“Why do you want to work here?”

Like a similarly problematic interview question — “Tell me about yourself” — “Why do you want to work here?” requires you to focus on a specific answer without any clues, contexts, or prompting from the interviewer. It’s a blank space — but that doesn’t mean you can wing it and fill it with just anything.

How to Answer “Why Do You Want to Work Here?”

Drawing from my 16 years of experience as a communications coach as well as someone who’s sat on both sides of the interview table many times, I recommend three basic approaches:

1. Express your personal passion for the employer’s product/service/mission.
2. Explain why you would enjoy the responsibilities of the role.
3. Describe how you can see yourself succeeding in the role, given your skills and experience.

You can use any combination of these three approaches so long as you keep your answer concise. Here’s how to tackle each approach effectively along with sample answers to use as a guide.

1. Express your personal passion for the employer’s product/service/mission.

Employers want to know you’re passionate about what they do, whether it takes the shape of a product, a service, a mission, or a brand. You can also connect your passion to the company’s core values, which can often be found on their website. Showing you’re passionate about the position is particularly important if you’re applying for a role at a nonprofit where the mission matches your personal values.

But how do you convey this enthusiasm? CEO consultant Sabina Nawaz offers useful tips in her HBR piece, “How to Show You’re Passionate in an Interview.” As she writes, “When you’re passionate about something, it tends to spill over into other aspects of your life.” Identify those examples in your own life and share them during your interview. Expressing enthusiasm is not about “display[ing] the kind of full-throated, table-thumping behaviours companies tend to equate with passion,” Sabina explains. It’s about conveying “what matters most to you.”

And remember to be clear about why you are passionate, not just that you are passionate. Simon Sinek has schooled us all on the importance of “why,” and it’s no less important in a job interview than it is in a sales call or CEO keynote.

2. Explain why you would enjoy the responsibilities of the role.

It’s no secret that we work harder, better, and longer when we enjoy the work, and what employer wouldn’t want that dedication from their staff? But it’s your responsibility to make that connection between job and joy clear. That connection can be as simple as “X is something I enjoy,” but expressing how or why you enjoy it makes that point even more valuable and memorable.

3. Describe how you can see yourself succeeding in the role, given your skills and experience.

While the interviewer is hiring you for who you are and what you can do now, they’re also interested in what you can achieve in the future. After all, they’re not just hiring you; they’re investing in you.

Express confidence about your ability to succeed and grow in the role. Use phrases like “Given my experience in X, I can see myself succeeding…,” “I look forward to using my skills to…,” and “I think I will contribute by….” The key is to describe how your previous experience has prepared you to hit the ground running.

Summary

Before your next interview, practice your response to “Why do you want to work here?” out loud, not just in your head. And keep in mind that the best answer is less about why you want them and more about why they should want you. If you convey passion, enthusiasm, and optimism with specificity, you’ll connect to the interviewer’s wish list in a way that will leave them thinking, “This is why we want you to work here.”

Read the full article at the link below!

source: https://hbr.org/2022/08/how-to-answer-why-do-you-want-to-work-here

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Alongside technical ability, one of the most important things to consider during a job search is whether the company culture within an organisation is right for you. Whilst the role might be perfect, if the values of the business are not aligned with yours this can lead to job dissatisfaction and a decrease in productivity.

We’ve listed below some essential things to consider that will help you to determine this.

Do Your Research

When considering a company’s culture, it is essential to do your research. Do the company’s values match your own?

One way to ascertain whether the company is a right fit for you is to examine staff turnover rates; are they high? If so, why are they so high? Use sites such as Glassdoor and WorkAdvisor to read reviews about the company from previous employees. Whilst these may need to be taken with a pinch of salt, they are a good indicator of how a company treats their employees.

Another way to conduct research into a company’s culture is to look at their online presence. Does their company culture shine through? What content are they posting? Do they post about their employees? These are all questions to contemplate when scrolling through their feed.

Consider the Environment

A main aspect to company culture is how the organisation is structured.

What type of environment do you work best in? Would you prefer a more independent remote working situation, or would you rather be surrounded by other members of your team and feel constantly supported?

This also correlates with what motivates you and your career ambitions. If you are looking to climb the tech leadership ladder does the company offer opportunities for development? Are there schemes in place to help you progress in your career, for example, mentoring?

During the Interview

Not only is the interview stage about proving you have the skills and experience required for the role, it is also a chance for both prospective employer and employee to gage whether they would fit into the organisation.

As part of the interview process prospective employers should mention their company culture. If their company culture is heavily ingrained into the daily running of the organisation, then it should be effortlessly mentioned throughout the interview. If a prospective employer is proud of their company culture, they should make a point of noting it to you during the interview, if otherwise not mentioned, this is where you would ask specific questions. 

During the interview is your opportunity to fact check what you have found in your research. Go deeper than a general ‘What is the company culture like?’ and dive into the nitty gritty of how employees are treated, what strategies the business has in place to promote diversity and inclusion within its practices.

If you are a talented tech professional looking for your next role, contact us today!

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Michelle discusses how you can create your own opportunities in the industry, offers top tips for managing a technical team with no technical background and highlights required skills needed to succeed in a managerial role.

You can listen to the full interview as part of our podcast series!

W.I.T. Republic (WR): To start, could you tell us a bit about your career journey leading into tech and how you got to where you are today?

Michelle Szaraz (MS): My career path into tech was quite non-linear, surprising and somewhat accidental. Following my inclination towards humanities and aspirations to change the world for better, I chose to study Politics, International Relations and EU Studies for my undergrad with International Peace and Security (War Studies) for my postgrad.

Aspiring to work in a highly competitive field, I struggled to find a job in international development straightaway after my studies. While taking on unpaid internships for women’s rights charities, I worked as a Sales and Operations Supervisor at Ralph Lauren. Eventually, I secured my first role in international development. I joined a small consultancy delivering research, policy and advocacy projects promoting access to regular social protection payments as a way of helping people escape poverty.

Quickly progressing from Programme Officer to Programme Manager and Senior Programme Manager, I managed 60+ projects across Africa and Asia. I collaborated closely with the United Nations agencies, charities and governments – visiting Kenya, Angola and Uganda – alongside building a team of 7+ project management professionals and designing various business operations and policies.

