BBG: Companies like Cripps do offer support for womenbased tech networks. It has been happening for a while, so a certain amount of assistance is being provided in all kinds of places. We offer legal services, but ultimately, we are women in business too.
MS: Additionally, we need to grow our mentor schemes. It can be great for a very young age when we have women as leaders. At Sussex, I encourage my female graduates to come back and mentor the students. We keep in contact with them, and I find it genuinely works. Mentoring is essential for females to grow.
Separately – and I’ve experienced this as a mother – is the issue of how few networking events I can attend as they are usually in the evening, during my own family time. I acknowledge that this is a work/life choice, but it can affect my career as I can’t get the business or a promotion as I am not out there meeting other people. It may be easier for women who have yet to start a family, but it does mean it’s harder for me.
Added to that, I am finding younger women are reluctant to go to networking events. This is something I ask mentors to help with, to encourage them along, as networking is essential. But I struggle to make it to these as I have my family.
MR: We need to bring in our partners, and work together. I found that I was able to go to some events because we took turns.
BBG: You have to do that, otherwise it doesn’t work. It’s helpful that there are more lunch and brunch networking events. Senior men are suggesting, to encourage women to attend, to have networking events at a more convenient time for those who otherwise might struggle to attend.
❛❛ I’m pleased to see that women are still pushing hard for funding. We keep being told what is impossible, but I see women who will not accept that, and seek to prove the people who turn them down wrong ❜❜
MH: I look at someone like Alison Rose. She saw the shortfall in investing in women, had NatWest put aside £2 billion for such investment, which proved an immediate hit, and subsequently got fired, with her name erased from her own far-reaching research and review. Since then, NatWest has no longer ring-fenced women in business ventures. It’s all a bit damning, isn’t it?
MR: We are stubborn. Despite all of this, I’m pleased to see that women are still pushing hard for funding. We keep being told what is impossible, but I see women who will not accept that, and seek to prove the people who turn them down wrong. What might help is if Dynamic Magazine were to provide an available directory resource – where you are a woman, you want to invest in tech, or you have an idea. It will be competitive; but if two billion went in less than a year, it means that the demand is there. So keep promoting these opportunities.
MR: I think we have made great strides, especially with maternity returning to work, compared to the past. However, I want to consider the whole female working life cycle, including menopause and perimenopause. If we want to break through the glass ceiling, we need to focus not just on the schools and universities, we must consider all stages, including into senior management, and acknowledge the major transformations we go through in the latter stages of our careers. Some workplaces are good at providing that. If we take a holistic look at this issue; it starts with a role model when we are kids, but let’s ensure that we provide the support that we need throughout our careers.
MH: Let’s get back to female mentors. Have you been mentored yourselves by them?
MS: When I joined Sussex, I was finishing my PhD, when Professor Carol Alexander approached me and asked if I would be interested in staying. Having such a strong female mentor; a leader, the editor of one of the biggest banking and finance journals, and someone who has a long experience in industry, saying that it would be a good idea for me to stay. That was amazing! I had been planning to go, but I had a female leader
❛❛ Wouldn’t it be something if Sussex - the University and the county – became the UK leader in female tech? If you’re a female tech entrepreneur, come to Sussex. ❜❜
who could change my perspective. I wouldn’t have stayed at Sussex if Professor Alexander was not that leader.
BBG: Female mentors are so important. I trained and qualified at a big City law firm, and I don’t think I’d have felt as safe, supported and comfortable if I didn’t have some ferocious female partners who had smashed their way up the chain themselves, but did not kick the ladder out from underneath them. All the way through, you need that encouragement and support.
MR: It’s often this sisterhood that you need. We need to support each other, to move forward. But at the same time, my biggest supporter was my head of department, who was a very understanding man. He pushed us, a lot of women, to go through promotions, to apply – and he really supported us.
But so many women suffer from a lack of confidence. The number of times I’ve heard women in business or tech say ‘I feel like an imposter.’ This imposter syndrome is always there. Despite achieving what we have done, and making it into senior positions, we still feel like we are not good enough, and it’s an idea we need to remove from our heads because ultimately we are capable.
MH: You bring up imposter syndrome; it’s a pet subject of mine. I wrote a piece mentioning 85% of women and 11% of men suffer from it. That’s nonsense, because I’d say it’s closer to 80% of men. We’re just really good at hiding it.
