Getting more women into IT: how your firm can rise to the challenge

14 October 2015

Name a famous engineer or technologist and most people would undoubtedly mention Steve Jobs, Bill Gates, Isambard Kingdom Brunel or George Stephenson. Being optimistic, perhaps Ada Lovelace or Martha Lane Fox might spring to mind.

But most people would, I think, struggle to name many women who have influenced the history of engineering or technology – which makes it unsurprising that young girls are not drawn to engineering and technology career.


Naomi Climer, the first female president of the Institution of Engineering and Technology (IET), writes exclusively for Hydrogen’s clients.

Diversity = Innovation


Why does this matter? It matters because the world needs more engineers and technologists if our economies are to continue to grow, and also because diverse teams are more innovative. The truth is that a more representative workforce would be a good outcome for everyone – not just for women. A lack of diversity means we are missing out on ideas and innovation that come from the different perspectives.


To achieve a more diverse workforce, we need more role models at every level to inspire young women by showing them what engineering and technology could look like for them. The world has changed a lot for women over the past 100 years. We earned the right to vote and have broken down boundaries in many professions – for example 50 per cent of GPs are now women, so why are we not seeing more modern-day female champions emerging in engineering and technology?

Female-friendly?


Less than one in 10 engineers in the UK today are women. This is a result of a number of factors – from the careers advice girls are given in schools, to schools not instilling girls with the confidence to opt for Science and Maths at A-level. But, it is also due to some employers needing to make their approach to recruitment and retention more female-friendly.


More female-friendly retention and recruitment practices are a vital part of solving the challenge. There are skilled women qualified to take up existing roles, but many are leaving the profession as soon as they graduate and I believe there are things that companies can do to attract and retain these qualified women.


The whole of the engineering profession – including men – need to pull together to help win this battle. There is no quick or simple fix. Instead, we need many small and subtle changes over time.

What your firm can do: words, pictures and publishing


Our recent Skills Survey found that 57 per cent of engineering businesses don’t have gender diversity initiatives in place. This could be as simple as things like routinely reviewing recruitment language or marketing images for engineering jobs. There are great examples of companies who have consistently worked on their diversity and it does make a difference. I would like to see companies over a certain size measure and publish their diversity figures including recruitment, retention, promotion and pay. This would help them to focus on the issue and also benchmark themselves against what other companies are achieving.

The Famous Five?


I would like to think that in 10 years’ time, many more people would be able to name a minimum of five women in engineering and technology. But this can only be achieved if we do more to create and promote these female role models and ambassadors. Is your organisation or company playing its part?


We need consistent efforts from parents, schools, and universities to encourage more girls to study Science, Technology, Engineering and Mathematics (STEM) subjects and aspire to a career in engineering.


And from industry, a concerted effort to attract and retain female engineers and technologists who can help address the UK’s shortage of engineers – and bring a new perspective and skillset to the world’s big engineering and technology challenges.


Naomi Climer is President and Fellow of the IET. Until March 2015, Naomi was President of Sony’s new global division – Media Cloud Services, based in Los Angeles, USA, with a mission to develop cloud based services for all parts of the media industry worldwide. Previously, Naomi headed Sony’s B2B organisation in Europe (Sony Professional) providing R&D, Sales and Marketing, Systems Integration and Service covering diverse markets including media, broadcast, cinema, sports, security and healthcare.


After studying at Imperial College, London, Naomi trained as an Engineer at the BBC and has worked in technical roles in BBC Radio, BBC World Service and BBC News as well as at ITV and in local radio. In 2014, Naomi was awarded the International Association of Broadcast Manufacturers (IABM) Industry Woman of the Year.


Naomi has a strong interest in diversity issues and has been an active campaigner for gender diversity within Sony and within the engineering profession in the UK. As a result of this, Naomi was short-listed for a WISE Women of Outstanding Achievement Award For Leadership and Inspiration in 2012.


Naomi has been an active contributor to the IET through the Communications Policy Panel and as a member of the Board of Trustees since 2010. Naomi has also actively engaged with the Southern California Local Network since 2012 and brings this international IET perspective as well as global industry experience to IET HQ in the UK.

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We're back! We're thrilled to announce the return of our interview series, Women in Law, where we shine a spotlight on the extraordinary women making waves in the legal world. Join us as we delve into their journeys, explore their challenges and triumphs and celebrate their remarkable achievements. Anna is a partner in the Herbert Smith Freehills LLP corporate practice in Dubai specializing in mergers & acquisitions, joint ventures and investments with particular focus on the Middle East. Anna is regularly involved in award winning and other high-profile transactions in the region that span a number of sectors. In addition to executing transactions in the energy and infrastructure sectors, Anna advises on digital infrastructure and TMT transactions. Anna studied law and obtained her master's in law from the University of Warsaw in 2005 and subsequently moved to the UK to pursue her career in law in London. She re-qualified as a solicitor in England and Wales in 2013. She spent over 13 years working for two US law firms in the City of London before moving to Dubai and joining Herbert Smith Freehills in 2018 as a senior associate. Anna was first promoted to of Counsel in 2023 and elevated to partner in May 2024. Anna is frequently commanded by her clients for her exceptionally pragmatic approach to transactions, enabling them to navigate complex legal challenges with ease. Why did you decide to pursue a career in law? I didn’t always know I wanted to be a lawyer. In fact, I considered other paths. At one point at a very young age, I even thought about joining the army – I admired the discipline and resilience it required, and honestly, some of those skills would be helpful in law, too! While I had considered pursuing an MBA immediately after completing my master's degree, I ultimately chose to move countries and requalify in the UK, believing that this path would provide me with the most meaningful opportunities to advance my career. Looking back on your career, what are some key moments that have helped or hindered you in getting to where you are? There have been many key moments, both positive and challenging, that have shaped where I am today. Early on, studying law in two different languages and legal systems and requalifying in a very competitive market in London was a significant hurdle and achievement, that taught me the value of determination, hard work and persistence. Ultimately, moving firms to prove myself further and eventually relocating to Dubai to accelerate my career were key decisions that allowed me to challenge myself in new ways and grow. On the flip side, there were times when I faced doubts about whether I belonged in certain rooms, especially being a woman in a traditionally male-dominated industry. But each obstacle has made me more determined and shaped my leadership style. Each of these steps has been part of my evolution, and over the years I have learned that resilience and adaptability are key to navigating any obstacle. My promotion to of Counsel and then Partner earlier this year were major milestones, and currently, I am the only female partner in the office, which is something I am incredibly proud of. Having said all that, I know I wouldn't have been able to achieve all this without the support of amazing colleagues and mentors along the way. Do you believe there’s a glass ceiling for women in the workplace, and has it changed? I do believe the glass ceiling still exists in many industries, including law, though progress is being made. I have experienced certain challenges in my career, but I have not faced prejudice based on my gender; I’ve always thought of myself simply as a lawyer, focusing on being the best I can be. Today, we’re seeing more women in leadership roles, and I am proud to be among them. Yet, women still encounter less visible challenges, whether in the form of bias, societal expectations, or balancing family life with a demanding career. While strides have been made, there’s more to be done. Through evolving recruitment practices, mentorship, diversity initiatives, and challenging outdated norms, we can create further change. I’m encouraged by the support women offer each other, and that keeps me hopeful that the glass ceiling will continue to crack. What do you think the legal industry can do to improve diversity & inclusion? The legal industry has made progress, but there’s still room for improvement. First and foremost, we need more than just diversity in numbers—we need inclusion at every level, where everyone’s voice is heard and valued. This can be achieved through better representation in leadership positions and by ensuring that recruitment practices are truly inclusive. Broaden recruitment criteria to include candidates with diverse life and career experiences will create a more inclusive environment and enrich teams with new perspectives. Mentorship and sponsorship programs for underrepresented groups can make a huge difference in retaining diverse talent. The industry also needs to focus on creating a supportive environment where people can bring their authentic selves to work without fear of judgment. As part of my new role, I make it a priority to champion diversity and inclusion, and I encourage others to do the same. What advice do you have for young women looking to make a career in your industry now? My advice to those starting their legal careers is that hard work is essential, but in today’s world, it’s also crucial to be resilient, proactive and open-minded. The legal world is evolving, so it’s crucial to stay alert to change and seek out opportunities, even if they’re outside your comfort zone. Your career may not be a straight line, it may have twists and turns, but each step, whether a success or a setback, adds to your growth. The most successful lawyers are often the ones who are authentic and have taken unique paths to get where they are. Success is as much about resilience and adaptability as it is about effort. Focus on building core skills and surround yourself with a network that supports and challenges you. And, most importantly, stay true to your values and who you are.
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