Anne and I first started chatting a few months back, after I stumbled across BIKEYGEES online (more about this later on). We jumped on a Zoom and figured out that we have lots of things in common, one of those being our passion for Diversity, Equality and Inclusion in the workplace.  Anne is responsible for all things people and culture at Architrave, who are a company that are redefining asset management. I’m delighted to present this interview with her, where she talks about recruitment, D&I and BIKEYGEES.   Sit back, grab some popcorn and enjoy this fantastic interview <3.   ANNE, WE’RE VERY EXCITED TO HAVE YOU ON WOMEN ROCK. DO YOU WANT TO START BY TELLING EVERYONE A LITTLE BIT ABOUT YOURSELF AND YOUR ROLE WITHIN ARCHITRAVE? Hi, my name is Anne. Originally, I come from Bremen in northern Germany but live in Berlin since almost 25 years. I am leading the People & Culture team at Architrave. It’s a start up in the Property Technology sector. We help commercial reals estate on its way through digitalisation. HOW DID YOU GET INTO RECRUITMENT? WAS IT A CAREER THAT YOU KNEW YOU WANTED? Hahaha. I have had quite a slalom journey: graduated from geography, wrote a PhD thesis in hydrogeology and suddenly found myself in a mobile games company from one day to the other. Rather because I was bored of my previous employment in an engineering office than being interested in working in tech, I took a once-in-a-lifetime-opportunity and got hired by Wooga. My job was to be faster than Facebook or Google when it comes to engage students and grads for junior roles in engineering, building sustainable relationships with universities and attracting potential talent at very early stages. I was coordinating interviews and stuff, but refused to interview people since I didn’t feel it’s right to judge about peoples’ professional futures without having any idea about the domain itself… The ‘real’ recruitment started 5 years later on a freelance gig at Zalando – and that’s where I caught fire. Soon, I decided to help other fast-growing businesses grow and planned my career being self-employed and independently, hopping from company to company after a couple of months. However, I failed totally. Because, when working for Architrave, I realised that this might be THE chance to build something up I really enjoy working at, like Wooga before. So, I decided to stay with them. This is almost 4 years ago. In the meantime, we have scaled from 20 up to 110 and it’s an exciting, challenging journey so far. Even though I am an HR person, I do not really plan my own career. I wouldn’t exclude doing something totally different in the future, something with bikes or disadvantaged people. Who knows? TELL ME A LITTLE BIT ABOUT ARCHITRAVE AND THE STEPS YOU’VE PUT IN PLACE TO ENCOURAGE BETTER D&I PRACTICES INTERNALLY? Huh, I have to admit that all doors to hire diversely and inclusively were open, from the very early beginning. It all starts with the right mindset you can find in a let’s say first generation of staff, e.g. the founders. I believe that you do not have to necessarily implement initiatives or ‘processes’ when it comes to hire holistically and inclusively. It’s rather about an early buy-in of everyone involved in the interviewing process. You ‘just’ have to make sure stakeholders are educated, trained and aware of unconscious bias, that they do understand the business’ benefits of having a heterogeneous team.  At Architrave, we have almost 20 different nationalities on board, an age range between 22 and 65 and a gender split which is nearly 50/50. I would have to lie saying that we do have gender parity across all teams. I wished we had more female developers and more male employees in rather female dominated roles as customer support or overall ‘service functions’. However, one day I had realised and accepted that every team has its different aspect of diversity – and I like it somehow. Because in the end, it is not about ticking some diversity checkboxes. It’s about an overall culture that allows different opinions, different social and cultural backgrounds, age variety and sure, a healthy gender mix. You can and should steer hiring processes to be more inclusive, of course, but where is the benefit from hiring a person only because of his or her skin colour or sexual orientation?  WHEN WAS THE FIRST TIME YOU REALISED THAT THE TECHNOLOGY SECTOR HAS ISSUES WITH DIVERSITY AND INCLUSION?  Maybe when I started working in the games industry. But it was not because Wooga didn’t have a diverse and exclusive environment. The opposite: I have learnt quite fast how important it is to build diverse and inclusive teams and to foster a mindset of belonging. It was also part of my role back then, opening as creative recruitment / pipeline strategies as possible. And yes, we did focus on collaborations with Women Who Code, Girls in Games, Berlin Geekettes, only to name a few.  HOW HAVE YOU SEEN THE INDUSTRY APPROACHES TO D&I EVOLVE OVER THE LAST FEW YEARS? I have seen many events, great speakers and fruitful discussions about how and where to start at all. Overall, I believe the topic became more and more visible on roadmaps and agendas across industry, no matter whether we talk about large corporates or small and medium size businesses. However, there is still a huge difference between a diversity statement written down on a career page or code of conduct and the authentic eagerness to take real action on it. But probably a written statement only might be a first good step into the right direction. I would appreciate if the system allowed more D,I&B initiatives driven by the ones who are affected instead of for example me, a white privileged Head of whatever.  WHAT STEPS DO YOU THINK NEED TO BE PUT IN PLACE TO ENCOURAGE MORE WOMEN INTO STEM? I would say, first it starts with their parents! I suppose it’s about very early support, empowerment and thinking apart from stereotypes. But it is not only about supporting the girls – at the same time, boys should be educated a mindset that girls are equally capable to undertake great stuff and therefore, should have equal chances. Breaking down the boundaries between girls’ games and boys’ games for instance could even help manifest a more holistic mindset somehow.  When it comes to STEM schools, university programmes etc, we will also face the old chicken-egg problem: as long as the pipelines of students remain rather male dominated, we shouldn’t wonder why girls and women might shy away from getting enrolled. Who wants to be the only female in the room?  A great idea to drive more females into STEM has been realised by the HTW Berlin, one of the Berlin based universities of applied sciences: they have rolled out a female only computer science programme. I would love to see more of these creative approaches, at least as a temporary offer until the student pipelines have become a bit more balanced. HAVE YOU EVER COME ACROSS ANY DISCRIMINATION WHILST BEING AT WORK, EITHER PERSONALLY OR AGAINST ANYONE ELSE?  It happened already in my time as PhD student. I met a guy who I remembered was sitting in front of the room in which I was interviewed for my research assistant role a year before. He said: Anne, you got the job I was supposed to have. You only got it because you are not a man. Boom. That really hurt me.  Other than that, I frequently end up in discussions about whether or not it’s already discriminating (against men!) when you train your Hiring Managers to prefer female or diverse candidates for vacancies. If you find these and can tick certain boxes, it’s nice. But of course I do not want to hire anyone only because of their gender – I want to find great talent that’s capable to face our challenges. WHAT ADVICE WOULD YOU GIVE TO SOMEONE WHO HAS FELT THIS WAY?  Don’t take it personal – even though it’s tough NOT to take it personal. Maybe I would advise to bring this up, on social media for example. And of course, collect data points, write them down and consult a lawyer. But it all takes resources and energy. A more constructive way might be to find allies, build (female) networks in order to change the entire system to a better, fair (working) world. TELL US A LITTLE BIT ABOUT #BIKEYGEES. HOW DID IT COME ABOUT? It all started 5 years ago when many refugees, mainly from Syria, arrived in Berlin. Back then, many grassroot initiatives were born to support new-comers on their way to integrate here in Berlin. We, basically my co-founder Annette and a group of female bike enthusiasts, thought about how we could help on a very low level. So we decided to offer cycling trainings for female refugees. Why females only? Because they tended to be the ones being isolated in refugee shelters, taking care of the children while the men gathered around, playing soccer, cards etc.  