MS: Maybe it’s a trick!
MH: Well, it is a trick. And that trick is saying to yourself, ‘No, I should be here.’ But for that number of women who do suffer from imposter syndrome, it’s so frustrating because I believe women are better than men in so many roles. However, with my daughters’ generation, and I see it in them and their friends too, they’re not taking rejection or casual dismissal lightly. They’re full of passion and ready to go. I just hope it doesn’t get beaten out of them. That’s my worry – I want them to have that fire, and not have it knocked out of them.
MR: We’re all responsible – from the school to the university to the professions. That passion – it’s not to be taken away. If we show that this will make a society where we can all flourish, I can then look at my daughters, and my students with hope. Otherwise, I wouldn’t be doing this job. And there is the capacity to support that.
MH: We’re nearing the end of our discussion. May I have a closing statement from each of you?
MS: In my experience, females have a greater sense of multitasking diversity. Boys, on the other hand, focus on one task at a time. And this, to me, is representative of a changing workforce; of needing to have a broader range of skills and expertise. So if I consider the jobs market in 10-20 years, I think the future is so much brighter for women in tech.
PR: We’ve still got a long way to go. But I’m optimistic. Organisations are learning what we need to be doing. Education is learning, and sharing best practices, and there’s a lot more collaboration going on, and there’s a deep understanding that diversity is needed in the workplace. People are waking up to that. So I’m optimistic, but there are going to be some challenges along the way,
BBG: I agree there’s a lot to be optimistic about, but there’s equally still a lot of work to do. Forums like this are excellent for going over those important discussion points and making sure we’re thinking, not just about the challenges ahead, but also about solutions.
MR: The problem is so big that there is no silver bullet. But if every single stakeholder realises there is no such thing as a small action, we don’t know what can then be achieved.
PR: Wouldn’t it be something if Sussex - the university and the county – became the leader in female tech? If you’re a female tech entrepreneur, come to Sussex.
MR: With the likes of Silicon Brighton, Dynamic Magazine and other networks, these are precisely going in the right direction. If you’re an entrepreneur, no matter who you are, and you want to work in tech, this is a supportive environment.
MH: I love a positive ending! Thank you very much for your time and insights. I’ve heard very positive things from you all today, especially as far as the university is concerned, I feel like we’re going in the right direction. I certainly feel more positive now than when I walked in this morning. So thank you for that.
+ WHAT IS A ‘GENDER HEALTH GAP’?
A health gap refers to differences in healthcare access, outcomes, or disease prevalence between different groups. The gender health gap highlights the biases and inequalities women face within the healthcare system, which often result in poorer outcomes for women.
This imbalance is particularly evident in the UK, where one-third of women experience reproductive or gynaecological issues, yet only 2.5% of public health research focuses on reproductive health.
By contrast, five times more research funding is allocated to erectile dysfunction, which affects 19% of men, than to premenstrual syndrome, which affects 90% of women.
Closing the
What will Women’s Health look like under a Labour government? The fact is, we don’t yet know. By Tess de Klerk
Women generally live longer than men, but they spend a larger proportion of their lives in poor health. Despite this, they receive less health monitoring and are often prescribed medications that can be harmful. These realities highlight an ongoing issue: gender-based health disparities. The UK has one of the widest gender health gaps among G20 nations, and the growing body of evidence shows that more action is needed to address this historical form of discrimination.
the gender health gap
The lack of research into women’s health reflects societal attitudes that downplay or normalise issues like severe menstrual pain, heavy bleeding, and menopause symptoms. These conditions are often dismissed as things women should "just deal with," leading to delayed diagnoses and inadequate treatment. This neglect can result in life-threatening misdiagnoses and preventable deaths.
The discrimination in women’s healthcare is compounded by additional factors such as race, class, physical ability, and geographic location
A study from Manchester Metropolitan University highlighted the struggles of women with endometriosis, a condition affecting 1.5 million women in the UK. The study found that many women feel dismissed by healthcare providers, a phenomenon described as ‘medical gaslighting.’ There is currently no cure, and due to a lack of open dialogue and
education about menstruation and associated pain, it takes an average of seven to eight years for women to receive a diagnosis.The discrimination in women’s healthcare is compounded by additional factors such as race, class, physical ability, and geographic location. For instance, Black women in the UK are nearly four times more likely to die within six weeks of childbirth compared to white women, and Asian women face nearly double the risk. Women from minority backgrounds are also underrepresented in medical research, which worsens health outcomes in these communities.