While this work aligned with my interests and background, it didn’t match my personality. I’m a dynamic person that needs flexibility to innovate and make things better fast. That’s why after a bad burnout (and during a quarter life crisis), I decided to quit my job without a backup plan. Few months later, I applied for an interesting role via a recruitment agency, though not knowing what company I might be joining. To cut the long story short, I got hired to manage the UK’s flagship programme accelerating the growth of AI and ML startups.

As an Innovation Delivery Manager at Digital Catapult, I got a chance to collaborate with diverse organisations across the tech industry, from startups to corporates, and with the most advanced digital technologies (AI, IoT, 5G, immersive technologies). This experience motivated me to bring together my work in the public sector with technology, which is why I decided to join dxw – the UK’s leading agency that designs, builds and hosts digital public services. Starting as a Delivery Lead, I recently became a Strategy Lead and now I work closely with public sector organisations, helping them shape their digital strategy and supporting them in delivering their digital services.

My non-linear career path helped me develop knowledge and skills in many different areas. I decided to put them to use alongside my daily job by being a mentor and adviser across several business, career and tech programmes. I’m also soon-to-be a founder of a ‘careers in tech’ blog seeking to increase the diversity and inclusion in the tech industry while motivating people to get a successful and fulfilling career in tech. 

WR: In your opinion, what are the required skills needed to succeed in a management role in the tech industry?

MS: There are a variety of skills needed when it comes to management in general and within the tech industry specifically. These include flexibility, fast learning, working with ambiguity and effective communication. But for me, the key ones are the ones that relate to managing people, not just processes or projects. These include:

• Ability to listen to and empathise with diverse people
• Openness to being challenged by people and situations
• Leading by example
• Ability to adapt ways of working to different audiences and situations, and
• Confidence, which sometimes (or often) means faking it till you make it

WR: What are your top tips for managing a technical team with no technical background?

MS: A starting point for me is being clear, with yourself and with others, about where your expertise is (and where it is not). This links to being aware and clear about the value you can add to the team, company or the industry with your existing skills and experience.

I’ve learnt the hard way how important it is to not underestimate and undersell your non-technical background, skills and experiences. They’re essential to the success of teams, projects and companies within the tech industry. We should all consider them a crucial component for success in tech and an advantage, not a setback.

The next set of tips links to managing a team. I recommend spending the time and energy needed on getting to know the team members, both individually and the team dynamics. It’s also key to focus on what the team requires to do their work and seeing how you can add value to help them remove potential obstacles. And seeking to have regular, open and honest communication with the team and wider stakeholders to identify potential issues and deal with them as early as possible.

WR: What do you think will be the biggest challenge for the next generation of female tech leaders?

MS: Finding their own place within an industry that, albeit becoming more diverse, is still (like many other industries, workplaces and the world in general) set up around male experiences. The challenge will be how women can not only find or create opportunities within the tech industry that allow them to be leaders, but also make sure these are in the areas they are interested in, rather than just made available to them. And then there is a key challenge of how to balance demanding jobs with personal life priorities if women are to have truly fulfilling careers in tech … A lot of work for us all to do!

WR: How do you think businesses can ensure their tech and leadership teams are diverse and inclusive?

MS: There are many steps businesses can take, starting with having a buy-in from the management and key stakeholders to invest effort, time and resources in seeking increased diversity and inclusion. Another core element to focus on is having the right recruitment process in place. I would recommend checking how dxw recruits new staff (using blind recruitment) as it is one of the best recruitment processes I have gone through so far. 

Businesses, in tech and beyond, need to also catch up with the changing values and needs of today’s workforce if they want to attract and retain skilled and diverse staff. They need to offer as much flexibility as possible, including (and not limited to) remote working and working from abroad, flexible working arrangements and benefits that cater to different needs people have based on their individual circumstances. And businesses need to work on building a culture that has inclusion and diversity at its core in as many business activities as possible (in particular company socials and teambuilding).

WR: What advice would you give to someone who is looking to create their own opportunities in the tech industry?

MS: Don’t wait for the right time to come by – just go for it now and see where the journey takes you. Use your existing experience and skills to transition to the tech industry, whether by doing the role you do currently but within the tech industry, doing something completely different with transferable skills, or starting your own business (venture).

I’d also encourage others to not underestimate or undersell their experience and background! And to keep an open mind in trying various roles, companies and areas of tech until the right fit comes by to have a role at a company where you are and feel valued and do interesting work. Nowadays people really don’t have to compromise or go against themselves to have a successful career in tech because there are endless opportunities. Even if many people still don’t realise just yet that that’s the case.

WR: As a startup advisor, do you have any top tips for women who are looking to start their own venture in tech?

MS: Starting and running one’s own business is challenging, but it’s possible regardless of the individual’s background or experience. Just like being employed, being a founder has its positives and down sides. So if you’re interested in setting up a business, don’t let the challenges stall you and give it a go. This doesn’t have to be a huge life changing, job quitting and investing all savings kind of effort. It can mean starting small for a couple of hours a week alongside stable employment until you are ready to scale up and focus on running a business full time.

Also, try not to let the Imposter Syndrome stop you. There are now tons of initiatives to support women in setting up and running their own businesses so the best time is today! Plus very few founders know what they are doing at first – and even if they do, they have to pivot as they go. You can and will learn along the way, not by seeking perfection before even starting. And you can always leverage your existing experience and skills and partnering up with others to fill in the gaps instead of trying to be everything and everyone. This way you can not only start, but also run a business successfully and sustainably.

WR: What advice would you give women navigating a career in this male-dominated industry?

MS: To start by acknowledging that being a woman in tech still comes with a lot of challenges. It can be tough at times, so it is important to not be overly hard on yourself (which women often do). I would also advise to get clear with yourself and others about individual strengths, experiences and value, as well as aspirations, needs and boundaries. And respect those. Sometimes that means leaving jobs or teams behind and moving on which is difficult… But we can all do hard things.

