Celebrating International Women’s Day 2024
#InspireInclusion
This International Women’s Day, let us imagine a gender-equal world. A world that is free of bias, stereotypes, and discrimination, a world where difference is valued and celebrated. Let us work together to forge women’s equality and create a world that is equitable and inclusive.
At Version 1, we have a thriving Women in Tech Community with over 700 active members, across all our offices globally. We first published our gender pay gap reports in April 2018 we have continued with our desire to build an equitable workplace for women. We have also signed the Menopause Workplace Pledge, and are committed to supporting women going through the menopause.
We are immensely proud to have been named a Best Workplace™ for Women by the Great Place to Work ® Awards in the UK and Ireland, and India. These awards are a testament to our commitment to fostering a workplace that has Diversity, Inclusion, and Belonging as a part of all we do.
The theme for International Women’s Day 2024 is #InspireInclusion. In order to learn more about our Women in Tech community, and this year’s theme, we spoke to Sam Waistle, Lani Irving, Melissa Billingly, Mark McKeown, and Akriti Sinha about their career in tech, a piece of advice that has stayed with them, their take on #InspireInclusion, and much more! Happy reading.
Sam Waistle, Test Lead, Newcastle-upon-Tyne
Can you tell us about your career path/how you’ve joined the tech workforce?
It’s funny because if you ask any Tester they will always say they fell into testing as a career. I’ve always had an interest in tech, as a millennial teen, HTML and CSS seemed to be ingrained in us as a generation and part of our DNA because of social media sites such as MySpace, Piczo, Tumblr, you name it. Due to this, I ended up picking Interactive Multimedia as a course in college where I learned Flash animation, Web Design, ActionScript (may it Rest in Peace) and much more. This then led me onto pursuing a degree in Web & Multimedia Design at university. At the end of my degree, I secured a slot to present my final year project in an exhibition ran by my university. Here a few companies were sponsoring, and one in particular was coincidentally recruiting for a number of roles. Quality Assurance was one of the options presented to me and the rest is history; I’ve been a tester for just slightly over a decade now.
Sam Waistle is a Test Lead at the Digital, Data & Cloud Practice at Version 1. She is based out of the Newcastle-upon-Tyne office.
Can you tell us about your role at Version 1? And what a typical day looks like for you?
I am a Test Lead at Version; I work more like a Test Manager for the project I am on which means I spend my time between working with the client to understand the new features they would like building so I can come up with test plans and working with my team of testers sharing that knowledge of the service and upskilling them so they can contribute to automation and performance packs. I like to ensure that working on a project with me is a safe space for people to learn and contribute ideas so they can grow as a tester. Outside of my project, I manage other testers within the community providing support in their career goals. I also help run community events such as a fortnightly get together where the whole testing community can attend and not discuss work for a change.
What does the theme “Inspire Inclusion” mean to you personally?
I think it can mean a lot of things. For example, at work, I like to get as many people of different skill sets included in the thought process of a test approach as anyone can come up with an idea that’s outside the box and discover an issue. It also means advocating for accessibility testing to be made a priority as everyone should have the ability to access a service. It means fostering a community where anyone can feel they belong and can trust one another.
In my personal life, it means making sure I include all kinds of information from multiple parties i.e. understanding a perspective from someone with a different ethnic background, or from someone with a neurodivergent view. It means when making plans with a group of people, that everyone’s needs were taken into consideration, or making sure people feel welcomed. I believe inclusion has to be intersectional because the world is so vastly varied, and everyone can reap the benefits to include that variation in their life in some way.
Can you share an instance where you felt truly included and belonged in Version 1? How did that impact you?
I can’t think of a specific instance because Version 1 does a great job in making me feel included even in the most subtle ways. From running Practice community sessions, to location based get-togethers, I always know I’m welcome in Version 1 one way or another.
What do you think organisations can do to inspire inclusions at all levels of their organisations?
This is an incredibly interesting question because there’s a whole bunch of things organisations can do. For example, if companies had a more diverse policy team, then better policies supporting various different things could be created. I.e. if more women were involved in policies, then there could be more benefits to offer flexible working so they can support families and have a career, or offer medical support for women’s health. If there were more ethnic people on the board, maybe holiday benefits that fit around their religious beliefs could be wrote into the policy. Then maybe with more open-minded policies that could attract a more diverse range of people to work for a company all because it started with the inclusion of a diverse policy team.