The UK government launched its Women’s Health Strategy in 2022, following an analysis of nearly 100,000 responses from women. The strategy, which seeks to reduce the gender health gap over the next decade, included £25 million in funding for women’s health hubs across England, as well as increased access to information on women’s health issues.
A £2 million investment in a randomised control trial on endometriosis and surveys on reproductive health were also part of the plan. Dame Lesley Regan, the UK’s Women’s Health Ambassador, whose post has been extended to December 2025, emphasised the importance of creating these health hubs, which will provide women with centralised care. This approach aims to streamline services and ensure women aren’t burdened by navigating complex healthcare systems on their own.
The
By mid-2023, progress had been made which included health hubs, a dedicated women’s health area to the NHS website, easier access to HRT and greater IVF transparency through a new tool on GOV.UK to allow people to look up information about NHS-Funded IVF treatment in their area.
party recognises that healthcare access is unequal across the country and pledges to reduce these inequalities while revitalising women’s health as part of its reform of the NHS
The Labour Party acknowledged women’s health in its 2024 General Election manifesto, although the topic did not receive extensive attention. Its manifesto included specific commitments aimed at addressing key aspects of women’s health, such as improving patient safety in maternity care. Labour says it plans to implement improvements in Trusts that fail to provide adequate maternity care and to train thousands of midwives to reduce the mortality gap for Black and Asian mothers.
The manifesto also includes an Action Plan on public health, which addresses violence against women by targeting violent content online through the Online Safety Act. Additionally, the party recognises that healthcare access is unequal across the country and pledges to reduce these inequalities while revitalising women’s health as part of its reform of the NHS.
The British Medical Association (BMA) has provided guidance to the government in the form of a proposed Women’s Health and Well-being Strategy, which outlines five key goals:
1. Women’s health across the life course: This approach recognises that women’s healthcare needs to evolve through different stages of life, from adolescence to old age. Labour must ensure that women have access to the necessary resources, education, and training at all stages, particularly during key transitions such as menopause.
2. Centring women’s voices, especially the marginalised: Labour’s strategy must prioritise listening to all women’s healthcare experiences, particularly those from historically marginalised groups. These groups often face exacerbated negative experiences, and addressing this requires deliberate effort.
3. Integration of sexual and reproductive health services: Currently, the commissioning of sexual and reproductive health services in the UK is fragmented, with services run by decentralised bodies. Labour must address this issue to provide women with more holistic care across their lives.
4. Increased investment in sexual and reproductive health: Public health spending cuts have disproportionately affected women’s health services. The new government must reverse these cuts to improve access and outcomes.
5. Supporting women’s health in the workplace: Labour’s plan must recognise that women’s health issues such as menstrual disorders, endometriosis, fertility treatments, and menopause also impact workplace participation. Creating inclusive work environments is essential for women to thrive both professionally and personally.
As efforts intensify to close the gender health gap, the government must recognise these issues and shift towards prioritising women’s health.
By addressing inequalities and ensuring that women’s health is supported throughout all aspects of life, the UK can take important steps toward achieving healthcare equity for all women.
As efforts intensify to close the gender health gap, the government must recognise these issues and shift towards prioritising women’s health
October is Breast Cancer Awareness Month.
Mariachiara Restuccia shares her journey through diagnosis, treatment, and recovery, highlighting how it transformed her life and work, and her advocacy for greater support for survivors.
BREAST CANCER AWARENESS
They say 40 is the new 30, and that’s exactly how I felt in July 2022. Just before my 40th birthday, my career as a university lecturer was flourishing, with successful grant applications and publications. My partner was about to start a new job closer to home, and my daughters were thriving at school and nursery. We had even booked our first island holiday!
Little did I know that the outcome of an early screening mammogram, initially scheduled for my birthday and postponed by a week, would change my life forever. Within a week, I was called back for an urgent ultrasound of my breast and armpit. Just a week later, I learned not only that I had breast cancer, but that it was an aggressive form.