It’s also key to always seek to be yourself as much as possible, and find opportunities that fit with who you are, not the other way around. And lastly, working on building confidence in self – it is crucial to know your own value, be able to ask for what you want and need (even if you might not get it), and not compromise on your values.

WR: Finally, what’s the best piece of advice you’ve received throughout your career?

MS: To share my career journey with others because even though it might seem ‘not worth talking about’ to me, hearing my story can in fact help people in shaping theirs. This altered my thinking more broadly. Instead of fighting my non-linear career path and diverse background or perceiving it as a lack of expertise and disadvantage, I started to see it as a unique blend which no one else can offer. Something that allows me to make my own contribution. It prompted me to stop dismissing my background, skills and experiences and rather to see them as the value I can add to my team, work and driving change in the world. And now, I get to use my story to help others which is credibly rewarding.

If you would like to join Michelle as part of our Q&A series, get in touch today!

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Nicoleta talks about the importance of role models when making the industry more inclusive, offers advice for finding a mentor, and highlights how businesses can attract top technical talent.

W.I.T. Republic (WR): To start, could you talk a bit about your role as a Talent Transformation Lead and the changes you have seen throughout the years?

Nicoleta Raportaru (NR): At IBM, the Talent Transformation Services cover everything from HR Transformation, digital change to delivering exceptional employee experiences enabled by technologies that transform the HR functions. We help enterprises become inherently humanized throughout their digital transformation –delivering intentional experiences, data-driven insights, impactful recruiting, and adaptive skilling capabilities. This is an area I am deeply passionate about as it positions the employees at the heart of everything we do…it’s about every organisation’s biggest asset -its people.

In the last 5-10 years we have seen an increased focused on creating the right employee experiences, attracting (and retaining) the right talent, and providing a culture that embraces authenticity, diversity, and inclusion. This has been further accelerated by COVID and the Great Resignation period in which we find ourselves.  People’s values, experiences and needs are changing…to thrive, organisations need to learn how to exploit technology to drive value to its employees…and ultimately, to their clients. It’s enough to look at the job market now to understand that if organisations don’t embrace the need to position its employees at the heart of its business model, they will suffer.

WR: You are the 2021 recipient of Women In Technology’s Excellence Award for ‘Role Model of the Year’, in your opinion how important are role models to making the tech industry more inclusive?

NR: Diversity was something that companies talked about for decades, but only in the last 5 years (maybe 10 years for the most progressive companies out there) we saw constructive actions that drove more diverse environments. Reality is, that representation matters. Having role models that look like you, act like and have similar worries, concerns or thoughts enables those around to speak up, to be more confident and to be themselves.

Tech industry, through its nature, has been dominated by men…It took decades for women to take on leadership positions, mainly because it took decades for them to prepare and have the same opportunities that men have. We are still on that journey, and it will take time, lots of education, energy, and passion to change some of the biases that are out there. And that’s where role models play a vital role…to prove that everything is possible.

WR: What are your top tips for others who are looking to become a role model in this space?

NR: Nobody starts the day with the thought “ I want to become a role model.”…well, at least I don’t. What I want is to have a positive impact on those around me, as I know by doing that, the positive energy is paid forward and the impact is scaled.

To become a role model, find your passion, the things you care about; believe that whatever you put your mind in, you will succeed. You will become a role model not because you want to become one, but because the people around will feel the impact you are having through the work you are doing. Is about self-believe and about not giving up, despite the challenges you encounter.

WR: As a coach and mentor, what advice would you give for finding a mentor?

NR: This is an easy one J Find a person that inspires you, that you can learn from and …just ask them to be your mentor! So many people miss on this type of experiences because they are afraid to ask. You will be surprised how many of the people you look up too will make the time to help you grow and coach you …if just ask! It’s worth adding though, you don’t have to stop at one mentor…I have a set of mentors and coaches – my board of advisors – that I reach out to depending on the situation and the advice/ support I need. So, ask few, not just one!

WR: In your experience, what is the hardest barrier for underrepresented groups working in the tech industry and how can this be overcome?

NR: The challenge for underrepresented groups takes me back to the representation point I made earlier. It’s harder to get your point across, to ensure you are listened too if there is only one of you in the room that thinks that. People work in groups, form teams, build common believes and undertake similar actions…if you are not part of that, it’s harder to win at it. I don’t think tackling representation is a short-term task, it will take time, however you can build allies networks, identify sponsors that will understand your point of view, remove all biases and be that second voice in the room with you.

WR: What do you think businesses can do to ensure their tech teams are becoming more diverse?

NR: My personal perspective is that for business to drive diversity, ultimately, they need to change some of their business values, processes, and targets. They need to link diversity to their overall organisational (and functional) measurements and adapt their recruitment processes, at all levels – from grads to senior roles – to reflect that. Any tactical solutions that will be deployed will be successful short term but very little will be successful long term as it does not change the way the organisation’s culture will adapt to retain, not only recruit, the diverse talent. 

WR: How do you think businesses can attract top technical talent?

NR: With technology being at the forefront of driving transformation across majority of industries, the challenge these days is not so much about attracting the technical talent that is out there, but more about convincing the talent that is not technical that they should be part of the journey.

There is a huge demand in the market for technical skills, but the demand is bigger than the offer. To increase the offer, we need to focus on all the potential areas of growth and that, in majority of the situations, will come from the underrepresented groups – the neurodiverse, gender or different race groups. The same levers will apply across both existing talent and talent being developed: opportunity for learning and growth, organisational values and a strong stand on D&I that is brought to life in the day-to-day employee engagement. Attraction of talent is only the first step; retention is the step that takes more effort to achieve.

WR: Finally, what advice would you give women navigating a career in the tech industry?

NR: One of the key things that a global pandemic has taught me is that technology actually can help save the world and make a difference.  So, it’s a great place to be, and I think the Tech Industry is on the right journey towards a truly diverse workforce, but it will take time as women are still under-represented. As a woman in Tech, the journey can be harder and lonelier if you don’t have the right support and sponsorship. 

