Lisa Burton is a trailblazing legal technologist and the visionary CEO of Authentic Legal AI, a company dedicated to transforming how businesses navigate the complex world of AI, data governance, and compliance.
With over two decades of experience at the forefront of enterprise data management and regulatory compliance, Lisa bridges the gap between legal frameworks and cutting-edge technology, helping organisations harness AI responsibly while mitigating risk and ensuring corporate accountability.
As the founder of Legal Inc, an award-winning litigation support company, Lisa made a name for herself by delivering innovative, client-centric solutions that redefined the legal technology space. She later went on to lead Digital Risk Experts, providing high-level strategic consulting on data protection, digital investigations, eDiscovery, cloud compliance, and global privacy risk management.
Her expertise spans cross jurisdictional contract lifecycle management, regulatory investigations, post-breach responses, and class action litigation support, working with corporations, law firms, and regulators on high-profile, complex cases. Passionate about empowering legal and compliance teams, Lisa is equally committed to protecting individuals’ data privacy, ensuring that AI and digital compliance frameworks uphold ethical and regulatory standards. She believes in creating a future where organisations can leverage technology responsibly while safeguarding the rights and privacy of individuals.
At Authentic Legal AI, Lisa is on a mission to make sure digital innovation works for people, not against them. She believes privacy should always come first in compliance, helping businesses embrace AI with confidence, using data ethically, protecting privacy, and staying on top of regulations.
With a sharp eye for emerging risks and a deep understanding of legal tech, she’s redefining what it means to be truly AI-ready and legally secure in today’s fast-changing digital world.
The UK tech industry is growing fast, but not fast enough to keep up with demand.
From cybersecurity to AI to software development, companies are struggling to find skilled workers who can step into these roles and hit the ground running. It’s a problem that won’t solve itself—and it’s even more complicated when we consider how many talented people are being left behind, especially women.
So, what’s the fix? It starts with a different mindset. We need to stop thinking about tech as something only a select few can do, and start building pathways that are clear, accessible, and built for real people with real lives. Here’s how we can do better—both for the next generation of tech workers and for women who still face too many barriers in this space.
Start Earlier, and Start Smarter
If we want young people to consider careers in tech, we need to show them what that actually looks like. Too often, coding is introduced as a dry, abstract thing. But tech is anything but boring—it’s about solving problems, building new things, and creating real impact.
We should be bringing tech into schools in ways that feel alive and relevant. That means hands-on projects, mentorship from people actually working in the industry, and better links between schools and local tech employers. It also means ditching the stereotypes. Girls, in particular, still grow up thinking tech isn’t “for them.” We need to challenge that from day one. Depending on the role, working in tech can be intensive. To make it a more attractive route for women, the work benefits need to be inclusive. For example, flexible working, leadership training for women and creating a supportive environment that enables career progression on all levels.
Expand Apprenticeships and Alternative Pathways
University isn’t the only way into tech, and it shouldn’t be treated as the gold standard. Apprenticeships and bootcamps offer faster, more flexible routes—and they’re often more practical, too.
But right now, access to these programs can be patchy, especially outside big cities. That needs to change. Government and industry should be working together to fund and promote apprenticeships in tech, especially in underserved areas. These programs should be easy to apply for, well-paid, and designed to lead directly to jobs.
For women, these kinds of routes are especially important. Many are changing careers later in life, after having kids or leaving other industries. They need upskilling options that respect their time, their responsibilities, and the experience they already bring to the table.
Make Learning Inclusive by Design
It’s not just about offering training—it’s about making sure people feel welcome when they show up. Too many women enter tech courses only to find themselves one of the only women in the room, unsure if they belong, and quite often, they experience ‘impostor syndrome.’
That has to change. From the way we design curriculum to how we recruit and support learners, inclusion needs to be baked in. That means diverse role models, open conversations about bias, and real accountability for making sure everyone is treated with respect.
And let’s talk about cost. Courses and bootcamps that promise “career transformation” can be expensive, often thousands of pounds. If we’re serious about upskilling the next generation, we need to reduce the financial burden. That could mean offering more scholarships for women, better public funding, or partnering with companies willing to invest in future talent.
Life-Long Learning
Getting someone into a tech job is just the start. Retaining them—and helping them thrive—is where the real challenge begins. That’s especially true for women, who are more likely to leave the industry due to burnout, lack of support, or poor workplace culture.
Employers need to step up here. That means offering real mentorship, not just a once-a-month check-in. It means flexible working hours, especially for parents. It means calling out bias, even the subtle stuff. And it means creating clear paths for progression, so people can see a career for themselves in tech, not just a job.
We also need more women in leadership roles. Not only does that improve decision-making, but it sends a powerful message to the next generation: you belong here.
Inspire the Next Generation
Finally, we need to change the way we talk about tech. The word itself—”tech”—can feel cold and intimidating. But the work being done in this field is incredibly human. It’s about improving lives, protecting data, making healthcare smarter, education more accessible, and businesses more sustainable.
Let’s tell those stories. Let’s spotlight the women doing amazing things in tech, not just the usual handful of well-known names. Let’s show children that coding isn’t just about writing lines of code, but building infrastructure and enhancing security that will benefit generations.
Upskilling the next generation of tech workers in the UK isn’t just about fixing a skills gap but about opening doors. It’s about creating a future where anyone, from any background, can be part of building the technologies that shape our world.
We’ve got the tools. We’ve got the talent. Now we need the will to bring it all together—and the vision to make sure women aren’t just invited into the room but supported every step of the way once they get there.