Every ten minutes, a woman in the UK receives a breast cancer diagnosis. This time, it was me. My diagnosis required the full course of treatment – chemotherapy, a mastectomy, and radiotherapy. “At least a year,” said the oncologist, “and then you’ll be menopausal to reduce the risk of recurrence.”
I was shocked but determined to fight back, to remain Mariachiara – the woman, the wife, the mother, the friend, and the academic – after my treatments. This thought guided me through the many ups and downs of the process, as did the support of my family, friends, and colleagues at the University of Sussex.
My response to the treatments was very positive, and here I am, now ‘four-plus-two’, as I like to say when
Every
ten minutes, a woman in the UK receives a breast cancer diagnosis. This time, it was me
AWARENESS MONTH
people ask my age, back to family life and back to work. I am among the increasing number of women for whom a breast cancer diagnosis can lead to a new lease on life. Medical advances in screening and treatments now allow almost nine in ten women diagnosed with breast cancer to survive for five years or more.
I
am now adding my voice to those advocating for a more holistic approach to cancer survivorship – one that considers the impact of treatments on our daily lives
Life after cancer is a ‘new normal’, where I must balance medical appointments and check-ups with my work and family life, all while the thought of recurrence lingers. This ‘new normal’ includes navigating menopause much earlier than most women, as a result of my treatment. It’s a new normal because this experience has changed how I see both life and my work.
In the past, I often felt apologetic for being a marketing lecturer, because ‘marketing manipulates people.’ But as a vulnerable patient moving from one waiting room to another, I realised that marketing can be a force for good – if it helps place the individual at the centre of any product or service offering, especially in healthcare.
I realised I was a marketer at heart throughout my treatments, whenever I identified unmet patient needs in healthcare settings, whenever I felt that communication between healthcare providers and patients could be improved, or whenever I encountered misleading social media posts promoting unconventional therapies as miracle cures for cancer. I also saw, firsthand, the invaluable support offered by online communities of patients who, like me, experienced both cancer and menopause. These observations took many forms – notes in my diary, pictures on my phone, emails to healthcare providers and charities like Macmillan and Against Breast Cancer.
I clung to these thoughts as I prepared to return to work at the institution that had treated me not just as an employee but as a human being throughout this journey. With renewed determination, I followed the advice from my compassionate occupational health assessment and managed to return to work just over a year after that mammogram. I am now using my marketing skills in new ways. Alongside my ‘traditional’ (pre-cancer) projects on business-to-business
marketing and innovation management, I am transforming those notes into new projects with colleagues to better understand the challenges breast cancer patients face during treatment. If these projects can help even one person, my suffering will not have been in vain.
I am now adding my voice to those advocating for a more holistic approach to cancer survivorship – one that considers the impact of treatments on our daily lives, both at home and at work, particularly when the menopause comes earlier and more intensely due to cancer treatments.
To borrow from Adele’s lyrics: we want to live, not just survive, after breast cancer!
Mariachiara Restuccia is a marketing researcher, educator, and freelance consultant passionate at the University of Sussex Business School.
+ CALL TO ACTION
October is Breast Cancer Awareness Month. Don’t forget to take care of yourself: check your breasts and, if invited, attend your mammogram. Small gestures can make all the difference.
FURTHER READING… HOW TO ALIGN YOUR NEED FOR PURPOSE WITH YOUR CAREER
Marilyn Waite has worked across four continents on low carbon energy, climate modelling, and investment, and is the author of Sustainability at Work: Careers That Make a Difference. She currently leads the Climate Finance Fund and teaches ESG Strategies at Sciences Po and other universities across the globe.
If a commitment to social and environmental sustainability is something you want from your employer, you’re not alone. Finding purpose in your work is more than just a trend and not restricted to certain generations in the workplace.
Many organisations are waking up to the fact that if they want to attract the right talent and investment, linking their purpose to sustainability development goals (SDGs) such as the 17 created by the United Nations is a must.
Having a career in sustainability is not just about working in a green-labeled job or the environmental sector. Regardless of the industry you work in, there are many ways you can impact sustainability in your role or seek a position with
THE SEARCH
FINDING MEANINGFUL WORK IN A POST-CAREER WORLD by Bruce Feiler Pengion Press (2023)
Feiler introduces the six questions to ask in times of change - Who, What, When, Where, Why, and How - that allow us to perform a meaning audit, tapping into our truest selves and our deepest hopes to create the meaning we crave. This book shows that the answers involve not following another supposed expert, but giving yourself to yourself, learning to dial into your own inner voice and turning the volume all the way up.
this in mind. There are many questions you can ask your company; here are a few to get you started.