So, if you want to build a career in Tech my advice is to build networks, find a mentor, and find a sponsor – hard work will take you far, but the right people’s support will take you further. People matter. Be curious, have a growth mindset, don’t be afraid to change the direction of your learning and don’t let setback stop you from progressing. Be enthusiastic, ask questions, stay engaged and take chances- but don’t compromise on your values. Be your own kind of leader, carve your own path. 

Learn…invest in yourself, but don’t forget to also have fun! Get the balance you need, there is a time and place for everything.

If you would like to join Nicoleta and take part in our Q&A series, get in touch today!

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Mio discusses how we can enable more women to become tech entrepreneurs. She also offers her advice to other women in the industry who are looking to start their own business, and highlights the biggest challenge ahead for the next generation of female tech founders.

W.I.T. Republic (WR): Could you tell us a bit about your journey in tech and what inspired you to start your own company?

Mio Akasako (MA): I took a very non-linear path into tech. I try not to explicitly classify myself as someone in tech, but rather a multidisciplinarian who uses the tech field to drive innovation for the greater good.

I began my career in the neuroscience field, doing research at academic institutions. Although I was enamored with neuroscience — it was thrilling to do cutting-edge work — I also had an interest in design and technology, so I started looking for ways to incorporate design into the science I was doing.

I worked at a computational neuroscience lab headed by Sebastian Seung at the Princeton Neuroscience Institute after graduating from Brown University. There, I was able to glimpse the intersection of neuroscience, tech, and design. I was then recruited to a biotech startup, Kallyope, where I researched how we could modulate the gut-brain axis to affect various behavioral functions. After several years at a fast-growing biotech company, I decided it was time to apply for my PhD in neuroscience.

Cue a quarter life crisis. I knew that if I went down the path of a PhD, I would be doing exclusively research for another 4-6 years. On a whim, I instead applied to grad school programs in design.

For the next two years, I studied Data Visualization at Parsons School of Design, while keeping my biotech job. Every day I would go into work to do my experiments, stuff my mouth with granola bars, and run to class — a 20 minute subway ride away. I wouldn’t get home until 11pm. I did schoolwork through the night, only to get up early to go to work the next day. It was some of the more intense years of my life, but without them, I wouldn’t have found the role I am in today.

Parsons had a joint program with Cornell Tech, a grad school institution that largely attracts folks who are interested in the tech field. In this program, we were encouraged to pursue our own startup ideas and build on it. I knew I wanted to explore a way to make access to sexual health and wellness education more convenient for people through new tools. I met my co-founders, David Stein, Kyle Waters, and Nick Sempere, who had the same idea, and that’s how Ash Wellness came to be. Since then, it’s been a strong upward trajectory of growth, enthusiasm, and hope for our mission of making healthcare inclusive and accessible for all.

WR: What advice would you give other women in the industry who are looking to start their own business?

MA: You may experience imposter syndrome and question if you’re doing things the right way, or if you’re fit for a leadership role. This isn’t unexpected — you will be wearing many hats, even those you never expected to wear. You might have to grapple with a lot of uncertainty, especially in the early stages of building your company, but trust in your abilities to see things through. Finding like-minded co-founders and teammates who you can trust is key!

WR: In your experience, have you had to face any additional challenges as a female founder in comparison to your male counterparts?

MA: I’m not sure if this is my personality or the nature of being a female founder (probably a bit of both), but I have always found it difficult to find space to speak in external settings. I am naturally happy to take a supporting role when it comes to “selling the dream”, so I have had to consciously make an effort to push myself to make my opinions and visions heard.

WR: How can more women become tech entrepreneurs? How are you seeing the representation change?

MA: I’m lucky enough to have been part of companies led by women, and inspired by women who have forged their own paths in leadership roles. However, I don’t think this is a common experience to have, especially in the hard sciences or in very technical fields.

I see many folks in my age range starting their own companies, but it is still less common to see women doing so. I think there is still a subconscious block in women, and also folks who aren’t your typical cis het white man. It doesn’t even cross our minds to bring our ideas to fruition because the barriers seem too high. The first step is to plant the seed— if you want to create your own venture, you can do it.

WR: Is there anything you think businesses and the industry could be doing to encourage women in the industry to start their own businesses?

MA: Increased visibility of women leading companies and women founders is a start. Oftentimes, it is difficult to know where to begin in the journey, and just having folks to look up to is helpful. I would love for there to be a way to match women who are starting out with mentors in the industry on a systemic scale. Right now it usually requires you to have connections to people, or be a part of an accelerator program in order to get access to those mentors.

WR: In your opinion, what do you think will be the biggest challenge ahead for the next generation of female tech founders?

MA: Continuing to break societally ingrained stereotypes and establishing themselves as expert voices, especially in very technical fields.

WR: Finally, what’s the best piece of advice you’ve received throughout your career?

MA: Surround yourself with people who inspire you, people who are talented, empathetic, and challenge you. Find people with good energy who can uplift and support each other.

If you would like to join Mio as part of our Q&A series, get in touch today!

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Ben discusses how we can all help to create a space for women in tech to succeed and offers top tips for people who are looking to become a mentor/mentee.

W.I.T. Republic (WR): To kick-off could you tell us a bit about what inspired you to pursue a career tech?

Bendangrenla Aier (BA): I stumbled into a career in tech, to be honest! I wanted to be an Engineer like my dad (he was a civil engineer). I choose Electronics and in my final year was offered a job as a software engineer at Infosys. I decided to give it a year before I pursue my “real career” and 15 years on, I am still here! I was motived by the ingenuity, possibility and sense of achievement that I experienced. It felt quite extraordinary to be building solutions, that make a difference to Multi-national Banks. For someone like me, who grew up in a small rural town, I felt the world of opportunities open up before me. And that sense of awe and possibilities, to this day, inspires me.

WR: Since your career began, have you noticed any changes in the industry with regard to women in tech and diverse talent?

BA: I would say that there is more awareness and proactive programs to bring in more diverse talents into technology, compared to when I started. But the status quo is still no where good enough. You see a healthy talent diversity at entry level roles, and as you progress through the levels then all of a sudden, it starts to become less diverse. This tell me that there are systematic and cultural issues, whether by design or not, in organisations and within the industry, that should be addressed to bring about real change.

