How organisations can support women in digital

Coaching and mentoring

A core part of the mission of organisations like Next Tech Girls is providing role models for young women considering careers in tech.

There is no doubt that interactions and relationships with female coaches and mentors can have a huge impact on women pursuing - or already engaged in - technology careers.

I’ve been fortunate enough to have had some amazing women as line managers, coaches and mentors over my career, both at PD and in previous roles. Being given space and time to explore my strengths and skills, receive advice, and build confidence has been invaluable, empowering me and inspiring me to push on and up.

Making women visible

When considering applying to my role at Public Digital, one of my core motivations to apply came from the knowledge that PD already employed brilliant women.

Having read about the work of these practitioners at PD and even crossed paths with some of them, I felt confident that this was a workplace where I would not only be working alongside some of the best women in the field, but one where I would - like them - be respected and challenged, while delivering meaningful and inspiring work.

Male allies

A 2023 report from the Fawcett Society showed that as many as 20% of men in tech believe women are inherently less suited for digital roles.

In environments where women must work hard to have their expertise and competency recognised, male allies who champion their female colleagues can make so much difference.

I had a fantastic colleague in a previous role who consistently and intentionally made space for my contributions, and ensured that I received credit from others for my work, particularly when colleagues mistakenly credited him.

It was powerful to be on the receiving end of his approach, which showed a clear commitment to inclusion and equity, and made me feel valued and supported. 

An inclusive approach to recruitment

When I first saw the job advert for a role at Public Digital, two core elements of it really bolstered my confidence in applying.

The first was the ad’s emphasis on PD’s interest in a wide range of skills and experience: an explicit call for applicants who “work in the field of digital, in the broadest sense”. The second was its acknowledgement of the tendency for women to avoid applying for roles where they didn’t meet all the essential criteria, and its encouragement to those candidates who might second-guess their suitability to apply.

Although some research has debunked the statistic that men apply for a job when they meet only 60% of the qualifications, while women apply only if they meet 100%, I personally have tended to pull back from applying for roles where I felt I didn’t meet all of the essential criteria.

Equally, we often think of digital roles as requiring specialist STEM skillsets. But as Public Digital’s definition of digital highlights, digital is as much about people and culture as it is about technology. That means that the strongest candidates for digital roles can come from a range of professional backgrounds, inside or outside of the tech industry.

Organisations which encourage applications from those who might second-guess their suitability for a role are more likely to hire diverse candidates of all kinds, including women.