We believed that teaching the women how to ride a bike might not only empower them by learning something they never thought they would ever learn, but also contribute to individual, cost free, CO2 neutral mobility. Since then, we became an official NGO, have realised more than 400 trainings in which we taught more than 1000 women how to cycle, and we have even won a few prizes for our engagement. But it’s not only about physical bike trainings – we teach them traffic rules and basic bike repairing, but even more important: we laugh a lot, celebrate shared success stories and back each other, no matter where the participants come from and what god they believe in – or not.  Over the past years we have handed out more than 300 bike kits to new-cyclists. This increases their independence in all regards of daily life. We operate with a large pool of volunteers who help us with the trainings, some of them even became a bike trainer after learning to cycle with us! Thanks to all of them for their continuous support! Mainly, we are funded by donations, but here and there, apply for support by larger institutions to assure sustainable project planning. However, feel free to visit www.bikeygees.org to check out how we’re doing and drop your donation to support our work and assure many more future trainings. IF YOU HAD TO PIC AN ACTOR TO PLAY YOU IN YOUR FILM, WHO WOULD YOU CHOOSE? The Duracell Bunny 😉 Thanks so much for speaking to us Anne, keep rocking! #womenrockBy Sophie EdensorA voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

For a long time I have constantly been asked by folk ”do you know where I can find a mentor?” and I haven’t had a good answer. However the brilliant Rachel Murray has been working on putting something epic together.She has done a hell of a lot of research to compile the newsletter and it contains some amazing schemes, resources and tips across a number of industries and support for underrepresented groups as well.If you are someone or know people who either want to be mentored or might consider becoming a mentor please share this with them. Rachel really wants this to help as many people connect with role models that can help their career and professional development and/or open doors that might not otherwise be opened.For more brilliant insights from Rachel please sign-up: pivotnewsletter.co.uk and see her website: rachelmurraycontent.weebly.co.ukSo without further a do, over to Rachel. Well, friends, we’ve got this far. Yes, it’s the final instalment in the mentoring series. Feel like I should have booked Four Seasons Total Landscaping for the announcement or something.Anyway, over the last five weeks, I’ve waxed lyrical about mentoring (as have my brilliant interviewees last fortnight), advised on what to look for in a mentor, how to be an awesome mentee and how to get the most out of it.I am convinced – now more than ever – that having a mentor is one of the best things you can do to help support you through a career change, in fact your career as a whole. If I had my time again (professionally, I’m not getting all existential crisis on you – yet – there’s still time during lockdown), I would seek one out as soon as I was ready.While I don’t regret the path I’ve taken – it led me here to Pivot! and to you all – I do think having one would have made things easier and I’d probably have been more strategic about steps I’ve taken. But mentors, like good toupées and non-orange foundation, can be hard to find. With that in mind, for the last newsletter in the series, I’ve compiled a list of tips and resources that can help you find a brilliant mentor of your own. Covfefe dear readers, covfefe.Scheme if you wanna go faster Mentoring schemes aren’t just the preserve of higher education, some still exist even though Jaegerbombs have become folklore and you’re considering adding eye cream to your morning routine (do it). You just have to hunt a little bit harder and in different places.First, if you’re in an employed role, look at what may be on offer within your workplace. Some companies offer formal mentoring schemes, buddy systems or at the very least, a training and development budget that could be used towards it. While they’re more common in bigger, global organisations, there a number of smaller places and startups that have seen the light and are jumping on the bandwagon. If you’re applying for jobs – actively look for the benefits they offer in this area and if unclear, ask at the interview stage.If you’re self-employed/contracting, not-working or your company doesn’t offer one, then try the following:If you were lucky enough to go to university, many institutions offer alumni mentoring schemes so check out their individual websites for more information.If your current role/profession requires membership of a professional body- like CIPD or Women in Banking and Finance for example – many offer mentoring programmes, so check out their websites and get in touch.In film and tv and want to take the next step? Women in Film & TV Mentoring Scheme can help. Sadly the England applications closed at the end of last month, but for those based in Scotland, Northern Ireland and Wales, you have until 16 November 2020 to apply for the 2021 programme, which runs for six months. Similarly, the ScreenSkills Mentoring Programme runs across all sectors of the screen industry and across the UK. It is aimed at those who want to progress within or across the industry, return after a break and/or want to identify goals and drive a mentoring partnership. Applications for the 2021 scheme are open until 16 November 2020.Looking to break into journalism or take that step up? The Women in Journalism scheme in partnership with Tesco opens on 16 November 2020. Likewise, the Digital Women Leaders programme is open year-round and you can book a free 30-minute call if you’re looking for career advice. Along the same lines, The Freelance Journalism Assembly is a programme designed to connect and empower freelance journalists in Europe. The Assembly will include online training sessions, one-on-one mentorship activities, networking opportunities and a major event to be held in 2021.Trying to break into construction? FLUID offers mentoring support to women, LGBT+ and people of colour.From 16 – 25 November 2020, OK Mentor is running their biannual programme for women wanting to break into the creative industries – get on it while you can!Femme Palette offers mentoring to women in STEM looking to either break into tech or advance their careers. The Women in Technology Online Festival (ticketed) runs from 16 – 20 November 2020 and is billed to help you ‘identify role models, connect with mentors and access a professional match-making service.’The 30% club programmes, initially sought to achieve a greater gender balance at all levels within organisations, however, as of this year, they extended their reach with Mission INCLUDE to support individuals from all under-represented groups.Niche, but, if you’re a Chartered Financial Analyst, then keep your eyes on CFA UK’s mentoring programme for when it reopens next year.CROSSROADS – Navigating Next Steps in a Creative Career Mentoring Programme a partnership between DV Talent and The Talent Manager has unfortunately closed for this year, but given the speed at which we reached November, it will be July 2021 before you know it and time to apply for the next round.As it’s the 11/11 today (lest we forget), it seems only right that we finish with this number (it’s also my favourite number, but that might be because I’m born in this month – send presents!). Last but by no means least, Meet a Mentor is a free initiative founded and run by RecWorks Ltd. The community has over 1900 members (including 600 mentors) from the UK tech industry and runs an active online Slack group, meetups and 1-to-1 mentorship opportunities.Virtual assistanceI’ve talked previously about the benefits of communities in terms of finding your tribe and building your confidence, but they can also be great places to find a