On a positive note, I love that there is a true desire from most people within the industry to be diverse and inclusive. Inaction and shrugging of shoulders are no longer acceptable and I see more people holding their leaders to account and participating in social activism. There is a recognition that this is not a minority or a “them” issue but this is a collective “our” issue to resolve.

WR: You recently featured as a panellist at our recent event around actions in D&I, could you talk a bit about how we can all create a space for women in tech to succeed?

BA: It is a topic very close to my heart, not least of all because I have been very fortunate to have people, who supported me as peers, managers and mentors, throughout my career. Some simple actions that everyone, especially leaders, should do to create a space for women (everyone!) to succeed are:

1. Make sure that even the quietest person in the team is given an opportunity to speak and is heard. Many women feel that they are not heard by their team and manager, especially when it comes to technical discussions or decisions. 
2. Don’t delegate admin tasks such as note-taking, printing, scheduling meetings, organising lunch etc to women! Make sure that it is shared.
3. Find a mentor for or encourage women to find mentors to support their careers, extend their network, navigate the organisation etc.
4. Don’t assume that women would not want to lead or take on challenging projects that might require them to learn new skills, put in more time, travel, relocate etc. Make sure that equal opportunities are given to everyone.
5. Create an environment where mistakes can be made and don’t attribute the reason for mistakes to gender. Blame culture is toxic for talent to flourish.
6. Give credit and acknowledge their successes. Many people struggle with imposter syndrome and lack of confidence, and your acknowledgement of their success, can give them a boost.

Everyone has to dig into their personal resilience, when faced with challenges; but having an environment that nurtures, are essential for people to fulfil their potential.

WR: What do you think are the main benefits for both individuals and businesses of getting involved with communities like W.I.T. Republic?

BA: Communities like W.I.T. Republic creates dialogue and positive momentum for change. It is a great network of women and allies and I have been so impressed by the number of passionate people that I have met. Many women in technology, especially in start-ups and smaller companies, don’t have the support network and allies within their company. Very often they are the only women and hence can feel isolated and don’t feel that they have a safe space to voice their concerns. Communities like this, are so critical to help connect and for women to share experiences, learnings and build network. Businesses, can do well to listen and learn from the voices in these communities.

WR: You are also passionate about ‘paying it forward’ why do you think this is important to increasing the number of women in tech and how can others do the same?

BA: As a woman in Technology, I feel that I can play an important role in encouraging, motivating and championing other women in technology. I never considered myself as a role model, but it was eye opening when women come up to me and say how they have been encouraged to pursue a tech role seeing me and other women being successful in it. I realised that perhaps by championing it more deliberately, I can make a bigger impact. It is not to say, that every women face the same challenges because everyone’s career journey is unique. But there definitely are common experiences and challenges and being able to support, listen and share, does clear the path for others to navigate.

WR: As a mentor, do you have any tips for people who are looking to become a mentor/mentee?

BA: My advice to mentors is to authentic, truthful and empathetic. You don’t have to have all the answers but you can listen, empathise and be honest . Open up your network to your mentee and be an advocate for them. 

The first part is true for mentees as well. You don’t have to agree with whatever your mentor say and if the relationship is not working then don’t feel oblige to keep it going. You have the choice to seek out the best person you can have a meaningful relationship with. It takes a bit of courage to reach out to someone, especially if it’s not someone you already know, but you will be surprised by how positively people react when you ask them for mentorship. 

WR: Finally, what’s the best piece of advice you’ve received throughout your career?

BA: The best advice I have received is invest in building meaningful and authentic relationships. We spend a huge part of our lives at work and so it’s important to bring your true self to work and engage with each other at a human level. The connections you make can not only enrich your experiences in your current workplace but can also lead on to unexpected opportunities in the future.

If you would like to join Ben as part of our Q&A series, get in touch today!

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Azadeh highlights emerging trends in the cybersecurity space you should watch out for and offers advice to other women looking to start their own company in tech.

W.I.T. Republic (WR): To kick-off, could you tell us a bit about what got you interested in a career in tech?

Azadeh Haratian Nezhadi (AHN): There are a few reasons why I was interested to pursue a career in the tech industry. First of all, I like to solve problems (puzzles) every day and find solutions, a tech career gives me the opportunity to do just that. I also have a passion for learning and in order to solve these problems, it is necessary to study a lot and learn by doing.

The diverse scope of technology makes me existed because every day is interesting, no two days are the same and I always feel as though I am delivering value to my organisation. The final thing that attracted me to a career in tech, was that I would have the freedom to work anywhere in the world, it’s not mandatory to work in an office.

WR: As the Co-Founder of Taktify, what would you say are some of the benefits and challenges of starting your own company in the industry?

AHN: Building a company from scratch is similar to raising a baby. You know how to develop a product, but you don’t know the language of the customer and the market. To overcome this challenge, it’s necessary to trial and error test several times with several different customers.

The first advantage of starting your own company is the autonomy of decision-making. At Taxify, we interviewed the customers first to discover what need it was that needed solving and then built the product and validated it.

A personal advantage for me when starting Taxify is that I am able to invest my energy in ways that simply bring me joy and meaning. If the company grows, it would help me grow not only financially but also emotionally.

The third advantage of starting your own company is that you get to meet so many people during the journey and expand your network, which if you were an employee of another company, you may not have the opportunity to do.

In my experience I would say that the most challenging part for me when starting my own company was the instability of financial agreement with the customers; the difficulty turning your pilot customer into a paying customer. I have noticed that this has become even more of a challenge since the pandemic.

WR: What advice do you have for other women in tech looking to take the leap and start their own business?

AHN: Trust your ability and the journey. Find a good mentor that helps you to accelerate your company’s growth. Be a lifetime learner in order to be successful in your business.

Do not listen to negative feedback about your gender inability. Build your network with other women. Help each other to grow.

WR: Since your career in tech began, what are the biggest changes you have seen in the cybersecurity space?

AHN: The biggest change has been the advancement of emerging technologies and how we are able to utilize these technologies against cybersecurity threats. That being said, these cybersecurity attacks have become more sophisticated since my career in the industry began, making the identification and detection of these threats very challenging.

