Why I want to change stark statistics about male-dominated tech industry: Liz Rhodes

Whichever way you look at, there’s a distinct lack of representation in the sector and more specifically, in the top jobs.

As someone who’s spent most of my career in tech, I’m aware the situation is complex but it’s also ripe for change - a state of play that those of us privileged enough to have some influence, have to do our best to develop.

There’s certainly no shortage of demand for the kind of work we do. When it comes to the development and provision of digital skills and services, our region is booming.

My own company - Art of Cloud - has enjoyed another successful year. We’ve been able to invest in a record level of recruitment, finding new men and women to join us.

At the regional and national pitches, networking events, and seminars I attend there are plenty of eager young people of all genders, diving in to what they see as a rewarding, agile sector.

But when I look around at board level, this balance suddenly shifts.

There are lots of senior men doing great things but as a 49-year-old CEO, I’m often the only woman in the room.

So what’s happening? Where do all the good women go? And what can we do to ensure there is a consistent talent pipeline for senior women?

Which are the practical barriers preventing women from realising their leadership potential?

I’ve spent the last few months canvassing opinions on this issue - as part of preparation for the panel event we’ve hosted at Leeds Digital Festival 2023.

And I know there is a lot we can do now, as employers, mentors and decision-makers to make things better.

For a lot of women, being burdened with caring and/or domestic responsibilities has been a reason to leave the sector.

We are a fast-moving, skills-based industry so being out of the game for a few years - to raise children, care for dependents or elderly parents - can impact career development and confidence.

But it doesn’t have to. A key point about agile, online working is that it allows us to juggle work and home lives better.

Helping women find ways to balance professional and personal responsibilities will never be a bad thing and supporting people back in to the sector is essential too.

We offer a range of incentives to help mid-life returners share their experience and skills.

They include offering flexible working patterns, remote options and phased returns.

We facilitate coaching, paid for training and studying.

For me, as a female leader, visibility - being open about the challenges I’ve faced and the realities of life - and mentoring, using my position to bring others with me, to show them where they can be, is huge too.

I’m looking forward to hearing more from others when we discuss the issue but for now seeing and being seen feels like the catalyst we need to start making change.

Liz Rhodes is CEO of Art of Cloud