mentor (I found mine via Instagram). It might feel strange asking someone you’ve only met online to be your mentor, but we live in the digital age and there have never been so many people at your fingertips.Reaching out to someone can be daunting, but there are ways to maximise your chances of getting a yes:Be an active and engaged member of the community – You don’t need to be present/online all the time, but give back as much as you get. Offer advice where you can, support those reaching out and share your story – you’d be surprised how helpful it might be. The more you do this, the more connections you’ll make and the more trust you’ll build.Identify a couple of people within the community that you think might be good mentors and do your research – Industry, background, career trajectory, achievements etc.Don’t ask them publically – Send your chosen person a private message setting out who you are, what you’re looking for and what it is about them that you like/connect with. Be clear with the type and frequency of the mentoring commitment you want so they don’t have to second guess and will be more likely to give you a definitive answer.Be prepared for a ‘no’ – Not everyone wants (or has what it takes) to be a mentor and that will be fine because if you’ve identified more than one, you can just ask one of the others.The same process can be used for your own immediate and extended network. Chances are you know someone or at least know someone who knows someone who knows someone. Ask for an introduction over email, or reach out directly and explain that you’re looking for career advice and support. If they say no, THANK THEM and then ask them if they could put you in touch with someone that may be more suitable. Remember everything is a learning opportunity.When the penny dropsIf you have the means to do so and want a more in-depth, tailored approach, paid-for mentoring is also available through both commercial and not-for-profit entities.Programmes like Career Hack, services like MentorsMe or mentoring circles (group sessions run by coaches and peer mentors) or mentoring services offered by individuals who have experience in career advice, development and mentoring (looks around the room shiftily), like me and many others, there is lots of choice out there that can meet your career-changing and development needs. It’s just a matter of finding them.To round off, I’ll leave you with a quote from a very wise person* that I heard the other day and resonated: ‘It doesn’t matter where you begin, it only matters where you end up.” Except, if you meant to be in a hotel and ended up at a garden centre it seems.*Barack Obama, but okay yes, I did hear it on The Bold Type. Stop judging.You know how I love a good book. And this is no exception. While it’s definitely better to have a real live person as your mentor, I fundamentally believe in the power of others’ stories to help you learn and develop your career.In Getting There, thirty leaders in diverse fields share their secrets to navigating the rocky road to the top including the obstacles faced, the setbacks they endured, and the vital lessons they learned.Finally, in case you don’t have anything better to do during lockdown (N.B. I’m 100% sure you do, and no, it doesn’t have to be goal-reaching, workout-smashing productivity, whatever gets you through, is good enough). If you’ve run out of things to binge-watch first, I recommend The Bold Type on Prime (judge me all you want, but one day I will work for Scarlet). But in keeping with this newsletter, here are the 10 top TED talks on mentorship. Enjoy!As always, if you have any further questions about this newsletter post or want to know anything about the career-changing process in general, then don’t hesitate to drop me an email or message me on Instagram or Twitter.Finally, I don’t get paid to write this newsletter as it’s a labour of love and I genuinely want to share what I’ve learned to help others. So, if you like what you read and fancy shouting me a tea (I’m one of those weirdos who doesn’t drink coffee) or hot chocolate, I have set up a Kofi account which allows you to do so, safe in the knowledge that it would be very much appreciated!Thank you so much for putting this together Rachel. You rock!By Alicia TeagleA voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

‘’There aren’t very many Women in Devops’’Those we’re the exact words I said to Emily when we she joined and we decided on her new market. She said well there must be and I’ll find them, and first full month with us she has just closed her first deal, and guess what it’s a brilliant female devops engineer. A bloody great recruitment story too.Sometimes you meet people who you just click with, who shares similar interests and who you could listen to all day. That’s what I found when I met Emily! I thought I knew a lot about Diversity and Inclusion but Emily has taught us all so much. Her passion for Diversity shines through in everything she does and she is an amazing ambassador for the brand.Her next is, to create meaningful and positive change within the tech world. She’d like to influence young women to get into tech earlier and really understand the avenues available to them. She’d like to continue having those tough conversations around implementing diversity and inclusivity strategies, and how they benefit as a whole. – We love it.Thank you for being you and inspiring and supporting me and the rest of the team. Keep doing all of that.WHY DID YOU JOIN SR2?From the first time I heard about SR2 – I knew I had to work there! Geographically it was perfect because I was returning back from Japan to the West Country, BUT (most importantly) as a business, we shared so many core values. I heard Chris’ (and then Alicia’s) Podcast on the Recruitment Rollercoaster, and I was blown away. It seemed such a refreshing approach to recruitment – from donating 5% of profits to local charities, setting up Tech Volunteers to give back to the community, Women Rock – a platform to raise the voices of Women within the Tech industry, plus codebar – a not-for-profit set up to train underrepresented groups to code. I mean the list really is endless!YOU WON RISING STAR AND WEARETHECITY IN 2019. HOW DID THAT COME ABOUT AND WHAT MADE THE JUDGES CHOSE YOU?That was really out of the blue! My old company nominated me because I had been doing a lot of work around Women in Tech, mostly from a recruitment perspective, including working with Mums returning to work, working with companies on attraction and retention in their recruitment process, and 66% of my placements were Women, and on average they received 17-19% pay rises! Sometimes I would actively search for Women to be in my network, but a lot was word of mouth or through my social channels. I was shortlisted out of 20,000 applicants! On the night, each award is separated into categories and there were 5 winners in each – and I was one!WHAT ARE YOUR PLANS AND AMBITIONS FOR WOMEN ROCK?It would be great to develop Women Rock into a community, of likeminded women, but also Men, and non-binary folx, because the work can’t be done without everyone being involved. Where best practices become standard practice, where we can talk openly about the best (and the worst!) of experiences and ensure companies are getting on board, taking us seriously, and implementing positive long-term change!YOU HAVE HAD AN AMAZING SUCCESS IN PLACING DIVERSE CANDIDATES INTO ROLES. THIS IS AMAZING TO SEE AND I KNOW MOST RECRUITERS DON’T SHARE THE SAME PASSION FOR THIS AS US. WHAT DOES DIVERSITY MEAN TO YOU?For me, Diversity means accepting the existence of different variations, characteristics and values within a group of people, and understanding the there is not a “one size fits all” approach. I think when it comes to diversity, there is a lack of data and understanding about what is the norm, because for so long workplaces have been dominated by the “cis white man”, but that has changed now. The world needs to keep up. Simone de Beauvoir said it best “representation of the world is the work of men; they describe it from their own point of view, which they confuse with the absolute truth.” Diversity begins from within.WHAT ADVICE WOULD YOU GIVE TO COMPANIES ON HOW TO ATTRACT THE BEST DIVERSE TALENT?Before companies start “diversity hiring” they need to think about WHY they are doing it. Is it just a tick-box exercise, just a performative