Another good change has been the development of so many standards and best practices that help cyber security professionals to define baselines.

WR: Looking forward, what emerging trends in cybersecurity are you most excited about seeing and why?

AHN: Cybersecurity is a very interesting domain. In order to be in the field, it is necessary to have a diverse knowledge of different technologies. I’m excited about the evolution of new technologies like machine learning and blockchain as they will be extremely beneficial in the cybersecurity space.

To go into this a bit more; machine learning will help to automate the cybersecurity detection and prevention mechanism by using historical data and it will enable cybersecurity experts to automate their process and emerging new tools and techniques. Blockchain provides decentralized system data storage which can be used to prevent data theft, fraud, and identity theft. Which is going to be used in product designs to reduce risk.

Another area that I am excited to see develop, is the IoT/smart systems space. These technologies are used in many different critical systems and although they would bring additional value of automation, they do impose new risks to both businesses and individuals. The security of IoT devices and data transmission is definitely an emerging trend and something to watch out for.

WR: The digital skills gap is currently a hot topic, what are your top tips for other women in tech to continuously develop their skills in cybersecurity?

AHN: Cybersecurity is a very interesting and unique space, and there are several areas where women in tech can utilize their soft skills to develop their technical skills.

One way to learn more about cybersecurity is to attend the Cybersecurity Awareness program, this is a great way to find your knowledge gap and propose and define a plan to conduct awareness.

Another thing that I would recommend to ensure that you are staying up-to-date with the industry, is to always monitor and track changes in standards and best practices, this is particularly true for data security which is a hot topic at the moment.

WR: Finally, what’s the best piece of advice you have received throughout your career?

AHN: Be persistent in your journey, invest in your growth, you will find your way eventually. You cannot imagine how much power you have.

If you would like to join Azadeh as part of our Q&A series, get in touch today!

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Anna discusses the biggest opportunities for businesses and individuals when it comes to diversity & inclusion in tech and how businesses can better attract and retain female tech talent. Anna also highlights why you should get involved with community groups.

W.I.T. Republic (WR): To start, could you tell us a bit about your journey and how you got into a career within diversity and inclusion?

Anna Mäkinen (AM): It all started when I was really young; I didn’t know it was called D&I but since I was a little girl, I was always challenging gender norms and what one is supposed to do and act like. The topic was always close to my heart naturally, but when I moved to a new country, and started working as a woman in tech recruitment, my role started shaping due to those unwritten rules and expectations of society and workplaces and I didn’t really know what to do as I didn’t fit into these labels that were given to me.

During my career in People Operations and Recruitment I got to know that I wasn’t the only one feeling isolated and perhaps because of my lived experiences having been bullied, discriminated, talked over, and harassed, I’ve always felt this sense of responsibility to do something about injustice.

Seeing the cold hard facts and statistics of the lack of diversity within tech, I knew that a change was needed, and I wanted to be part of the change, so I wanted to understand how I can make a difference. Not only because of my gender but any other characteristics I have. This passion has led me to my dream job within Diversity and Inclusion.

WR: What is your perception about diversity in tech pre and post pandemic? What lessons should be learned from the challenges we’ve faced over the past year and a half? What could be the effect on underrepresented groups like women or ethnic minorities?

AM: It’s a well-known fact that underrepresented groups have had the biggest negative impact due to covid-19.

In recent years, Diversity and Inclusion as a function has significantly progressed. In times of crisis, D&I can often be seen as a bolt-on or a ‘nice to have’ when in fact, inclusion becomes even more relevant and important than in less turbulent times.

There is now an opportunity for employees in some companies to truly be their authentic selves. Like never before, employees are getting to know colleagues in different ways; whether it is learning about their family, home life, preferred ways of working, hobbies or interests but also sharing the struggles of mental health. Because home and work life have become so intertwined, most people have realised you never know what someone is going through. Organisations who have acted in the interest of their employees, customers, and communities, will enhance their employer brand and sense of belonging significantly which is a step to the right direction especially for us in underrepresented groups.

WR: Looking more broadly, what are the biggest opportunities for businesses and individuals when it comes to diversity & inclusion in tech?

AM: Innovation, reshaping the “norms”, culture transformation, future of work, growth, and well-being. When we take D&I seriously it creates clear business and individual benefits that reflects the society that we live in.

WR: What advice do you have for businesses of all sizes, who are looking to develop and implement a D&I strategy?

AM: Firstly, none of this is easy as D&I is not a tick box exercise – it’s all about continuous development and it’s a journey we’re all in for the rest of our lives.

If I have to say one thing to get started with; it all starts with ourselves. We need to be self-aware and interested in changing our own behaviours and attitudes.

D&I strategies are about cultural, mind set and mentality change. All of us can be role models, not only business leaders but anyone reading this, you have someone looking up to you, whether it’s your family member, friend, mentee, client, applicant: your attitude towards D&I matters.

Building D&I programs/initiatives must be integrated throughout organisations, they can’t stay just within Recruitment or HR. Senior leadership buy in and appetite for change is needed.

D&I strategies often start with gender without realising the importance on intersectionality (race & ethnicity, disability, age, neurodiversity etc); make sure you are not assuming or labelling people for the sake of it, but always offer support and be curious to learn, and unlearn. Do this by actively listening, particularly to underrepresented groups.

WR: How can businesses ensure they are not only attracting female tech talent, but also retaining them?

AM: Recognize that retention starts with recruitment and onboarding starts within recruitment; inclusion doesn’t stop once you’ve hired someone. As is the case with any steps of talent management processes, there is no ‘one size fits all’ solution. Creating the right environment for an individual to work in will improve their performance and is linked closely to their happiness.

Inclusion is a fundamental part of a high performing culture and to staying ahead of your competitors.

It is useful to understand the reasons why people leave your organisation. The reasons might simply be more attractive opportunities elsewhere including the ability to reshape lifestyles, but many people leave their jobs because they are dissatisfied with their current situation. It’s insightful to review salary and benefits, work life balance and opportunity to work flexibly, as well as access to training and development opportunities. Quite often the reasons people leave are also the fact that leaders and managers invalidate promoting diversity and inclusion through their behaviours.

Retention strategies are all about creating an organisational structure and framework that encourages inclusivity so make sure you involve your employees when taking decisions that affect them and make sure that your employees can perform at their best.

WR: What changes would you like to see in the tech space in the coming years? What changes would you like to see in the way recruitment is done to empower underrepresented groups?

AM: I would like to see D&I becoming business as usual in all sectors, but especially in the tech space since tech is everywhere. I’d like to see authentic change that encourages and is inspired by all the diversity we human beings have. I want to see more diversity in board rooms, more investment to female founders, more girls studying and graduating within STEM and a more welcoming culture for all of us.

My goals are about D&I awareness and actions again, so not only does the tech sector have to have the right policies and processes in place and use the right language and tone so it can first of all be successful with inclusive sourcing and shortlisting, but also there should be a great focus on training, collaboration, allyship, and network support groups.

For years now we have seen that tech firms need to go where the talent is, not only the other way around and make jobs accessible to all.

We’ll be on the right track when we see more representation and active empowerment of underrepresented groups.

WR: As the D&I Director for Women in Tech, what do you think are the main benefits of getting involved in community groups for both women and men when it comes to improving D&I in tech?

AM: Our community is accessible for all, and it is a safe place where anyone interested in creating better equality for us women in tech globally can network, search for jobs, find mentors and coaches and share best practise, lessons learned and thought leadership content.

It has been the one place where I found my sense of belonging and realized that I am not alone with my imposter syndrome, and I am respected as I am.

A community driven platform creates opportunities and networks I would have never thought were possible to me.

WR: Finally, what do you know now that you wish you had known when you became D&I Director at Women in Tech?

AM: I was in my bubble thinking everyone is interested in changing mind sets and creating more equality in the workplace, not only for women in tech but with an intersectional lens. I was also naïve in thinking how quickly change would happen. We still have much more to do in order to hold organisations and their leaders accountable.

We have an amazing community and it’s great to collaborate with such organisation that takes this agenda so seriously.

Lip service just won’t do it and sometimes conversations around D&I when you are trying to change peoples’ mind sets can be overwhelming and tiring.

People are starting to take D&I very seriously, however it’s not on every organisation’s agenda and we all react to change differently. This is where all of us need to do more as we must hold people accountable.

We all carry our inclusive leadership shadow everywhere we go.

If you’d like to join Anna and participate in our Q&A series, get in touch today!

Global Inclusion Standard: https://theclearcompany.co.uk/clear-assured/

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Julie discusses the most significant opportunities and challenges for women when navigating careers in tech and highlights why communication is such an important skill in the industry.

W.I.T. Republic (WR): What has been the driving force to get you where you are today?

Julie Kenny (JK): Mostly a determination never to be bored. Early in my career I worked on traditional accounting systems before eventually ending up in Business Intelligence. Over that time, I’ve worked with many different systems, languages, and roles. There has always been something new to learn which has been a huge amount of fun. I enjoyed working in smaller companies most because you can get a lot of autonomy there.

WR: Since your career began, how has the industry changed in terms of diversity & inclusion?

JK: I think it depends where you look. I did my computer science degree in 1987 and there were fewer than 10 women out of the 160 intake, my son did computer science much more recently and there were just one or two women in his year so that was disappointing to hear.  Most software teams and tech events still seem dominated by men too, so it often doesn’t look any different.

It’s not all doom and gloom though; the internet has made entrepreneurship easier and I’m seeing many successful tech businesses being created by women.  Of course, Dame Stephanie Shirley did that years ago, but she had more hoops to go through. There are more training options available now too, so the numbers doing degree courses don’t tell the whole story either.

Attitudes have certainly progressed. Back in the 1980’s women bosses were caricatured,  “role reversal” was a subject for sitcoms and people (not just men) openly discussed whether they could “work for a woman”.  There was also a horrible practice of ‘demo dollies’:  supposedly a non-technical but pretty woman who showed the software demo which her male colleagues then answered the technical questions on.  I hope we’ve moved on from all that.

WR: In your opinion, what are the most significant opportunities and challenges for women when navigating careers in tech?

JK: Being a woman in tech is an opportunity in itself because you stand out. Good organizations understand the benefits of diversity and the reason why a company or event doesn’t have more women is often that they haven’t received enough applications. Whether it’s a new job, a promotion, or an opportunity to speak at a tech conference be brave and apply.

Secondly, through responsibilities of home and family many women have learnt how to be flexible, adaptable and deal with a wide range of people. If you can do all that you are more prepared for the tech world than you think. Most people can learn the technical skills, but the tech world needs people who can do both.

Finally, when it comes to opportunities, the tech industry practically invented flexible and remote working so that’s certainly something to consider, although not all companies offer what they should.  

One key challenge is that women can suffer from lack of confidence and visibility within the workplace.  If you’re not confident speaking up and sharing your expertise then your visibility suffers.  Far too many assume that confidence equals ability so you can get overlooked while those with less skill make noise. It’s not a problem that only applies to women but we’re often quite bad at singing our own praises and putting ourselves forward.

I think the biggest challenge is that there’s just not enough women around you and it can be difficult to form close bonds in the workplace. You can find yourself quite isolated if you are the only women in the team, informal networks are often gender split. These are the networks where creative ideas emerge, and groups get to know the passions and ambitions of each other, so an unconscious bias emerges. The isolation issue can be a problem everywhere, local meetups, conferences, and training courses. I’ve always blundered my way through this but I’m not a very ‘girly girl’.

WR: Softly Inspired helps tech professionals to develop their careers in the industry, what are your top tips for women who are looking to take on senior leadership positions?

JK: Work on getting seen and heard, make it clear that you are interested and capable of progression. Ask your manager what you can do to move up and follow their advice to show that you are serious. Consider what skills you may need to have in future roles and find ways to develop and showcase them now, such as offering to chair meetings, or deliver presentations.

Build your network however many ways you can, through meetups, conferences, LinkedIn, whatever is possible for you.  You’ll find support of different kinds in each and you’ll discover new ideas and ways of working that you can bring back to your teams. I’ve found that the tech community is incredibly open and most love to share ideas so tap into that as much as you can.

Get a mentor, male or female. Some companies have a formal mentor program, but it can be just someone you can talk to on a regular basis who has the right experience to guide you and give you a steer when you need it. I’ve never had a formal mentor, but I had one particular manager who certainly filled that role, and it made a huge difference to me. Thanks Chris!

WR: Communication in any role is key, at Softly Inspired you pay specific attention to the development of communication skills in tech professionals. In your experience, why is communication such an important skill in the tech industry?

JK: Considering most teams are working some sort of agile methodology which relies entirely on good communication, it’s more than critical.  If the communication in your daily meetings isn’t effective, then at best they will eat time for little gain.  A worse but sadly common result is that issues aren’t raised in a way that the team clearly understands so they are not taken seriously until too late. All of this affects both team cohesion and the bottom line for the company.

There are additional challenges with having to communicate with people who’s goals are very different to but intertwined with the technical ones. As a crude example, if you need to explain why it’s worth spending weeks migrating to a new technology, detailed explanation of the coding functionality won’t sell it to management but explaining that it will enable you to create the most requested product feature might. 

There’s also a misconception that good communication is something you’re born with. This can lead to training only being offered to already good communicators in customer facing or higher-level roles, others can find themselves stuck. That’s why I want to help people get unstuck and communicate well in the role they have and the one they want next.

WR: What advice do you have for tech professionals at any stage in their career who are looking to evolve their communication skills?

JK: Come to Softly Inspired of course – but other than that?

Take whatever opportunities you can get to speak. If someone asks, “who’s going to run this meeting”, “who wants to present this”, or “who wants to give a summary”, then offer to do it.  Take a breath and try not to speak too fast, it will help you sound and feel more confident.

Look for a supportive advocate who will give you feedback, particularly if you are presenting something a bit more formal. Tell them the sort of thing you’re looking for so they can be specific. This can be really important when your presentation contains disappointing news such as deadline overruns, audience reaction can knock your confidence although your communication skills may have been excellent.

I can’t end this question without mentioning Toastmasters International.  My local club, Ipswich Electrifiers’ Speakers club has been a massive help to me, and I’d advise anyone to find a local or online club that suits them. There’s nothing I know that beats it for regular practice and feedback.

WR: Finally, what’s the best piece advice you’ve received throughout your career?

JK: I think the best advice I had was to start with your ideal outcome in mind and then work backwards from there. It applies to communication, your career, a new project, pretty much anything really. It can be easy to get stuck in just seeing a few steps ahead of where you are now, but if you start with that perfect ending, it’s a game changer.

If you would like to join Julie as part of our Q&A series, get in touch today!

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Olena discusses what some of the benefits and challenges of a career in engineering and highlights what businesses and communities can do to encourage more women into tech.

W.I.T. Republic (WR): To start, could you talk a bit about what inspired you to pursue a career in software engineering?

Olena Drugalya (OD): My husband was always telling me that I could do a career in tech and that I should at least try; he was the one who inspired me. When I was on maternity leave, I decided to try to learn some coding. On one of the learning platforms I found an article about a girl who became a developer after being a stay-at-home mom for many years. This really resonated with me and my situation. Having two kids and switching careers into tech sounded like “the mission impossible”, but I am glad I gave it a go and am where I am today.

WR: What are some of the benefits and challenges of a career in tech and/or engineering?

OD: The job market in tech is enormous nowadays, thousands of companies are looking for new employees every day and that is a huge benefit. Among the other benefits I could mention the flexibility (it’s possible to work from office or remote), universality (anyone can work in tech) and decent salary.

As for challenges, tech job are a challenge in themselves. You need to learn a lot all at the beginning and continue to learn during your whole career. You also need to be prepared to deal with a high level of frustration and failures, and have the willpower to keep up with those.

WR: What advice would you give to other women looking to navigate a career in the industry?

OD: The best advice I have ever received was to start my career in tech.  I still think it’s the best advice I could give (among others) because it takes courage to begin the transition into tech for real and not be afraid if it’s a right or wrong decision. We often tend to doubt our decisions since there are many other factors we have to take into consideration (family, kids, household, friends etc), but once the decision to start is solid and you have a plan with precise actions, that is the most important thing and the journey into tech has begun!

Another good piece of advice is to be consistent. Make a plan and follow it. Nothing will make sense in the beginning, but if you continue, it will click eventually. If you don’t understand something today – come back to it tomorrow…and after tomorrow. Make studying and coding your habit. The famous Twitter “100DaysOfCode” challenge helped me a lot with this.

WR: What do you think businesses and communities can do to encourage more women into a career in tech?

OD: First of all, the myth about “tech job being more suitable for men” should be gone once and for all. That is not the case for most European companies, but its surely still a case for the companies in the countries outside the EU. Seeing how many women have made transitions into tech and have been successful in the past few years proves that this direction is suitable for both men and women. Businesses should definitely care about more diversity in the workplace and create an appropriate working culture.

WR: You also have your own blog, could you tell us a bit about it?

OD: I started my blog when I started my studies as a web developer. I wanted people to know my story about being a stay-at-home mom and learning web development. I was hopeful it could encourage other women like me who were afraid of transitioning into tech. But as I continued to learn, I started to write posts about topics I was studying, to try and write down these difficult concepts in a simple language so that I could understand them. Then I saw others were struggling with the same problems and decided to share these materials with the broader community.

I would encourage everyone to start writing a blog.  It is one of the best ways to learn, because you need to research something and then you have to explain what it is and what it does, and how you can use it. It’s also a great way of holding yourself accountable and making sure you keep progressing towards your goals.

WR: Finally, in your opinion, what are the main benefits of attending coding courses and bootcamps?

OD: Since I am a self-taught and never attended any bootcamps, I cannot say much about those. But what I was lacking when I was studying is definitely a community of people who do the same thing. That is something what courses and bootcamps can provide. You always learn more when you work with other people on mutual projects. It also gives you the opportunity to learn soft skills too, like communication, cooperation, team work, planning, problem solving and these are just as important as coding!

If you would like to join Olena as part of our Q&A series, get in touch today!

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