Can you tell me a little more about the trends you've seen in tech roles, or within tech companies?

Back Can you tell me a little more about the trends you've seen in tech roles, or within tech companies?

Can you tell me a little more about the trends you've seen in tech roles, or within tech companies? Are there just not enough women looking to get into tech roles and into tech companies? Or is it simply that we're not doing enough to encourage them into technology?

For anyone who has a stake in technology, it’s the most important question. There was already so much disruption thanks to new technology and improved services within the consulting technology space. Now, with COVID thrown in for good measure, the disruption has multiplied, not just in a negative way as it has also opened a multitude of opportunities. This is the time for us to really step back, look at our resource plan, and think about what it is that we can do to try and meet the continuously rising tech demand in the UK.

New ways of working and new technology disruptions have made it important to demonstrate, not just to try and understand how we can have a hybrid approach which meets these requirements in a smart, clever way.

It’s very clear that without diverse workforces, organisations are not going to meet their growth plans. I think we all have a responsibility towards this goal, not just for ourselves, but for the industry. The opportunities are fantastic. While ‘the women in tech’ problem is widespread, it’s something that we must step into and do our bit. I think grassroots is where we have to begin. There’s an opportunity within the junior cohorts of talent that organisations are hiring for, to bring in diversity into the workforce, to create that opportunity for younger people through training, work experiences and engagement at that level. We need to have the right conversations, with schools, colleges, communities and get involved and make some commitments to actively make a difference. Organisations, I think, have an important role to play they should be showing the way when it comes to training, providing opportunities. Eventually, the ROI on projects like this is phenomenal.

At Agilisys we have partnered with Fast Futures to provide a mentoring programme to support young people and help them take their first steps into the work environments. The mentoring sessions and the knowledge sessions are designed to provide them with a toolkit, which will support this journey into the tech industry. Based on their interests and potential, they choose their areas of interest and we support them with training and internships within the company to upskill.

We are also partnering with ADA, a national digital skills agency for apprenticeships, and looking to pilot our first project with them. We chose our partner carefully, as we wanted it to be someone who shared our D&I vision and strategy, and who had a track record of engaging with a diverse pool of talent, which is essentially to make sure that the opportunity is made available or offered to a much wider audience. We also run the Cloud Development Programme, (CDP) which has already seen two successful cohorts, and we are now looking to replicate it with other practices practice.