piece just because they think that people want to hear it? It can’t be pioneered by HR, it HAS to come from Leaders and hiring managers, and without that commitment, it doesn’t matter who you hire, they won’t stay.Companies need to understand that with diverse talent comes diverse needs and requirements. What has happened before will not suit what is to come. I think the first step, is to think about what’s on offer and WHY the best and most diverse talent would want to join, what benefits would it bring them? How will they be treated? How will they be flexible to support that employee. It’s not about just employing a Woman and then clapping each other on the back saying “we did it, good one”.DO YOU THINK COVID-19 WILL HAVE AN IMPACT ON DIVERSITY HIRING?I think there couldn’t be a better time to look at diversity hiring than now. Everyone is working from home, finally – leaders who have spent their careers sat in an office, are finally seeing the benefits of flexible home working, spending time with families, not commuting for 2-3 hours a day! There is more of an even playing field for a lot of people. Physically-challenged people don’t have to travel to interviews – they’re on zoom, a person with neuro-diversity doesn’t have to worry about sitting in a room with 3 strangers, candidates with childcare responsibilities can work around their school runs. There has NEVER been a better time to look at diverse hiring strategies and how they can positively benefit the workforce long-term.I’M CURRENTLY LISTENING TO THE HIGH PERFORMANCE PODCAST – JONNY WILKINSON TALK WAS MIND BLOWING. ALSO LOVING MRS HINCH’S NEW BOOK AND MID-WAY THROUGH MICHELLE OBAMA’S PODCAST WHICH IS STUNNING. ANY BOOKS, PODCASTS, OR BLOGS YOU’D RECOMMEND?I’ve recently decided to only read books, listen to podcasts etc by Woman, or non-binary folx, it’s been revolutionary. You wouldn’t believe how powerful it is to be in control of something like that, but I’m finding myself empowered more by what I’m reading, and inspired with words that resonate so much more.TOP BOOK PICKS:Invisible Women – Caroline Criado Perez (I’d also grab her weekly newsletter – its BRILLIANT! http://newsletter.carolinecriadoperez.com/)Sheryl Sandburg – Lean inAmanda Holden – No holding back (ok, rogue autobiography but I just loved it! ❤)TOP PODCASTS:Fierce Feminine Leadership – Eleanor BeatonPowerBanking – Jacqueline TwillieHow to be a STEMinist – Tiff Dawson (newbie addition but I love it!)IF YOU COULD CHOOSE ONE SONG THAT REFLECTS YOU, WHAT WOULD THAT BE?The Greatest Showman – This is me (By Keala Settle). My go-to karaoke song every time, and it’s just badass and powerful.WHO WOULD BE YOUR 3 PEOPLE AT A DINNER PARTY?Simone de Beauvoir, Emmaline Pankhurst and Miranda Gates.WHAT IS NEXT FOR EMILY?Hmmm tough question, the ideal scenario would to create meaningful and positive change within the tech world. I’d like to influence young women to get into tech earlier and really understand the avenues available to them. I’d like to continue having those tough conversations around implementing diversity and inclusivity strategies, and how they benefit as a whole.We love you Em! #womenrockBy Alicia TeagleA voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

Hannah is a Junior Developer with Hero Health. From our first conversation, I loved her energy and passion, and the more we spoke, the more I knew we had to interview her for Women rock! Her journey from Durham Grad, to Le Wagon Bootcamp to Junior Developer with a start up was so inspiring… Here is her story!FIRSTLY, LET’S START WITH YOUR JOURNEY INTO TECH – HOW DID YOU GO FROM MODERN LANGUAGES TO COMPUTER LANGUAGES? (GREAT UNI BTW – DURHAM!!)So, my journey into Tech was the product of a touch of adversity in my life, as I found myself unsatisfied in a Business Development role at one of the top International Law firms in Paris amidst the Gilets Jaunes protests back in Autumn 2018. I was on my year abroad as part of the 4-year Modern Languages degree I was pursuing at Durham University in French, Spanish and Italian Literature. One weekend when I flew back to London from Paris, I sat next to a girl who I began chatting to and she shared that she was halfway through Le Wagon in Paris. Her explanation of the coding bootcamp filled me with an energy that I had been missing while stuck at my desk in front of Excel spreadsheets. I figured that coding would be a better option for me, especially with my linguistic capability; if I could learn 3 languages why not 9 more in 3 months? After extensive research into Le Wagon, I applied for the January 2019 batch in Bordeaux – fresh start necessary.WHAT WAS IT LIKE AT LE WAGON? THEY HAVE A GREAT REPUTATION! AND IN FRANCE TOO – TRES BIEN!My interview went really well, and I proved that my fluency in French would not hinder my ability to immerse myself in code at all. I had a 20-hour ‘exam’ on CodeAcademy and 60 further hours of preparation work to complete alongside my time in the mountains skiing over Christmas and New Year. This amount of coding in advance of the bootcamp was crucial, both to lay the foundations for my understanding of the different languages we would cover – HTML, CSS, JavaScript, SQL, ActiveRecord, Ruby on Rails – and to make me aware of the dedication. The days were long; 8am until 6pm if there was not an evening event. In the first 3 weeks there were multiple evenings that I flopped into bed skipping dinner, as my head just needed to disconnect from French, code, new people, a new home etc. I was lucky to have found a wonderful friend of a friend who took me in while her daughter was living in Australia, and she became the French mother I needed to have a giggle with as I found my feet and had renewed energy to cook with her. The most important factor of my integration anywhere is sport, and I thoroughly enjoyed running along La Garonne (the river) for an hour over lunch when at Le Wagon, and taking my new found friends on crazy-long 90km cycle rides to the beach or around the Saint-Émilion vineyards at the weekends. The highlight of Le Wagon was the buddy system, which ensures that you feel comfortable and bond with each individual in the batch, as you are paired together and complete the challenges with someone new each day.TELL ME ABOUT HERO HEALTH!? HOW HAVE THE FIRST 5 MONTHS BEEN? WHAT ARE THE BEST BITS OF BEING A DEVELOPER THERE?Hero Health continues to bring me such joy that I forget the Coronavirus pandemic even exists. It could not have come at a better moment, as I was in discussion with my now boss and the founder of the healthcare startup just as Coronavirus kicked off in March 2020, incidentally a year after my graduation from Le Wagon. The lowest moments that I had within a largely uncharismatic team in Paris have made me more conscious of how happy my friends at work here in Oxford make me. We are only 7, but each one of us has an irreplaceable presence in the office and each other’s lives – HH ski trip is already being planned! ‘On Wednesdays we wear pink’ in line with the Hero Health stash, visually exhibiting our tight-knit working relationship.WHAT DO YOU RECKON ARE THE BIGGEST BARRIERS FOR YOUNG WOMEN TO CHOOSE TECH AS CAREER?Even though I am aware of the practice, I have a way to go to reach the same speed and autonomy as the other 4 developers at HH, I am driven to continue and proud to be one of the 2 women/ladies/females/girls in the team – we often debate our label. I am a great believer in the greatest barrier being the individual themself when entering a new workspace; should they have the confidence to approach a male-dominated working-environment with a mentality that changes the story in their head to make them feel empowered to often be a minority and not threatened by the insecurity of standing outside of the majority then they have every chance of success and fulfilment.One of the best parts of working in tech for me is the respect I am shown for perhaps having a different manner of approaching problems and situations.ANY PROGRAMMES/CHARITIES ETC THAT YOU’D RECOMMEND OR PROMOTE TO ENCOURAGE YOUNG WOMEN TO GET INTO TECH? (EXCEPT WOMEN ROCK… OF COURSE HAHA!)If women have the interest and motivation to learn to code, get on and start the online courses with CodeAcademy and look into the available hackathons that will help their network too. Start by proving to yourself that you enjoy working in tech, and then you should never have to prove that to any future employer; if they do not appreciate this quality then they are not the colleague to work with. WHAT DO YOU DO TO SWITCH OFF? I NOTICED YOU WERE SUPER ATHLETIC AT DURHAM – CHEER, ROWING AND XCOUNTRY!Coding for 8/9 hours a day requires serious physical activity to help my body catch up with the pace my mind runs at. I cycle 50km to work and back or run for an hour before/after work in order to disconnect from work-thoughts and adjust my eyes to time off the screens. While at Durham for my undergraduate degree, I represented the University for Rowing, XC running and athletics, Cheerleading – for which we placed 2nd at Nationals – and in my final year, triathlons. Each sport involved at least 5 and up to 8 training sessions per week, so I consider my training schedule pure pleasure and can avoid ever feeling the competitive pressure now.YOU’RE A BIG SKIER LIKE ME! ANY PLANS TO GO SOON?Skiing and snowboarding over the winter months will be a big reward and head cleanse from a full-on year of degree completion, move, new job, new team amidst a global pandemic. I could not be more grateful for the opportunity and support Hero Health offer me.WHAT’S THE LONG TERM DREAM, IF YOU HAVE IT PLANNED OUT?It would be hard for my long-term dream not to concern the company’s success. I hope that chase 2 of our growth our fruitful and enjoyable. I am equally passionate about leading one of my own businesses to great scalability and success. Stay tuned.Thanks so much for speaking to us Hannah, keep rocking! #womenrockBy Emily Lewis A voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

No matter how cheesy this sounds, it was a dream of mine to start working with LettUs Grow. Chelsea and myself have been working closely for the last year and whilst they don’t need much recruitment help from us, because so many people would like to work there. We have helped in more ways than just typical recruitment. LettUs Grow are one of Bristol’s most exciting tech companies, still in their early years but have achieved unbelievable things since founding in 2015. LettUs Grow are building the farms for the future making sustainable farming a sustainable business. They have a great team and as a business truly care about diversity. A company to watch for years to come! I am excited to have Chelsea their people and culture manager talk to us about the business, how they hire talent and much more.CHELSEA, CAN YOU TELL US ABOUT YOUR DAY TO DAY AS THE PEOPLE AND CULTURE MANAGER AT LETTUS GROW?My job revolves around our people, and this means I spend a lot of time ensuring there are processes and plans in place so that every employee feels heard, is cared for and is inspired to do their job. At the moment I’m running interactive workshops with each team to help define our company behaviours and team charters. In a week’s time I’ll be doing another set of workshops with each team to define our OKRS (objectives and key results) for the final quarter of 2020. Lots of presenting, lots of chatting and lots of brain storming!YOU HAVE BEEN WITH LETTUS GROW FOR ALMOST 2 YEARS AND BEEN A KEY PART IN BUILDING THE COMPANIES DYNAMIC CULTURE. I’M SURE MANY OTHER START-UPS ARE FOLLOWING LETTUS GROW AS A GREAT START UP IN BRISTOL WHO ARE DOING THINGS RIGHT. HOW HAVE YOU BUILT SUCH A GREAT CULTURE?LettUs Grow was started by three University of Bristol graduates who deeply care about the environment, have incredible drive and entrepreneurial spirit. Having these caring and responsible roots is definitely part of what makes LettUs Grow so special. Our founders are present, approachable, empathetic and deeply embedded into all facets of the business, which I think helps in creating a real sense of community.From the founders, the team has grown to encompass such a diverse and talented group of individuals. We come from all different walks of life, some having worked for large corporate companies and others just embarking on their professional careers. Yet we all have one thing in common and that is the mission of LettUs Grow. Caring for our environment and introducing resilient technologies into our food system is the main driver that glues us together. We care, and it really shows.The office environment (both in person and virtual) is also just generally a really exciting place. In the office you can always find people tinkering away with interesting inventions in the workshop. Farmers are blasting music while harvesting kale. We often have communal lunches, and if someone goes on holiday there’s always treats waiting for us in the kitchen upon their return. Online we host lightning talks, 10-minute presentations on something that interests you. We’ve had workshops on sword fighting, harmonic journeys and even vegan cheese making. There’s a real culture of creativity and openness here.Every company will organically have a culture without putting any work in. The LettUs Grow culture is special because we put in the work. We care for one another, we are open and honest, and above all we love what we do.YOU HAVE BEEN SUPER PASSIONATE ABOUT BUILDING AND BEING PART OF A DIVERSE TEAM, WHO SHARE THE SAME VALUES AS YOURSELF. WHAT DO YOU THINK COMPANIES DO WRONG WHEN IT COMES TO D&I?One phrase: “tick boxes.” A black person’s experience, or a trans persons experience or a female experience should never be used to simply “tick a box.” People’s experiences, their struggles, their identity and truth are not boxes. They matter and they have value.When diversity is simply just a metric used to please a board room, we haven’t done our job. Doing our job is authentically caring about every human being and their wellbeing. Doing our job is providing access to good jobs and fair wages. Doing our job is creating inclusive working environments where employees feel safe, heard and appreciated.DO YOU THINK COVID-19 WILL HAVE AN IMPACT ON DIVERSITY HIRING?We hired ten people in lockdown. These ten people came from very different backgrounds with different stories and experiences. I think making the recruitment process completely virtual actually helped strip a lot of barriers to entry. For example, candidates didn’t have to worry about making a long journey to interview in person, they simply had to have access to WIFI.Covid is making a lot of people think “What makes me happy?”, “What do I want to spend my life doing?”, “How can I contribute and actually make a difference?” We have certainly seen a rise of applicants asking themselves these questions, all from a wide range of diverse backgrounds.ARE LETTUS GROW DOING ANYTHING TO SUPPORT THE NEXT GENERATION IN TECH?Absolutely! We have had placements from Babbasa come work with us. Babbasa is a great Bristol-based company which provides one-to-one mentoring, training opportunities and work placements to youth from Bristol’s ethnically diverse inner-city communities.We currently have a placement from the University of Bristol on the R&D team and an apprentice on our Grow Team. We started out as three university graduates looking to make a difference through innovative tech. We truly see the value in supporting the next generation to go after the unthinkable.I’M CURRENTLY LISTENING TO THE HIGH-PERFORMANCE PODCAST – JONNY WILKINSON’S TALK WAS MIND BLOWING. I’M ALSO LOVING MRS HINCH’S NEW BOOK (I LOVE A GOOD CLEAN!) AND I’M MID-WAY THROUGH MICHELLE OBAMA’S PODCAST WHICH IS STUNNING. ANY BOOKS, PODCASTS, OR BLOGS YOU’D RECOMMEND?Where to begin? Book wise I’m a non-fiction reader. Michael Pollan is one of my favourite writers, many of his books are written about food and how it shapes our culture and environment. I highly recommend the Botany of Desire. His book “Cooked” is also a series on Netflix which is absolutely worth a watch! I also recently read 12 Years as a Slave which is a timely read given the political climate of the world and Black Lives Matter protests. It was a difficult read given the nature of the story but it’s important now more than ever to read literature on black history and do the work to demand justice and equality.Podcasts: I’m also loving Michelle Obama’s podcast. She is pure class and realness. I’m also binging a podcast called Ear Hustle which is hosted by current and former prisoners from San Quentin Prison in California. They cover a range of topics including racism, what it’s like to be LGBTQ in prison and being locked down during a pandemic. Another great podcast which is worth listening to (also Bristol based) is Woke and Confused. Similar to the Guilty Feminist in its approach, Woke and Confused details the environmental dilemmas of our time and what it’s like to be human amongst it all.Blogs: What started as a blog as is now quite an Instagram sensation, I am a HUGE fan of Humans of New York. Being from just outside New York City myself, this blog encompasses what it means to be a New Yorker, but more importantly what it means to be human. It’s raw, real and incredibly emotive. He’s expanded his portfolio as well, having spent time in the Middle East, Africa and Asia.IF YOU COULD CHOOSE ONE SONG THAT REFLECTS YOU, WHAT WOULD THAT BE?Resilient by Rising Appalachia.WHO WOULD BE YOUR 3 PEOPLE AT A DINNER PARTY?Anthony Bourdain to help me cook and just generally be insightful, Aretha Franklin to sing and Jane Goodall to fill me in on all thing’s chimps and conservation.WHAT IS NEXT FOR CHELSEA AND THE TEAM?For me, it’s continuing to expand our team, with more hiring planned for 2021. I’m always working on maintaining our open and caring company culture. And as we are unsure of how the world will look/what restrictions will still be in place in the future due to Covid, I’m working on supporting a workforce that is flexible and agile.For LettUs Grow, it’s launching our new product line: Drop & Grow container farms. We will be commercialising in 2021 selling our products across the UK. There’s lots more in store for us that I can’t exactly announce yet… so watch this space!FINALLY, ONE QUOTE THAT YOU LIVE BY <3This is a quote on equality from Supreme Court Justice Ruth Bader Ginsberg, who has recently passed:“Free to be, if you were a girl—doctor, lawyer, Indian chief. Anything you want to be. And if you’re a boy, and you like teaching, you like nursing, you would like to have a doll, that’s OK too. That notion that we should each be free to develop our own talents, whatever they may be, and not be held back by artificial barriers.”Thank you so much Chelsea and all the LettUs Grow team, keep rocking!By Alicia Teagle A voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

Every interview we do for Women Rock literally blows us away, there are so many amazing stories of career and life journeys for underrepresented folk in the industry included. This one has my whole heart! If you do anything today please read this and share it with friends, colleagues and your business. I’m not going to tell you that there are a lack of women in STEM, we all know this already and whilst it is improving we HAVE to think about the next generation if we are going to improve this and get close to closing the gap.I wish I met Avya when I was 13 years old but now I’m 30 and feel privileged to have her on Women Rock. Ayve is the Founder of Girls into Coding, with her mum Helene. She is on a mission to get more girls involved in Tech. She believes that it is important for girls and women to see and be aware of ordinary girls and women doing cool things in the STEM world. Her mission is to create stimulation opportunities and events to engage girls to consider further STEM activities, studies and careers. After repeatedly observing that the majority of attendees at her workshops were boys, she was determined to encourage more girls to give STEM a go. So, she decided to set up a series of events targeting girls and that’s where Girls into Coding came from. These events are offered to girls aged 10-14 to explore coding, physical computing and robotics. With her mum Helene who has just been selected for the Lloyds Banking Group and Bank Of Scotland Social Entrepreneurs Trade Up Programme in partnership with the School for Social Entrepreneurs, and jointly funded by The National Lottery Community Fund. they reach out to other female role models in STEM careers, inviting them to give lightening talks at their events.This is the future. This is what the industry needs and Avye you are AMAZING, keep doing what you are doing. We are really looking forward to supporting throughout 2021!So without further ado, please welcome Avye ❤I AM SURE MANY FOLK LOOK UP TO YOU AS INSPIRATION FOR THE FUTURE OF STEM. WHERE HAS YOUR PASSION FOR TECHNOLOGY & MAKING COME FROM?I went to a coding club when I was 7 and at the club, we learnt basic languages such as Scratch. From there, I started attending CoderDojo workshops where I got introduced to the Microbit and electronic components that could be controlled with it. I felt that they were more hands-on and exciting. After attending quite a few CoderDojo workshops, I gradually started to run them alongside someone else and after a while was able to run them on my own.I really enjoy making robots; it’s much more fun to visually see something physical rather than just focusing on the screen. It doesn’t always have to be robots; there are endless projects that involve programmable components. It’s just more fun for me and more hands-on.I also like physical computing because you get to handle different components and use them to bring projects to life.I’ve always loved making stuff; it gives me a chance to be creative and resourceful. The things that I make and projects that I have worked on have given me opportunities to experiment, invent, discover, share, network, collaborate, challenge myself and grow.I’M ALSO SURE YOU GET ASKED THIS A LOT, BUT I MUST ASK, WHY DO YOU THINK SO FEW GIRLS FOLLOW A TECHNOLOGY AS A SUBJECT AND THEREFORE CAREER?Between the age of 5 and 6, many boys and girls have an equal interest in technology.By the age of nine, a significant gap starts to emerge and girls’ interest in STEM in general seems to drop. Girls can sometimes start developing a negative perception of STEM. While this continues, women remain underrepresented in the tech industry. I think the biggest challenge or barrier is linked to the saying, ‘if you can’t see it, you can’t be it’ and the perception of tech being a ‘boy thing’. If you don’t get to see someone who looks like you enjoying it, central to it, comfortable with it, successful within it, then it’s probably going to be difficult to see a version of yourself further upstream in the tech world.The media needs to help by showing girls who are doing cool things in STEM. Girls need to see other girls & young women just like them – who are doing cool stuff in tech. You cannot be what you cannot see!I’M REALLY EXCITED TO FOLLOW GIRLS INTO CODING, COULD YOU PLEASE SHARE WHAT YOU HAVE BEEN UP TO?I’ve been collaborating with Arm and with the other GenArm2z Ambassadors on an app linked to tech for good and sustainability …..it’s been a great learning opportunity for me – being involved with app design for the first time and I got the chance to take on the responsibility of creating the User Interface.I’ve also been developing a robotics Kit that I am hoping will go to market at the end of this year or early 2021. I also made an adaptation of the kit which I was able to send out to the participants at my Virtual Girls Into coding event and together we built and coded the robots on Zoom… so we still had that hands-on element. It worked out really well so I’ll be sending the kits out to another group of girls soon.I delivered 3 coding and robotics workshops at my virtual Girls Into Coding events, and I am preparing for the next one.I contributed to the 2020 CMC (Children’s Media Conference) provided insight as a Change Maker, which was included in the CMC Changemakers video.AT PRESENT AROUND 16% OF WORKERS IN THE UK TECH SECTOR ARE FEMALE. DO YOU THINK THERE IS A HOPE TO INCREASE THIS THROUGH THE NEXT GENERATION OF FEMALES COMING INTO THE INDUSTRY AND WHAT DO YOU THINK SCHOOLS, BUSINESSES & COMMUNITIES CAN DO TO PROMOTE GIRLS INTO STEM SUBJECTS?I think some improvements have been made and there are several female role models who advocate for girls & women in STEM – I’ve had the privilege of meeting some of them and to be inspired by their journey.However, girls and women are still under-represented in STEM . It’s still a male-dominated area and we must all strive to change this. It is important that we work together to create an environment where women and girls feel equally valued and have a sense of belonging in the world of STEMBusinesses and communities can support organisations that are working to create opportunities for girls to engage with STEM based activities. They can highlight the involvement and achievements