As a member of the Version 1 WIT community, can you reflect on initiatives that you have been a part of/have helped you?
I’ve managed to attend a couple of sessions, one in particular being the topic of Women’s Health in collaboration with Health & Wellbeing team. It was incredibly useful to get an introductory in just how much your diet can affect you beyond weight gain. It set me onto a path to get to know my body better. Having access to this type of information from within the workplace made me feel seen and supported as an employee.
What is one piece of advice you received that has stayed with you?
This might be a little daft, but the clean version of it is “mess around and find out”. Now I know this is usually interpreted as a threat for the most part, but honestly I’ve spent my life just taking chances to find stuff out. Whether it was experimenting with a hair colour, trying a new hobby, I feel we were put on this planet to just find out information about ourselves so we can live the most authentic life.
Lani Irving, Associate Consultant, Newcastle-upon-Tyne
Can you tell us about your career path/how you’ve joined the tech workforce?
I’m a recent career changer into the tech industry and came from a totally non-technical background. I originally did an Art degree and then spent quite a few years juggling different bits of freelance creative work, alongside hospitality jobs. In my late 20s I became chronically ill and eventually found myself unable to do all the running around that hospitality demanded of me, so I spent a couple of years focusing on learning to manage my health whilst taking on small amounts of illustration work. I realised that the life of a solo freelance illustrator wasn’t for me – as well as struggling with the uncertainty of it, I found it quite lonely.
It seemed like a tech career could be a great way of putting my inquisitive brain to good use, to connect with others and to work as part of a team again – as well as allowing me to work in a way that would accommodate my health condition. I was lucky enough to be accepted onto the School of Code web development bootcamp, followed by the Version 1 Academy, both of which were intensive courses aimed to upskill people into technical roles.
Lani Irving, is an Associate Consultant at Version 1, based in our Newcastle-upon-Tyne office.
Can you tell us about your role at Version 1? And what a typical day looks like for you?
I’m an Associate Consultant working in Azure DevOps. I usually work from home, so at about 8:55am I’ll make the arduous journey downstairs to my office to start work at 9am. I’m mostly working with Terraform at the moment to deploy Azure resources. I’m still very new to the role, so on my current project I spend time shadowing and pairing with a more experienced engineer via Teams calls, as well as picking up tickets that are achievable with my current skillset. We use Azure DevOps Boards to keep track of our tasks, and have daily standups to discuss our progress, any issues, and what our next steps are. I’m learning a lot and enjoying putting into practice some of the concepts I’d been studying before starting this project.
What does the theme “Inspire Inclusion” mean to you personally?
The way that the theme particularly resonates for me is in relation to the journey I’ve had since my diagnosis.
When I had to leave my previous job, it really knocked my self-esteem. I was no longer well enough to commit to consistently working outside of my home, but I didn’t have any relevant experience for any of the remote jobs I saw advertised. I felt useless and I was worried that I’d be more of a liability than an asset. I remember seeing a TED Talk by Dr Hannah Barham-Brown (a GP, activist and public speaker who shares the same diagnosis as I do), about how disabled and chronically ill people are “nature’s problem-solvers” and about all the value we can bring to a workplace. It was a real turning point for me, and I spent a lot of time reflecting on all the skills I’d learned and the ways I’d grown as a person, directly because of my illness.
I’ve benefitted so much from other people sharing their experiences with chronic illness and disability, and it’s a big part of why I often choose to be so open about sharing my story – because someone else might need to hear it. I’m very lucky to have had the opportunity to make this big change and pivot into an exciting new career after my diagnosis, and I really hope that as I progress in the industry I can help others to do the same.
Can you share an instance where you felt truly included and belonged in Version 1? How did that impact you?
I recently had the opportunity, as part of a group of Associates, to give a presentation about our experiences on the Version 1 Academy, the process of onboarding into the Azure team, and the challenges we’ve faced. I mentioned during the presentation that ‘imposter syndrome’ can be difficult to deal with as a career changer. It can be a continuous battle to try and convince yourself that you are capable and that you belong, but once you get other people talking about it, it soon becomes clear you are far from alone in this. After the presentation, we had a great discussion about imposter syndrome, and many of our colleagues offered their advice and shared their experiences.
