SHEILA FLAVELL CBE IS THE COO FOR FDM GROUP AND IS PASSIONATE ABOUT DIGITAL SKILLS AND DIVERSITY.
Sheila has over 31 years experience in the global tech sector. She played an integral role in FDM’s flotation on AIM in 2005 and was a key instigator of the management buy-out of the Group in 2010 and the subsequent listing onto the main FTSE Market in 2014. Sheila’s knowledge of the sector has been crucial in driving FDM’s global expansion programme, taking them into the FTSE250.
She spearheads the ‘Global Women in Tech’ campaign and created FDM’s hugely successful Returners Programme. Sheila is President of TechUK and member of the Government’s Digital Skills Council.
The UK tech industry is evolving rapidly, however, outdated myths continue to deter many women from pursuing careers in one of the economy’s most dynamic and rewarding sectors.
As the demand for digital skills outpaces supply, bridging this gender gap is no longer a matter of equity alone, it’s now an economic imperative.
Despite progress in pockets of the industry, women remain significantly underrepresented in tech roles, making up just 21 per cent of the UK’s technology workforce. In a global marketplace where innovation and adaptability are key to national competitiveness, we simply cannot afford to sideline half the population. To unlock the potential of a truly diverse digital economy, we must challenge the myths that restrict women’s participation and progression in technology.
You Don’t Need a Tech Degree to Thrive in Tech
A common myth is that a computer science degree is a must for a successful tech career. This belief has become a barrier to entry, especially for women who may not have followed traditional STEM pathways in education.
The industry has moved beyond a narrow definition of technical talent. Today, transferable skills like critical thinking, communication, problem-solving, and adaptability, are increasingly in demand. Employers are recognising that technical knowledge can be taught, but mindset and potential are harder to develop.
The rise of non-traditional training routes, such as online learning platforms, digital bootcamps, and vocational tech programmes, have created accessible pathways for individuals from a variety of educational and professional backgrounds. This is particularly important for women, who may be changing careers, returning from a break, or entering the workforce later in life.
Industry-wide, there’s a growing call to invest in flexible, modular, and accessible training models that support lifelong learning. Upskilling and reskilling strategies should be central to closing the tech talent gap, and this must include a deliberate focus on engaging and enabling women.
Tech Is for Women – We Just Need to Show It
Another enduring myth is that technology is a “male-dominated” space by nature. While it’s true that women are underrepresented, this is not due to a lack of aptitude or interest—it’s about perception, exposure, and culture.
The UK tech sector must do more to visibly and vocally challenge stereotypes. This includes promoting role models, fostering inclusive cultures, and introducing young women to tech opportunities early, particularly through school outreach, mentorship, and industry partnerships.
Crucially, the narrative around tech must evolve. It’s not just about hardware or code, it’s about creativity, collaboration, and making an impact. When we reframe technology as a purpose-driven, human-centred industry, it becomes more relatable and appealing to a broader talent pool, including women.
It’s More Than Coding
A third common myth is that tech careers are purely technical and incompatible with a balanced lifestyle. In fact, tech encompasses a wide range of roles across every sector, from digital project management and business analysis to UX design and cyber risk.
The sector is also among the most adaptable when it comes to flexible working, with many employers offering hybrid models, part-time options, and remote roles. This flexibility is particularly important in supporting gender diversity, allowing women to balance career ambitions with personal and family responsibilities.
However, flexibility alone isn’t enough. It must be accompanied by intentional culture-building, inclusive leadership, and support for progress. Training and development opportunities should be structured to accommodate diverse learning journeys, including returners to work, career changers, and those without formal technical education.
The wider industry has an opportunity to lead here—not just in creating more roles for women, but in designing those roles to retain them. This means investing in inclusive policies, structured career development, and continuous upskilling, so women not only enter tech—but stay and advance.
Rethinking How We Train for the Future
The tech sector must rethink how it approaches training and development. We need to move beyond rigid, degree-first hiring models and embrace accessible, skills-based learning that meets people where they are.
Digital skills strategies, both national and sector-wide, must prioritise inclusivity. This means funding community tech education, supporting employer-led training, and building collaborative programmes that bring underrepresented groups into the fold.
This isn’t just about social impact, it’s about economic resilience. As emerging technologies like AI and quantum computing reshape industries, ensuring a diverse, future-ready workforce is critical.
Women must be central to this future. With the right support, visibility, and access to training, they will not only thrive in technology but lead its evolution.
Mentorship programmes and returner schemes play a vital role in helping women re-enter the workforce, build confidence, and grow into leadership roles. FDM Group’s initiatives, including She Lives Tech and Girls Into Tech, are closing this gap and driving lasting change in gender diversity.
