Data Science remains a relatively new landscape, it can be seen as too complicated or dense – perhaps even inaccessible for some – and is likely to put people off exploring a career in the field, especially if not encouraged or inspired. For businesses to recruit and retain women, there are some key factors that need to be considered and addressed.

Diversity and inclusion 

Most businesses are looking at bettering their diversity and inclusion efforts and, though we’re seeing an increase in people applying for data science roles, diversity and retention continues to lag. I am very passionate about resolving this  – I want to get more people of every background and ability into data science. I truly believe that in order for a business to succeed, vitality and diversity is the only way to ensure a successful future. 

Here at Peak we have strong values of smart, curious, open, driven and responsible. Our hiring process is aimed at selecting candidates that align with our values; we’re building an environment where people look after one another and work together to drive Peak’s success. We have a number of committees in place ensuring we have a supportive environment, social and governance (ESG) framework, with responsibilities spread across the business so it doesn’t lie in the hands of a few.

We’ve recently set ourselves the task of being 50/50 on gender by 2025 and our D&I policy is to mirror the local community in all our offices globally. So, in our Manchester office for example, we’re aiming to have 30% of our teams from ethnic minorities to match the diversity of the city. 

Fostering an open environment 

Data scientists are effectively problem solvers and teams need diverse backgrounds and skill sets to be able to do that effectively. We need to foster a genuinely open culture with true support in the workplace. 

This is particularly true for minorities within the team, since any word of mouth feedback or prioritisation based on consensus is unlikely to represent the feelings of that minority. At Peak for example, our maternity leave policy was reviewed and amended following open conversation about the impact parental leave has on prospective or current parents within the company. We’re a young company, and those with children were in the minority at that point.

We ran a benchmarking exercise led by a number of colleagues from different teams and now have a maternity policy that better supports Peakers and their families. We're currently reviewing our paternal and adoption leave policies as well to ensure they are fair and supportive. 

Encouraging team members to make time for their own learning and development, and providing time for them to work weekly on initiatives and projects they are passionate about, is just as vital as prioritising their personal lives. It brings new perspectives, insights and opportunities which can, and most often will, be beneficial to the business and its objectives. 

Inspiring role models 

As leaders, we should set clear career plans and actively encourage workforces to pursue their interests. That sounds simple, but women can end up being pigeon-holed. In highly technical fields, there is the common (and very misconstrued!) perception that women might be less technical than men.

As a woman in business – particularly in technical fields – you can feel that you need to act in a particular way or prove yourself. In reality, you’ll be more successful  (and happy!) if you play to your strengths, pursue opportunities you're interested in and can be proud of who you are. I love working with people who have their own sense of self, and I think it's important that we celebrate that we're all different. It’s particularly important that our role models have their own sense of self too, and have embraced who they are as part of their success. 

It’s crucial to feel represented over the course of a career, both in the role you’re in and what you aspire to be. Role models in the workplace have a huge impact, seeing women in data science roles makes other women feel included, supported and understood. Seeing women in senior data science roles inspires women to project themselves in the industry in five, 10, 20 years time. 

In my day to day, I try to be a role model and lead by example, by being myself, but also setting team-wide goals, leading strategic initiatives to improve diversity and supporting people across the business one-on-one. This could be chatting to a female colleague about their challenges or opportunities they'd like to pursue, or helping share advice for people looking to find a role in data science. It's something I think about everyday, and believe that if we all try to move the needle slightly it will have a huge impact.

It’s also worth saying that if you’re a male data scientist, you can still be a role model to women! We're all responsible for supporting women in order to close the gender gap; I’m really proud of my male colleagues and friends, and the impact they have supporting the amazing women around them. I think it's important for every woman in tech to have at least one person they can speak to openly about the challenges they face, to prevent feelings of isolation that could lead to wanting to leave the sector altogether.

Regardless of whether you work in tech or a different sector, a true gauge of the challenges and concerns that are affecting your team and the individuals within it is vital for all leaders. We need to actively create a welcoming and inspiring work culture by listening to everyone within the team, motivating people to be their true selves and leading by example.