The first question is what are the company’s sustainability goals? Internal sustainability objectives should ideally align with some or all of the U.N. SDGs and can range from discontinuing the use of single-use plastic to updating hiring practices to become more diverse and inclusive.
Additional questions can leverage the SURF Framework, which encompasses the Supply chain, Users, Relationships, and Future generations. Questions can thus probe the social and environmental practices within a company’s supply chain; ascertain how end-users are equipped to engage with
GOOD WORK: HOW TO BUILD A CAREER THAT MAKES A DIFFERENCE IN THE WORLD by Shannon Houde Kogan Page (2021)
Whether you want to battle climate change, promote diversity and inclusion, work in sustainability - or if you’re not sure, but just want to leave things a little better at the end of every work day - let this book support you in turning that passion into action.
Written by corporate responsibility consultant and certified coach Shannon Houde, this book is part career guide and part job search help - and all purpose-driven. From understanding what the ‘purpose economy’ is and how you fit into it, to what jobs to go for and how to land them.
the organisation’s product or service to further sustainability goals; seek to understand how stakeholder relationships are nurtured, including how principles of JEDI (justice, equity, diversity and inclusion) are applied; and examine what long term strategies and practices are in place that address future generations.
Sustainability should not be an ‘add on’; it should be fully integrated into the day-to-day life of every organisation
WORK AS A CALLING FROM MEANINGFUL WORK TO GOOD WORK
by Garrett W. Potts Routledge (2022)
This book provides a paradigm for reimagining the idea of ‘work as a calling,’ which serves as a corrective that better supports the individual’s search for meaning and their contribution to the common good. Thus, the key idea captured herein is not simply that scholars have misunderstood the very notion of “work as a calling” by implying that it is essentially just synonymous with meaningful work, but, even more importantly, the point is that scholars and laypersons alike often fail to realise how true meaning ensues as a result of a genuine concern for contributing to human flourishing and the common good through one’s work.
Sustainability should not be an ‘add on’; it should be fully integrated into the day-to-day life of every organisation. A clearly defined mission, vision and values are signs that the organisation has set a direction of travel to help all employees work towards sustainability goals.
These are just a few things to ask, but by doing so you can help create a more sustainable workplace and inspire others. Whatever your employee status, you have more power than you might think.
THE NEW NATURE OF BUSINESS THE PATH TO PROSPERITY AND SUSTAINABILITY
by Andre Hoffmann, Peter Vanham Wiley (2024)
In this book, businessman Andre Hoffmann and journalist Peter Vanham describe how companies should change their ways to have continued success, and why the current modus operandi is not working. They present a template for creating “sustainable prosperity”, and case-studies of companies that survived and thrived by opting for change. In doing so, they provide a way out of long-standing dilemmas, such as how to balance business needs with impact on nature, shareholders with stakeholders, and short-term vs. long-term profits.
By KELLIE MILLER
THE WORKS OF BRANKA VRHOVSKI-STANTON
John Houston’s book, ‘The Abstract Vessel’, published in 1991, awakened an interest in non-functional container styles and revolutionised the work of ceramicists.
The discovery of this book brought an acceptance that ceramics didn’t have to justify a purpose. It could just be. Be seen, be beautiful, be there. It commanded the attention as any painting could. It is the main event, not an accessory. Subsequently, this art form has grown in confidence and does not apologise for being a form of expression.
Croatian-born Branka VrhovskiStanton’s ceramic vessels grab our attention. The execution of her pieces harks back to the Palaeolithic era, where the earliest evidence of pottery production was unearthed. Unique pieces are created by hand, either built by coils or from slabs of clay. The nature of coiling her vessels and the predominately dry, porous surfaces pay homage to ancient traditional techniques.
abstract and semi-abstract marks and shapes, and as such, she prefers to work on larger-scale pieces that allow greater freedom for brushwork. The painting on their surface is created with slips and engobes, chosen for their antireflective qualities and resemblance to wall paintings, while on smaller shapes, these are often partially or wholly covered by the lightly coloured transparent glaze or two.
