Engage in Networks and STEM events: Research and connect with local networks and events such as Wales Women in STEM, Women in Cyber and Wales Tech Week to build connections, gain support, and learn from women in STEM positions.

Seek Mentorship and Role Models: Connect with female tech professionals and seek out mentoring opportunities,  either through attendance at networking events or through LinkedIn. 

Develop Skills and Confidence: Enrol in digital skills bootcamps and training programmes available in Wales, such as those delivered by organisations such as Technocamps and Code First Girls. Seek out career coaching, public speaking and leadership training to boost confidence and challenge any signs of imposter syndrome.

Advocate for Yourself: Actively pursue leadership and project opportunities, even if they feel outside of your comfort zone. Document your achievements and successes to ensure contributions are recognised and rewarded.

Embrace Flexible Working Options: Speak with employers about flexible work arrangements that support work-life balance, particularly when managing family or caregiving responsibilities.

Develop Tailored CPD and Skills Training: Design CPD programmes that address the unique challenges women face in the early stages of their tech careers, such as overcoming imposter syndrome, building confidence in technical skills, and navigating male-dominated work environments.

Offer short courses, bootcamps, or micro-credentials focused on in-demand digital skills such as coding, data science, AI, and cybersecurity, with targeted support for women entering these fields.

Partner with organisations like Her Place, to deliver CPD sessions that focus on leadership development, workplace resilience, and networking strategies for women in tech.

Provide Flexible Learning Opportunities: Ensure CPD and digital skills programmes are designed to accommodate the varied needs of women balancing work, study, and caregiving responsibilities. This could include:

• Evening or weekend classes.
• Online or hybrid learning models.
• Bite-sized modules that allow women to upskill at their own pace.

Create Women-Focused Mentoring and Peer Support Networks: Establish dedicated mentorship programmes where female students and early career professionals are paired with experienced women in digital technology.

Develop peer support networks within university and college departments to create safe spaces for women to connect, share experiences, and build confidence in their skills.

Embed Inclusive Teaching Practices: Ensure digital technology courses actively address gender bias by using diverse case studies, ensuring female-led innovation is highlighted, and promoting collaborative learning environments where all students feel valued. Provide CPD for lecturers and course leaders on inclusive teaching methods and strategies to challenge unconscious bias.

Strengthen Industry Partnerships: Collaborate with Welsh tech employers to create industry-aligned CPD courses that meet the skill demands of the digital technology sector. Facilitate paid internships, work placements, and mentoring partnerships that connect female students and early career professionals with employers actively promoting diversity in tech.

Increase Visibility of Role Models: Actively promote the achievements of women in digital technology through guest lectures, student events, and outreach campaigns. Encourage alumni networks to engage with female graduates and offer guidance on career progression in digital technology.

Inclusive Recruitment Practices: Adopt anonymous recruitment practices to reduce unconscious bias, ensuring use of inclusive language in job descriptions and actively encourage women to apply. Provide gender bias training for hiring managers and implement diverse interview panels.

Promote Women in Leadership: Set measurable targets for improving gender diversity in leadership roles.

Establish women’s leadership programmes that provide mentorship, sponsorship, and access to training. Showcase successful female leaders in your organisation to inspire others.

Flexible and Family-Friendly Policies: Develop flexible working policies that are inclusive for all employees, not just women. Provide enhanced parental leave policies that support shared caregiving responsibilities to reduce the burden on women.

Mentoring and Support Schemes: Establish mentoring programmes that pair women with senior leaders for career guidance and development. Create dedicated support groups or Employee Resource Groups (ERGs) to provide peer support and networking opportunities.

Inclusive Networking Opportunities: Collaborate with organisations like Wales Women in STEM, Women’s Academy Wales, and Women in Cyber to deliver inclusive networking events that welcome women. Ensure networking events are held in accessible, welcoming environments with balanced representation.

Improve Access to Affordable Childcare: Conduct a comprehensive review of childcare access and affordability in Wales, identifying gaps in provision, regional disparities, and barriers for parents in non-traditional work patterns. The findings should inform targeted reforms to expand access, improve affordability, and better support parents in sectors like digital technology.

Promote Flexible Working Policies: Encourage tech employers to adopt flexible working arrangements, such as remote working, hybrid models, and job-sharing for leadership roles.

Introduce Leadership Development Programmes: Fund dedicated leadership and management training and mentoring schemes for women in digital technology. Develop targeted programmes that support women returning to work after career breaks, with a focus on digital skills development and leadership pathways.

Embed Gender Equality into Industry Standards: Introduce sector-wide diversity and inclusion frameworks that set targets for female representation in leadership roles. Require tech companies bidding for public sector contracts in Wales to demonstrate robust gender diversity and inclusion policies.

Promote Inclusive Recruitment Practices: Develop toolkits for Welsh employers to support inclusive hiring practices, including anonymised CVs, gender-balanced interview panels, and unconscious bias training. Encourage organisations to publish transparent salary bands to address pay inequalities that may hinder women's progression.