This outpouring of openness, empathy, and support, coupled with the fact that sharing our experiences as Associates had been the catalyst for such a great discussion, made me feel valued and like I belonged in the team.
What do you think organisations can do to inspire inclusions at all levels of their organisations?
There’s no ‘one size fits all’ approach to inclusion, so we need to listen to a diverse range of voices in order to take steps to address the barriers that people face. I think it’s important that we celebrate the value that different perspectives, identities, and experiences can bring to a team, and maintain a culture where everyone’s input is appreciated and respected.
I believe that representation and role models can also be a huge help – hearing from others who have coped with similar challenges can provide practical tips as well as inspiration. Organisations can help with this by providing a platform where people feel safe to share their story if they choose to (like the ‘Real People, Real Stories’ talks we have within Version 1), and offering opportunities such as mentoring or peer support groups so people can feel heard and understood.
The actual working conditions of an organisation need to be inclusive too – such as accessible office spaces, and opportunities for remote or flexible working, which can help accommodate people who may otherwise have been excluded.
As a member of the Version 1 WIT community, can you reflect on initiatives that you have been a part of/have helped you?
Things are just getting started for the Women in Tech team here in Newcastle! Our Newcastle WiT lead Sarah Lally organised our first event in December, which was a pottery painting session in the office. It was a great chance to connect as a team and talk about upcoming goals for 2024. Creative activities like this are a lovely ice-breaker and can be a great way to de-stress – I think it left us all feeling very relaxed, and it reminded me that I should I probably dust off my sketchbook to help maintain my mental wellbeing! I’m looking forward to seeing what 2024 has in store for the Newcastle Women in Tech.
What is one piece of advice you received that has stayed with you?
On an almost daily basis, the voice of School of Code CEO Chris Meah pops into my head, telling me to “break down the problem!” It was a piece of advice we were given at the beginning of the bootcamp, and it’s a useful mantra. If something feels unsolvable or daunting, break it down into smaller steps, and keep breaking it down until you reach a step small enough that you either know how to do it, or can easily find out. If I find myself feeling overwhelmed and getting into a spin, it’s often because I haven’t broken down the problem enough and I need to remind myself to take it one small step at a time. It’s a useful approach to solving problems in tech, but I’ve found it helpful with other problems in life too!
Melissa Billingy, Head of HCM, Enterprise Applications, London
Can you tell us about your career path/how you’ve joined the tech workforce?
I actually joined the tech workforce by accident. When I completed my Masters in Human Resource Management, I applied for an HR Assistant role at a Consultancy firm called Northgate Arinso which specialised in SAPHR. During my interview one of the interviewers said they were looking to start a graduate programme and thought my skills and experience would be better suited to that. They asked if I would like to be there first graduate and I said ‘Yes’ and have been working in the HR IT tech space ever since.
Melissa Billingy is the Head of HCM, Enterprise Application at Version 1, and is based out of our London Office.
Can you tell us about your role at Version 1? And what a typical day looks like for you?
I’ve recently moved into a new role as Head of HCM – Enterprise Applications this is an exciting new role that has been created as part of 2024 Growth Strategy. In my new role I’m focused on setting and driving the strategic direction of HCM in Version 1 in line with emerging market trends, as well as coaching, mentoring and developing technical talent to ensure consistently high-quality delivery.
Every day is different, which is why I enjoy the role and consulting in general. A typical day can include a whole range of activities including; working with clients to achieve their target outcomes, working with the sales team on a sales bid, refining our HCM implementation with the technology consulting team, attending various operations meetings, budgeting and resourcing, 1-2-1’s and coaching with members of the HCM team or interviewing potential new joiners to the team.
What does the theme “Inspire Inclusion” mean to you personally?
For me personally, ‘inspire inclusion’ means leading by example, by seeking to demonstrate inclusive behaviour and creating an inclusive environment that understands that not all employees have the same perspectives, experiences or opportunities as others. To ‘Inspire Inclusion’ we should all seek different perspectives and ensure everyone in the team has a voice and is heard.
Can you share an instance where you felt truly included and belonged in Version 1? How did that impact you?
I joined Version 1 as part of the Cedar Consulting acquisition. Myself and other members of the team found some aspects of the transition quite difficult. However, I was given the opportunity to share feedback with the Senior Leadership Team on what the team felt was and wasn’t working well. The Leadership team took feedback seriously and actively put plans in place to resolve issues. As part of this action plan, I was invited to a weekly Leadership operations meetings which enabled me to represent the voice of Oracle HCM team I think this has helped foster a greater feeling of inclusion and belonging both for myself and the wider team.
What do you think organisations can do to inspire inclusions at all levels of their organisations?
I think Organisations can do the following to inspire inclusion:
Build Senior commitment to Inclusion – including the Boardroom
Develop People Manager capability – embed inclusion in Manager training to raise awareness and empower managers
Create Inclusive Policies and Practices – Review Policies & Practices to ensure they are inclusive
Promote Allyship and Advocacy – Foster a culture where everyone actively supports each other
Involve all employees in inclusion – collaborate with employee groups to highlight employees role in promoting inclusion
As a member of the Version 1 WIT community, can you reflect on initiatives that you have been a part of/have helped you?
I was recently part of the WIT Black History Month panel. I met some great people and I had a real sense of belonging when sharing stories with others that had similar backgrounds and experiences in the workplace.
What is one piece of advice you received that has stayed with you?
‘Don’t be afraid to give your opinion/Speak up’
Mark McKeown, Head of Capital Markets, Belfast
Can you tell us about your career path/how you’ve joined the tech workforce?
I have been interested in technology from a young age. I really enjoy STEM subjects at school and I followed in my father’s footsteps to study Electrical Engineering at University. After completing my undergraduate degree I then pursued an Engineering Doctorate degree where I researched emerging technologies for 4G mobile telecoms, before taking up a job at a telecoms software company in Belfast. I then joined a Belfast startup company that specialised in messaging technology for financial firms which was my first taste of Wall Street and working in Capital Markets! Fast forward through technology and leadership roles at the New York Stock Exchange, CME Group and a crypto trading startup I then joined the Neueda Capital Markets team in 2019. Version 1 then acquired Neueda in the summer of 2021.
Mark McKeown is Head of Capital Market at Version 1, and is based out of our Belfast Office.
Can you tell us about your role at Version 1? And what a typical day looks like for you?
In my current role, I head up the delivery function across all Capital Market’s accounts within Version My job is to ensure that our technology project teams are delivering customer success and providing opportunity and challenge for our employees. There is no such thing as a typical day but what it usually involves is speaking with Delivery Managers to track progress and quality within our teams, and meeting customers to discuss how Version 1 can partner with them to solve their technology problems.
What does the theme “Inspire Inclusion” mean to you personally?
To me “Inspire Inclusion” means ensuring we create and maintain a working environment where all employees feel valued and listened to; where diversity is not only celebrated but is also seen as a recipe for success.
Can you share an instance where you felt truly included and belonged in Version 1? How did that impact you?
As part of my role I have the tremendous privilege of being Executive Sponsor of our Malaga office. I enjoy the opportunity to work closely with colleagues in Spain to help them grow our presence there and ensure the office flourishes. I get a lot of personal satisfaction from bringing people and cultures together within the Version 1, and in doing it gives me a sense of purpose and belonging.
What do you think organisations can do to inspire inclusions at all levels of their organisations?
I think learning and working together is a powerful way to foster inclusivity. For example we have many examples of virtual project teams that are made up of people from different offices across the UK, Ireland, Spain and India. In many cases our project teams will have the opportunity to meet up in-person at Version 1 offices, or in at a customers’ office, particularly when teams or starting out and doing creative thinking and design workshops.
As a member of the Version 1 WIT community, can you reflect on initiatives that you have been a part of/have helped you?
Version 1 has a thriving WIT community and I enjoy the opportunity to participate at events in-person or virtually. As a father of two daughters I find it particularly rewarding when I get the chance to nominate female members of the team for roles such as the Version 1 Shadow Board, or for industry awards. Their successes are publicised and celebrated across Version 1.
What is one piece of advice you received that has stayed with you?
There are days when you are ahead and days when things don’t quite go to plan – that’s the way life goes! Be resilient and don’t let short-term setbacks detract too much. It is a long game!
Akriti Sinha, Head of Java & OS Capability FS & Private, Birmingham
Can you tell us about your career path/how you’ve joined the tech workforce?
During my fifth year of schooling, we had a Cobol programming subject, which exposed me to the world of coding. Despite lacking a computer at home, I eagerly awaited my biweekly programming classes, for an opportunity to create patterns and simple programs via code. This interest persisted throughout my academic journey, leading me to pursue a degree in electrical engineering. Amidst the curriculum, a C++ course emerged as my favourite, highlighting my preference for programming over other subjects. A large IT consultancy firm visited my university for campus recruitment during the last year of my university, offering me a position six months before completing my degree. As soon as I finished my degree I started my career journey as an associate software engineer, steadily progressing my way up.
Akriti Sinha is the Head of Java & OS Capability for our Financial Sector & Private Sector markets. She is based out of our Birmingham Office.
Can you tell us about your role at Version 1? And what a typical day looks like for you?
Recently, I took the position of Head of Java & OS for the Private & Financial Sector. In this capacity, I oversee approximately 130 individuals. Day to day, I collaborate with my team to meet resourcing needs across various accounts, ensuring optimal chargeability. Additionally, I am responsible to maintain good technical standards across my capability, address people escalations, assign line managers when required, identify training requirements for my staff, review salary uplifts and promotions and offer estimates and inputs on statement of work for new accounts. I regularly interface with other capability heads and provide weekly updates to our digital director, covering diverse aspects of my capability.
What does the theme “Inspire Inclusion” mean to you personally?
To me, the concept of “Inspire Inclusion” creates a setting where every person, regardless of their race, gender, age, disability, etc., is granted equal opportunity to voice their opinions without fear of being judged. It aims to break any social barriers, fostering a sense of belonging for all individuals. This encourages a community where everyone feels free to share their ideas and experiences, knowing they will be embraced and valued. “Inspire Inclusion” strives to create an atmosphere of acceptance and mutual respect, where diversity is celebrated, and all voices are heard and appreciated.
Can you share an instance where you felt truly included and belonged in Version 1? How did that impact you?
During my time at Version 1, I’ve been among the few women to hold positions such as tech lead, solution architect, and technology principal. Despite being in the minority, I’ve consistently received equal appreciation for my contributions as my male colleagues, encouraging me to excel further. My colleagues have provided enough support, enabling me to maintain a balance between my personal and professional life – a crucial aspect for me as a mother of a toddler with another baby on the way. The recognition I’ve received within Version 1 has been particularly inspiring and grew my confidence that as a woman managing a growing family, I can perform at my best without fear of judgment from my peers. So yes, it is not just one instance, but I have been made to feel this way from time to time.
What do you think organisations can do to inspire inclusions at all levels of their organisations?
It is important for the organisations that the top leadership demonstrates a genuine commitment to inclusion through their words and actions, after all they represent the company and set up an example for the whole crowd. Organisations should also be running sessions to educate the employees to understand the importance of inclusion and inspire each of them to create an inclusive environment. It is also equally important to diversify the hiring practices so that they recruit diverse talent at all levels of the organisation.
As a member of the Version 1 WIT community, can you reflect on initiatives that you have been a part of/have helped you?
I’ve thoroughly appreciated watching the recordings of various sessions covering topics like financial independence, women’s health, and breastfeeding awareness. They’ve been incredibly enlightening. However, the standout for me was the Brainer training titled “The Reality of Women in Tech.” It provided valuable insights into how gender diversity can enhance our work and offer strategies for supporting and empowering women in our professional environment. This deeply resonated with my own ideas and significantly broadened my understanding of the subject.
What is one piece of advice you received that has stayed with you?
There was a period when I constantly aspired to be the best and would always compare myself with others. I came to realise soon that one cannot always be the best, as there will be individuals who excel even further. This just added more frustration for me. Then, I received an advice which changed my perspective: “You may not always be the best, but you can consistently give your best effort every single day. This is not about comparing yourself to others, but about focusing on your personal growth.” This guidance has remained with me, growing my confidence as I no longer view success as a competition, but rather as a commitment to giving my best each day.