The execution of her pieces harks back to the Palaeolithic era, where the earliest evidence of pottery production is unearthed
Yet in combining more modern approaches, she is inspired by abstract expressionism. Painting has a strong presence in her ceramics. Branka’s vessels form a canvas for spontaneous
Branka says, “I believe ceramics is the most primary and yet the most abstract of all art forms. It is primary because it holds empty space surrounded by a container, which is an intangible object. Yet simultaneously, it symbolises our existence here and now.
Branka studied comparative literature and philosophy before changing direction and exploring her passion for ceramics by gaining a postgraduate diploma from Goldsmiths University, London. She is a celebrated artist, and her works are held in international private collections.
Kellie Miller is an artist, curator, critic and gallery owner. www.kelliemillerarts.com
Black clay tall cylinder
Black clay cylinder with gold leaf
Big vessel
“I believe ceramics is the most primary and yet the most abstract of all art forms”
– Branka Vrhovski-Stanton
Art bowl with abstract
Art bucket
THE CHATSWORTH Eastbourne
The Chatsworth Hotel in Eastbourne was a nice surprise, offering a blend of history, comfort, and style. By Tess de Klerk
The hotel’s prime location, a stone’s throw from the beach, makes it ideal for those looking to explore the seaside town. Whether you're planning a stroll along the beach or a visit to the nearby attractions, the Chatsworth’s central position makes it a good base for a stay in Eastbourne.
What struck me most, though, was the beautiful Victorian architecture, which has been lovingly restored to maintain its history while adding modern conveniences. The building's exterior is reminiscent of a bygone era of elegance and grandeur, and the interior does not disappoint. The décor is an eclectic mix of styles, combining the ornate intricacies of rococo with the sleek, geometric lines of Art Deco. This quirky juxtaposition does work, creating a unique style throughout the hotel’s communal areas, including the dining room and bar.
The lift, built in 1904
What struck me most was the beautiful Victorian architecture, which has been lovingly restored to maintain its history
One of the Chatsworth’s more elegant features is its charming old lift, which dates to 1904. This vintage lift is a treat for history lovers and adds an authentic touch of Edwardian charm to the hotel. Unlike most modern lifts, this one has a comfortable seat where you can sit as you’re transported between floors. It’s a beautiful piece of engineering and an experience in itself, providing a fun glimpse into the past.
ACCOMMODATION
We booked our stay at the Chatsworth at the last minute, and were initially disappointed that there were no sea view rooms left. However, we were pleased with our partial sea view room (executive room), which was spacious and comfortable. The room was bathed in natural light, making it feel bright and welcoming, and it was impeccably clean. The bathroom was nice too with a sleek design, and plenty of space, adding a touch of luxury to our stay.
The room also came equipped with a well-stocked tea and coffee caddy, the coffee being filter coffee sachets as opposed to instant coffee – something I appreciated. Unfortunately, there was no mini bar but this is becoming more common in mid-range hotels. The room service menu was fairly extensive, which is nice – not just sandwiches and nachos!
We opted to have breakfast in bed, which was delivered promptly with everything that should be hot, delivered hot. The breakfast itself was good, with a variety of options to choose from. We had requested a newspaper to be delivered with our meal, and it arrived right on time, allowing us to enjoy a leisurely morning with all the comforts we could have asked for.
SERVICE
Throughout our stay, we found the staff at the Chatsworth to be friendly and efficient. They were always on hand to answer questions or offer recommendations, and their professionalism was evident in the smooth running of the hotel.
VALUE
In terms of value for money, the Chatsworth Hotel was well worth it. We paid £140 for our room, which we felt was reasonable considering the quality of the accommodation and the location of the hotel. The was particularly pleasing as our stay was toward the end of peak season, into the shoulder season.
