Category Archives: Diversity in Tech

Diversity, Diversity in Tech, North of England

Increasing racial diversity within Leeds’ digital sector: New project from WILD Digital to unlock the full potential of the city’s digital sector

WILD Digital (formerly Women in Leeds Digital) have launched a new project aiming to understand the current landscape for people of colour in Leeds who are working or looking for work in the city’s digital and tech space. The project aims to unlock the full potential of the sector across Leeds. Empowering organisations across the city to create diverse and inclusive workplaces.

According to research by Druthers, there is a clear issue in regards to diversity in the digital and tech space across the UK, with only 2.6% of UK tech board members being from ethnic minorities. However, there is further work needed to uncover the lived experiences of underserved groups within the Leeds digital and tech sector, which the project aims to do.

Together with delivery partner Diverse & Equal, WILD Digital is running the project to ensure that the city becomes a UK leader in true understanding and commitment to change.

Led by WILD co-founder, Sarah Tulip, the project aims to uncover key learnings and create objectives to help empower the digital and tech sector within Leeds. Taking time to understand the barriers and lived experiences of people from ethnically diverse backgrounds, allowing the sector to move forward with confidence and to become truly diverse, unlocking its true potential.

Creating a diverse and inclusive workspace is vital for the continued growth and development of the sector,  allowing everyone to feel safe and bring their whole selves into the workplace. Recent research from McKinsey shows a 35% increase in profit for organisations that are ethnically diverse and inclusive.

A survey is being launched on 6th July 2021 to explore the experiences of people working, or looking to work in the Leeds digital and tech space. The survey is to be accompanied by a large number of qualitative in-depth interviews, run in partnership with NEXUS and Leeds University.

The project will present its findings at Leeds Digital Festival – an event hosted by WILD Digital – where a panel will discuss the findings, establish what needs to be achieved, and how the city of Leeds can lead in the creation of an ethnically diverse digital and tech sector.

The survey represents a significant commitment from leaders within the sector. Key partners include Leeds City Council, Sky Betting and Gaming, TPP, BJSS, Bruntwood, SciTec, Nexus and Crisp.

Sarah Tulip, Co- founder of WILD Digital, Head of Digital Transformation BJSS, said:

“The last 12 months has brought to the forefront that we need to talk about race, especially in the Digital sector, where we are often setting the pace for innovation.  Conversations about race are happening and we are starting to see change in pockets, but it is a topic that still often makes people uncomfortable and worry about “getting it right”. This project led by WILD Digital aims to try and make this conversation clear and accessible for everyone. It is an opportunity for the Leeds Digital Sector to show our passion and commitment to equality and to lead in our listening and set objectives to create a fairer and more inclusive space for all.”

Annette Joseph, Founder, Diverse and Equal, said:

“We’re excited to be leading this work on behalf of WiLD for the city of Leeds. Innovation from tech touches every part of our lives — from how we communicate to how we shop, and everything in between. This research demonstrates the city’s commitment to equality. The insights will feed into Leeds becoming a diverse, innovative and productive centre of tech excellence for the future.”

Councillor Jonathan Pryor, Deputy Leader and Leeds City Council executive board member for Economy, Culture and Education, said:

“This project is crucial to helping uncover the lived realities of people of colour in the digital and tech sector across Leeds and will allow the sector to take the necessary actions to create a diverse workforce truly reflective of our city. It is really pleasing to see so many companies across Leeds buy into this really important work and contribute to the necessary change.”

Cybersecurity, Diversity in Tech, News

Women’s History Month- The Challenges and Opportunities for Women in Cybersecurity

Written by Gigi Schumm, SVP World Wide Sales, ThreatQuotient

March is Women’s History Month with this year’s theme being “choose to challenge.” From a cybersecurity perspective, the number of women in this sector is increasing rapidly and it’s an exciting time to be part of this industry. However, that doesn’t take away from the challenges as studies show the number of women currently working in cybersecurity is only between 20% and 25%.

This article features the thoughts of three female leaders at ThreatQuotient, Celine Gajnik, Head of International Marketing, Chantelle Dembowski, Senior Director of Human Resources and Liz Bush, Director of Product and Partner Marketing. All three are at the top of their game and have been ