1. Women in IT – All or Nothing? 20% of IT staff are female 5% of women consider a career in IT 5% of senior IT staff are female Image problem – macho, 24 x 7 culture

2. 50% female staff 30% middle management 15% Board level What has happened to them all along the way? Women in IT Recruitment

3. Two sides to moving on Culture fit Revenue - hugely positive factor

4. FAIR? As a business, no discrimination Bill a lot of money Live to work

5. Choices Women chose to OPT out of this lifestyle Did not want to take the all encompassing challenges to reach the top I chose to OPT in and was positively encouraged Gender was not a factor, results were Director after six years Hugely fulfilling job Fantastic lifestyle

6. What if things were different? Part time - not as a Sales Director Fixed hours - not as a Sales Director

7. Possible? Yes. With a fleet of staff Full support at home

8. How have things changed? Changes very encouraging Biggest factor in bidding for business is diversity policy Not just lip service, not just ticking boxes Firms recognising value of female Executive Director At present 15 women Executive Directors, BUT Marks & Spencer and J. Sainsbury employ 1/5.

9. Why? Women guide rather than demand Patience Intuition Goal driven Focused

10. Best news of all Competency-based interviewing Based on evidence, not ‘feeling’ Used for recruitment AND promotion

11. What about Computer People? Group now has 1500 Staff supplying people to organisations across the UK and the world It is critical that our employees, clients and candidates fully understand the benefits of a diverse work force Company has benchmarked ethnicity and diversity of those people we attract, interview and retain Competency interviewing ensures no personal prejudice Family friendly initiatives - e.g. early morning sales meetings We intend to ensure management of diversity will combat prejudices, stereo typing, harassment and undignified behaviour We recognise the need to balance personal and working lives

12. Conclusion Whole IT market is more aware of female talent and the value that brings Increase in female representation not through legislation, more through simple steps –Look at skills when hiring, not gender –Ensure women are included in selection panels –Research your company - why don’t more women want to go for IT –Try hiring more women!