of females already established in the tech world.There should be more workshops and events that highlight the range of tech jobs out there to encourage girls to consider careers in technology and to show that technology can be fun.Schools should work on correcting the negative perceptions that girls develop at a young age. This could lead them to embrace math and science when they reach high school, rather than avoid the subjectsThey should encourage Participation in Tech Programs, competitions – In-school and out-of-school.WE HAVEN’T HEARD OF GENARM2Z PROGRAMME WOULD YOU MIND TELLING US A BIT ABOUT IT?The GenArm2Z programme is a programme created by Arm.The GenArm2Z ambassadors talk to tech leaders about how technology is being used and how it can be built for the future and we also collaborate on projects. The latest one, PlantPal, was revealed at the ArmDev Summit. PlantPa is a gardening app with integrated HardWare, designed to drive efficient growing and help rethink the use of urban spaces.DO YOU HAVE ANY BOOK, BLOGS OR PODCASTS TO RECOMMEND?Book: His Dark MaterialsPodcast: We can change the World Podcast on BBC soundsBlogs: Girls Into Coding blog , Stemettes blogWHO WOULD BE YOUR 3 PEOPLE AT A DINNER PARTY?My mum and my two grandmothersIS THERE ANYTHING REALLY COOL YOU ARE WORKING ON AT THE MOMENT?I am working on a project that involves AI and Machine learning, linked to one of the Sustainable Development Goals. (environment)WHAT IS YOUR FAVOURITE QUOTE <3?You must never be fearful about what you are doing when it is right – Rosa ParksIF YOU ARE INTERESTED IN DONATION & SPONSORSHIP PLEASE SEE DETAILS BELOW:We are open to partnerships, individual donors. We need everyone’s support! You can either:Make a donation, http://bit.ly/3ldqVXUor Become a Corporate Sponsor. http://bit.ly/2EmwkeR to request a brochureSOCIAL LINKSYou can also Girls Into Coding on social media:Twitter: @girlsintocodingInstagram: @girls_into_codingFacebook: https://www.facebook.com/girlsintocodingLinkedIn: https://www.linkedin.com/company/girls-into-coding/Website GIC: https://www.girlsintocoding.com/Website Avye: https://10tonolimit.com/Thank you so much Avye and Mum Helene for taking the time to speak to us. We’re looking forward to supporting next year, keep rocking! By Alicia Teagle A voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

Women in IT Awards Advocate of the Year 2020, TechWomen100 Awards 2019 Winner, Venus Awards 2019 Finalist – Inspirational Woman in STEMM – How about that for an intro …. 🙂Carly has worked in IT for 14 years and have spent the last 8 years specialising in video technology. She has worked with clients on a global scale, across a range of different industries to include: Broadcasters, Sports, Governments, Media & Entertainment, OTT Service Providers and Telecoms & Operators.A strong advocate for encouraging girls and women to consider careers in technology. An active STEM Ambassador and founder of #GIRLCODE – Free coding for girls aged 8-14 in Plymouth & Bath.I first connected with Carly after seeing a post on Ada’s list where she asked ”Each time I need a new employee I actively push the role out to as many of the female tech channels that I know of but have very little interest from women applicants. I run an all-male team that are in desperate need of women to shake the team up a bit and give some different perspective on things. One of my teams is a Network Operations Centre and the guys on my team seem to think that women are put off by working night shift lone working in the office.”I saw it and had to chat to her about this and well we have a lot in common and she is now one of my fav females in the industry. She is absolutely bossing it and just has great advice to share, here is here story it’s a banger!CAN YOU SHARE A LITTLE BIT ABOUT WHAT IT IS THAT YOU DO AND WHAT A TYPICAL DAY FOR YOU IS LIKE?There definitely isn’t a ‘typical’ day. Every day is completely different and I think that’s what makes my job so enjoyable. I am Head of Client Services at VUALTO and we build video streaming solutions for major broadcasters across the world. The Client Services function encompasses four technical teams and we look after everything post-delivery, which includes account management, quality assurance, technical support and monitoring.HOW DID YOU GET INTO TECHNOLOGY?I got the bug for tech when I was around 10 or 11. I absolutely loved Back to the Future 2 and dreamed that one day I would own a hoverboard – it’s still on my bucket list. In the early 90s my parents brought home our first computer, an Amstrad PC. It felt like it took a day to load a game and made a horrible screeching sound in the process, but I was absolutely hooked. My main passions early on were film and tech.As a teenager I presented my own show on hospital radio. I was heavily into theatre, music and production. Following this passion, I went on to Uni and studied Media Studies with Computing. I found the mix of broadcast and technology awesome.YOU HAVE A HUGE PASSION FOR THE NEXT GENERATION WHICH I LOVE AS A STEM AMBASSADOR BUT ALSO #GIRLCODE. COULD YOU TELL US A BIT MORE ABOUT WHAT YOU DO FOR OUR NEXT GENERATION OF TECH GIRLS?One of my main frustrations in my career was the lack of women in the industry. I would talk to my female friends about my job and I would always receive the same response; ‘I don’t understand what you do, I am not technical’. The women I spoke to almost had this nervous intimidation type feeling at the thought of tech. Which I found crazy because I was so passionate about my career and technology really excited me. I felt like I was having this awesome career in an amazing industry and women were simply missing out.A few years ago, was probably my lightbulb moment where I thought right, I need to actively do something to change this. I got together with a few female colleagues and we starting to brainstorm how we could help close the gender gap in the technology space. We knew we needed to target girls early enough before they make their GCSE choices and sparking some sort of interest so that they consider a career in technology. That’s when #GIRLCODE was born.Having female role models is key to changing girls’ perceptions on the stereotypes so being a female talking about my career is as important as actually teaching them to code. I relocated to Bath last year and now run #GIRLCODE in both Plymouth and Bath.Obviously due to Covid I had to rethink how I could still teach coding. I had a bunch of micro:bits and I decided to pivot and create ‘Coding with Carly’ for both girls and boys. I hand delivered the micro:bits ahead of the sessions to the students and then taught the sessions remotely using Zoom. It has been a huge success, challenging, but amazing.WHAT DO YOU THINK IS THE BEST PART OF BEING A WOMAN IN THE TECH INDUSTRY AND ESPECIALLY AS A LEADER?Opportunities that I can offer others.I say this because, when I was starting out, I was completely clueless on how to get my foot in the door and I didn’t know any women working in computing. I just didn’t know where to start. There has never been a better time for women to start a career in tech. Good companies want to be more diverse and inclusive and offer training programs and apprenticeships for women and returning mums. The female leaders that I work with or talk to want to share their knowledge and stories and help other women. I think working in tech is so much fun. Most women tend to have that passion and excitement that they want to share with others. That’s how I feel. I feel this career is so awesome, I need to let other women know that this is a really good career option. It is secure and flexible, especially if you have a good employer.WHAT ADVICE WOULD YOU GIVE TO A WOMAN CONSIDERING A CAREER IN THE TECH INDUSTRY?Don’t consider it, just go for it!There are so many jobs in the tech industry so you will surely find one that suits you. I think sometimes women can feel that a route such as becoming a coder is the obvious choice but working in tech is so much more than that. You don’t have to be a coder, but if you want to, then that’s amazing. Women make totally awesome coders! You can work in technical support, cyber security, marketing, social media, designing, sales, there’s just so many options. Find something that you are interested in and just go for it. Careers pivot with industry changes so you will never have to be stuck doing the same role and most companies will be happy with you changing routes if you are a good employee and want to try something different.YOU RUN AN ALL-MALE TEAM AND WE HAVE DISCUSSED THE FACT THAT AS A HIRING MANAGER YOU DO EVERYTHING YOU CAN TO ATTRACT A MORE DIVERSE POOL OF CANDIDATES. DO YOU THINK WOMEN ARE PUT OFF WORKING NIGHT SHIFTS OR ALONE IN THE OFFICE?I work in Bristol but my team are in Plymouth and I find it particularly hard in the Southwest to hire women. They just don’t apply. However, over the past year I have really started reviewing my job ads and my latest ad I had 4 female applicants. It’s still very low numbers but going from 0 female applicants this is an amazing achievement. I run a Network Operations Centre and the team work on shifts which run through nights, weekends and there is some lone working. When I was starting out on my career journey these hours would not have been desirable to me, but I would have done them to get my foot in the door with an organisation.DO YOU THINK COVID-19 WILL HAVE AN IMPACT ON DIVERSITY HIRING? Yes, I do, I think as more companies choose remote, flexible working then this is a great opportunity for women to start their careers in tech.ANY ADVICE ON WHAT COMPANIES CAN DO TO ATTRACT A DIVERSE MIX OF PEOPLE TO APPLY FOR THEIR POSITIONS? This is a great question and there is so much that can be done to attract a diverse mix of people to apply for jobs within your organisation.Look at the pictures and language that you use on your website, jobs ads and social media. Would working for you be attractive to all candidates? If I am applying for a job at your organisation, I want to see diversity represented; different genders, race, sexualities, ages and disabilities. Avoid using masculine-oriented words like Ambitious, Dominant, Ninja and Rock Star. Check out my latest blog here which looks at language in job ads:https://www.digitelle.blog/post/20-words-that-are-putting-women-off-applying-for-your-job-vacancyNetwork at local tech meetups and offer career talks at the local Universities and colleges. Lots of women join Computer Science degrees and leave within the first year so retention is key. Ask your female colleagues to go in and talk about your organisation. It is so important to show female representation within tech. Offer work placements to women wanting to get into tech or currently doing technical training. Have your female employees talk at conferences and just be more visible in your community.OVER THE PAST FEW MONTHS I HAVE READ SOME GREAT BOOKS, MICHELLE OBAMA – BECOMING AND ALSO WHY I’M NO LONGER TALKING TO WHITE PEOPLE ABOUT RACE BY RENI EDDO-LODGE. ANY OTHER NEW BOOK RECOMMENDATIONS OR ONLINE READING YOU FEEL WOULD BE VALUABLE?I can never seem to make the time to read books. I am more of a podcast listener in the background whilst working.I love Michelle Obama and am currently listening to her podcast as a downtime fix as its more about relationships and life in general. https://open.spotify.com/show/71mvGXupfKcmO6jlmOJQTPI have also just started the brand-new podcast from We Are Tech Women called She Talks Tech and I am really enjoying that.https://open.spotify.com/show/5veYSK4sjpca8l4eN6qlOaBoth on Spotify.IF YOU COULD BUILD YOU DREAM SQUAD OF THREE. WHO WOULD BE IN IT AND WHY? This is a difficult question as this could change depending on what I was trying to achieve. Looking at my own career development I would choose the following three people.Sheryl Sandberg would be my dream mentor – obviously for any woman in tech she is a huge inspiration but I have heard that she is really down to earth and very passionate about encouraging women in tech. I would love to learn from her first hand about her rise to COO.My wife is my support – I literally would not be where I am today without her constant support and encouragement. She is also my proof reader as I am dyslexic and she is an English teacher, that comes in extremely handy.Will.i.am would be totally awesome to work with. He has so much energy and passion, he is a very inspiring person. He is a self-proclaimed geek and loves cutting edge tech so it would be amazing to work with him.WHAT IS NEXT FOR CARLY?I have just started my Master of Business Administration (Executive MBA) at UWE so that is going to keep me pretty busy for the next 3 years. I am looking forward to getting #GIRLCODE back as soon as we get back to a bit of normality. I am talking at a few conferences this year and also joining Plymouth Startup Weekend as a coach in November.FINALLY, WHAT IS ONE QUOTE YOU LIVE BY OR JUST ONE THAT YOU REALLY LIKE?“Take time to make time”. Find Carly at:www.digitelle.blogwww.twitter.com/digitelle_blogwww.instagram.com/digitelle.blogwww.linkedin.com/in/digitelle Thank you so much Carly, keep rocking!By Alicia Teagle A voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

Alicia Teagle ? recently featured on Tiffany Dawson‘s ‘How to be a STEMinist’ podcast and it’s golden (we may be slightly biased)!Alicia ”It was really nice to not speak about myself and more so about the Tech Industry with Tiff. I’ll be honest when I first started my career in Tech Recruitment 7 years ago I was getting my head around how recruitment works, tech in general, I mean imagine C#, Java, Python. I literally didn’t have a clue what people we’re saying to me for weeks. Then I started speaking to people, and when I say people I mean men. I literally didn’t think Women did Tech as a career, for at least a month I didn’t speak to one female and as Tech was never something I really followed, I never saw any Women in the tech teams in my previous companies and I never was given the chance to learn it in School. I genuinely didn’t think it was a thing for women. Then, I spoke to a female developer and everything changed. I knew women we’re in the industry I just needed to find them. I am naturally drawn to Women more than men, I love the relationship you can build, the common interests, openness, honesty and support. Not to say you don’t get that from Men as I have amazing people who give me the same but with Women it’s just different, female empowerment is such an amazing thing and I love it!”In this podcast, Alicia and Tiff spoke about:✨ WHAT SPARKED ALICIA’S PASSION FOR WOMEN IN TECH⁠✨ HOW SHE FINDS FEMALE ROLE MODELS WHEN THERE ARE SO FEW IN HER INDUSTRY✨ WHY SHE STARTED THE WOMEN ROCK BLOG⁠✨ HOW TO IDENTIFY RECRUITERS AND COMPANIES THAT CARE ABOUT WOMEN⁠✨ THE BIGGEST MISTAKE SHE SEES FEMALE JOB APPLICANTS MAKE⁠✨ HOW TO FIND (OR CREATE!) YOUR TRIBE OF SUPPORTIVE WOMEN IN STEM⁠… PLUS SO MUCH MORE!⁠⁠SEARCH FOR EPISODE 16 OF HOW TO BE A STEMINIST ANYWHERE YOU LISTEN TO PODCASTS ?https://www.tiffanydawson.co/podcastThanks for having me Tiff! Keep smashing it!A voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl

Introducing you to Sophie Edensor’s Zoom Women Rock interview with Jane Such, a Client Principal at Agilesphere.NAMEJane SuchROLEClient PrincipalWHAT I DOI oversee the delivery contracts for the Ministry of Justice Crime programme, ensuring contractual outputs and targets are met while adding value and keeping the client and the associates happy. I also act as a bid manager for new sales opportunities. As and when opportunities arise I participate or lead on internal projects.MY BACKGROUNDI have worked in IT for over 35 years delivering projects and providing consultancy across a multitude of delivery roles and industries. Several of my roles have involved writing sales proposals and presentations. One of my favourite roles was leading the UK software testing function for a large international consultancy company.MANTRABalance is the key to everythingWHEN NOT WORKING I…I am watching dramas on TV, wild swimming, doing beginners yoga, walking or cycling.WHAT WOULD YOU NOT HAVE GUESSED ABOUT MEI am a fairly open book but you may not know that I used to be technical, I started my career as an Assembler programmer in the engineering team for a local electricity board. More recently I specialised in software testing, having had a couple of articles published in Test Magazine and an expert opinion quote in The Times.FUN FACTSI am learning to grow vegetables in my garden and I have made bread for the first time this year. My third attempt at a plain loaf was very edible and I am now moving on to sourdough. An interview by Sophie EdensorA voice for diversity in tech <3I: @womenrockbristolT: @womenrockbrstl