Please note: programme is subject to change
We will also be hosting a selection of workshops, please keep an eye out for more details!
This is such a great technique that everyone can ‘tap’ into, its fairly unknown to most which can always stop people in their tracks from giving it a go, but in this session you will be taken through it step by step and a lovely holistic way, giving you the tools to use this as and when they need it. This session will also give attendees a few minutes of grounding, breathwork and chair yoga moves we can give you to again help you use these at home or at the workplace anytime you need it.
How/why should you recruit people from different backgrounds?
Despite widespread acknowledgement that women are underrepresented in technology and continual initiatives to boost the number of women tech leaders, progress is glacial. Board quotas have worked to improve women’s representation in the public sector and on FTSE boards. Are they the logical next step for tech employers?
Women are resigning at at a rate eclipsing that of their male colleagues - especially at the leadership level. With companies struggling for skilled workers and the tech workforce already heavily weighted towards men, this simply isn't good enough. In this session we'll discuss why women leave, how to spot the signs at your own company, and how to build a culture where women want to stay.
Throughout history, women’s work outside their private sphere has been contingent on men’s availability and preferences. This has often resulted in limiting women’s career choices to repetitive and low-paid jobs; the kind of work that technology has frequently either made obsolete or demoted to gig work.
The tech sector itself has not been immune to this genderisation of work. When computers took off in the 1960s, women became programmers while men focused on the hardware which was perceived as the most challenging work. As programming gained status during the 1980s, men pushed women out of those jobs. Nowadays women in tech are overrepresented in areas particularly vulnerable to automation such as HR, finance, marketing, and administrative work as well as customer support and quality assurance. They are also part of the human labour behind artificial intelligence, working on low-wage jobs such as data annotation and content moderation.
In this talk, we’ll explore the impact of artificial intelligence, particularly generative AI, on women’s roles in tech as well as the strategies that can help you build a successful, resilient, and sustainable career in our sector.
Are quota’s the only way to get more women into leadership?
What is working?
Women have been underrepresented in the tech industry for decades and we have a major pipeline problem, with less than 20% of those studying tech related subjects at any level identifying as female and only 3% of women dreaming of a tech career. If we want the technology we all use every day to be safe and meet our needs, the people working on it have to reflect society. So how can we inspire more girls and women to pursue studies and careers in tech?
This session will focus on the evolving technology landscape and what to expect in a successful UK tech market in 2030, covering where the tech sector is going and what companies should be doing to build the stronger resilient and diverse community of the democratised technology future. This will consider accelerating your career progression and seizing the opportunity for personal growth as a positive part of that future.