+ GOOD TO KNOW
Family-friendly: Yes. Cots available for all rooms above
Deluxe Partial Seaview category
Wheelchair accessible: No
Pets: Dogs allowed at a £20 per night surcharge
Parking: Available on-street around the hotel. Reception has 24-hour parking tickets for guests at £2.20
Room prices: From £120 per night in October
The Chatsworth is a good choice for anyone looking for a blend of history, comfort and style, all at relatively good value. Its prime location makes it perfect for exploring, while the spacious, clean, and bright rooms provide a comfortable retreat after a day about town.
thechatsworthhotel.co.uk
Our bedroom
Our bathroom
BISTROT PIERRE EASTBOURNE
Originally established as a single restaurant 30 years ago, Bistrot Pierre has since expanded into a chain with around 20 restaurants across the UK. Despite this growth, the Eastbourne location retains an independent feel. By Tess de Klerk
I doubt any Eastbourne restaurateur could ask for a better location – elevated on a grassy slope, right on the beach with panoramic views of the sea as well as the iconic chalk cliffs of Beachy Head. The bistro’s immediate neighbour is a Martello tower, built to defend against Napoleon in the 1800s.
The building itself is modern and spacious with large windows for plenty of natural light, while there are tables on the terrace for those better weather days. This prime spot makes it a great destination for a relaxed meal, especially if you’re looking to combine good food with the beauty of the South Coast.
We started our meal with a breadbasket with a warm baguette and homemade butter. There’s something wonderfully comforting about good, fresh bread, and Bistrot Pierre’s did not disappoint.
For entrées, Maarten chose the mushroom sourdough –sautéed shiitake mushrooms in a light, creamy mushroom and truffle sauce, served on toasted sourdough and finished with fresh tarragon. This dish was a triumph in terms of both texture and flavour. The earthy mushrooms, paired with the decadent truffle sauce, were perfectly complemented by the crunch of the sourdough, while the tarragon added a lovely herbaceous note to the mix.
I opted for the lightly spiced calamari with aioli, and I wasn’t disappointed. The calamari was tender, with just the right amount of crispiness on the outside. The seasoning was well-balanced, with a gentle heat that enhanced, rather than masked, the delicate flavour of the squid. The accompanying aioli was smooth and garlicky, providing a
This prime spot makes it a great destination for a relaxed meal, especially if you’re looking to combine good food with the beauty of the South Coast
Phil Boorman Photography
delicious contrast to the calamari’s light spice. Overall, it was a satisfying and well-executed starter.
For the main course, I went for the classic beef bourguignon, which was prepared with Malbec. This traditional French dish is known for its rich, slow-cooked flavours, and Bistrot Pierre’s version delivered on that front. The beef was tender and well-cooked, though I have to admit it wasn’t the very best bourguignon I’ve ever had. I still enjoyed it, though! The Malbec added a nice depth to the sauce while the buttery mash and veg rounded it all off nicely.
To finish, we shared the tart au citron for dessert. The tart’s pastry was crisp and buttery, while the lemon filling struck the perfect balance between sweet and tangy. It was indulgent but not too heavy, making it a satisfying end to the meal.
When it came to drinks, we chose cocktails. The raspberry mojito was excellent while the St Germain Spritz was light and refreshing. Unfortunately, the Kir Royale was a bit too heavy on the cassis, which made it overly sweet and slightly cloying. The drinks menu is not particularly extensive, but it offers enough variety to find something you’ll enjoy.
While the food at Bistrot Pierre was largely very good, the service left something to be desired. Although the staff were friendly, there were a few moments where service felt slow, with delays between courses and long waits for drinks. This didn’t ruin the evening, but more attentive service would have elevated the overall experience.
I would happily return, perhaps to try their breakfast menu with those same stunning sea views
Maarten opted for the honey-glazed pork medallions, which were served with Toulouse sausage, caramelised Granny Smith apples, crispy onions, Dijon beurre blanc, dauphinoise potatoes, and French beans. This was another well-prepared dish, with a lovely balance of sweet and savoury flavours. The honey glaze gave the pork a slight sweetness that paired wonderfully with the tartness of the Granny Smith apples. The Dijon beurre blanc added richness, while the dauphinoise potatoes were creamy and indulgent. The only criticism was that there could have been more of the Toulouse sausage, but overall, it was a delicious main course.
Bistrot Pierre also serves breakfast daily, and they offer afternoon tea, making it a versatile choice for any time of day. With its stunning location, good food, and reasonable prices, it’s easy to see why this restaurant remains a popular spot in Eastbourne. Despite a few hiccups with the service, I would happily return, perhaps to try their breakfast menu with those same stunning sea views.
££
bistrotpierre.co.uk/locations/eastbourne
All food is meticulously prepared by Bistrot Pierre’s expert chefs – and the results are a treat for the eye as well as the belly
Phil Boorman Photography
SHEFFIELD PARK WEALDEN RAMBLER AFTERNOON TEA
Enjoy a traditional afternoon tea whilst you enjoy a nostalgic journey by steam through the beautiful Sussex countryside. Relax and unwind as you travel in one of the four comfortable 1950s lounge or restaurant carriages on the dedicated Afternoon Tea train at The Bluebell railway, ‘The Wealden Rambler’.
Bluebell Railway, Sheffield Park, Uckfield, TN22 3QL Various dates through October bluebell-railway.com
CRAWLEY TULLEY PUMPKIN FESTIVAL
The Tulley’s Pumpkin Festival is one of the highlights in the West Sussex event calendar with a million pumpkins, hundreds of varieties of pumpkins, 100 acres of farmland and magical memories to make. You’re certain to find the pumpkin that’s right for picking and carving here. Fantastic photo oppurtunities amongst a backdrop of vibrant orange pumpkins.
Tulleys Farm, Turners Hill Road, Worth, Crawley RH10 4PE pumpkinfarm.co.uk
WHAT’S ON...
A brief snapshot of art and culture in Sussex and Surrey
EASTBOURNE BEACHY HEAD MARATHON
The Beachy Head Marathon is one the biggest offroad marathons in the UK. It starts and finishes on Eastbourne Seafront and is now part of an event that also sees the Ultra-Marathon,10k and Half-marathon all take place over the same weekend with slight variations in course length and routes. Formerly known as the Seven Sisters Marathon, it is popular for its scenic and challenging route through the South Downs National Park countryside. Great for runners, joggers or walkers looking to get fit.
St Bedes School, Dukes Drive, Eastbourne, BN20 7XL October 26th-27th visiteastbourne.com/marathon
SALTDEAN RISE UNDERCLIFF 8K RUN FOR WOMEN
Join RISE for its BIGGEST fundraiser of the year. The 8K Undercliff Run For Women is back. It takes place between Saltdean and Brighton Marina. This event is one of the most popular events in Sussex’s running calendar and has been the cornerstone of RISE’s fundraising for 17 years.
Saltdean Undercliff, Near Whitecliffs Cafe, Marine Drive, Saltdean, BN2 8SQ October 13th riseuk.org.uk/rise8k/enter-a-race
BRIGHTON COMIC
BOOM
A feel-good, fast-paced night of fantastic new comedy! MCs bring you a whole host of comedy’s current rising stars plus a top headline comic. Expect a warm, friendly, upbeat atmosphere suitable for comedy lovers of all ages – there’s something for everyone at Comic Boom!
Komedia, 44--47 Gardner Street, Brighton, BN1 1UN October 24th komedia.co.uk
ENGLEFIELD GREEN SURREY SCULPTURE
SOCIETY
The Surrey Sculpture Society returns to The Savill Garden for the annual Art in the Garden event. Set within the 35 acres of The Savill Garden, this exhibition combines eye-catching sculpture with horticultural excellence. As you explore the Garden, you’ll encounter sculptures in varying styles, subject and materials; all inspired by the natural world and accompanied by the artist’s statement.Suitable for focal points in gardens, conservatories and indoors, all the art is available to purchase.
The Savill Garden, Windsor Great Park, Wick Lane, Englefield Green, Surrey, TW20 0UU Until October 29th .windsorgreatpark.co.uk/all-events/art-in-the-garden
HANDCROSS BUBBLES & BOTANICALS FAIR 2024
A celebration of outstanding local wine and craft spirits at Handcross Park. Meet the producers, learn more about their story and try before you buy. Sussex is developing an incredible wine and drinks heritage and this is a chance to meet 15 to 20 local producers showcasing a range of Sussex wine and spirits, and to learn more about this exciting new part of Sussex culture.
Handcross Park, London Road, Handcross, RH17 6HF November 2nd bubblesandbotanicals.net
BRIGHTON
MOSHIMO SUSHI CLASS
Learn the secrets of why MOSHIMO has become Brighton’s best-loved sushi restaurant. You’ll get to make maki, temaki, and nigiri sushi – and you’ll get to eat what you make. No one EVER leaves this evening hungry!
Moshimo, Bartholomew Square, Brighton, BN1 1JS October 24th & November 21st moshimo.co.uk/reservations/moshimo-sushi-masterclass/
