Women in Tech – own your power, you’ve earned your place here

As managing director of a leading digital product and service company, Gemma Handley is fortunate to be able to nurture and lead a new generation of diverse talent in the tech industry. However, her journey to Code Computerlove, has not been easy, with her gender forming negative biases as recently as eight years ago.  

Here, Gemma explains her experiences as a woman in tech and what needs to change for this gender imbalance to be addressed.  

As a woman working in tech, I’ve experienced extreme highs – being appointed MD at Code after five fantastic years – and extreme lows; disrespect from colleagues and bosses, physical and mental aggression, references to my appearance, and refusal of equal pay increases.  

In a former role at a major tech firm, I was one of only five women working in a tech team of 96; the result of this was that we were sometimes treated as throwaway novelties, whose opinions didn’t really count. This huge gender imbalance was toxic and manifested itself into a complete lack of respect for us.    

Sadly, these negative experiences are far too common, not just for women in tech, but for any minority or diverse group in the sector.  

Evolution of mindset 

Thankfully, I didn’t turn my back on the industry, despite these dreadful experiences, and following that difficult time, I focused my energy on controlling the elements of these situations that I can, rather than on those areas that I can’t. This evolution of mindset has seen me now actively avoid certain individuals or situations where I know my gender will be considered a bad thing.  

I’ve also spent time reflecting on myself and how I can better react to these experiences when and if they happen. During those low periods, I became very tough and combative, and I began to expect negativity from men as the norm. However, over time, and with some excellent mentorship, I learned that this is a reflection of their challenges, not mine, and the result has been a much less combative approach.  

Finding your advocates and allies 

I was lucky to spend a few years working with the incredibly inspiring Caroline Pankhurst, so named after Emmeline Pankhurst. Caroline was a superb guide and mentor to me, and a huge advocate and supporter of women in business. I’ve also had, and continue to have excellent male allies, not least the two founders here at Code, who are extremely conscious of the gender imbalance plaguing our industry and who actively seek out and pursue opportunities to help level the playing field.  

For example, before I became MD, inviting me along to leadership sessions and ensuring I was given credit for the work I’d delivered.  

Journey to equity and diversity  

The onus is on us all, right across the tech industry, to support all aspects of diversity, whether that’s gender, neurodiversity, sexual orientation or race. But how? 

This doesn’t have to be overnight monumental shifts – that’s unrealistic. This is about the small moments and movements that we can all make that when combined, deliver huge impact. For example, when you walk into a room or setting, find your ally and be an ally – a friendly face people know will offer support. Help ensure all voices in that room are heard, including your own. Engage with people and let them know you are listening – a smile, a nod all works as acknowledgement and will help their confidence grow.  

Importance of integration with education 

Thinking further back than that though, fundamental changes must happen in early education and throughout children’s learning journeys – the earlier we get young girls interested in tech, and boys seeing that as the norm, the more opportunities will open for them, and for the sector.  

Here at Code, we work with a range of high schools in a variety of different ways including facilitating work experience and offering talks from our engineers, developers and designers, so students, especially girls, can see the breadth of opportunity this sector could hold for them.  

We’ve also donated laptops to schools where digital exclusion is a very real issue – because if children, and girls in particular, don’t have access to technology, then how can they see themselves working with it? 

As an industry, we’re getting better at working with the public sector, and in particular, education, in order to start narrowing the gender divide, however, it’s not enough on its own. More needs to be done at the Central Government level in order to effect lasting and meaningful change. Whether that be more much needed funding into schools, or even the introduction of entirely new roles into the education system whose remit is to integrate more closely with the private sector, for example, school partnership managers or LA levelling up officers.  

But while we wait for that to happen, certainly here at Code, we remain committed to doing all we can to help guide and nurture women into tech. We’re currently working with a local university on the provision of a digital skills curriculum that’s founded on the real world, rather than purely academic. 

While awareness is being raised on gender imbalance in tech and the dial is starting to shift on this negative mindset, much more needs to be done if we are to fix the problems inherent in this industry.  

For women already operating within it, my five key takeaways are: 

Find your ally, be an ally 

Own your success and strengths – be bold and shout about them! 

Get comfy being uncomfortable  

Stop saying you’re lucky! You’ve earned your place here 

Take part in Google’s free #IAmRemarkable  

And to pave a way for younger girls and those with diverse backgrounds to choose this sector with the confidence they are entering a fair, equitable and safe professional environment, they need to see it to believe it.  

So, my rally cry to my fellow women in tech is - shout loud about gender equity when it happens, mentor girls and young women, share your journey, celebrate your successes and be the role model you probably wish you’d had when you were younger. 

And to everyone else, it’s time to truly unite in order to effect meaningful change – public and private sector, men and women, leaders and workers, educators and professionals.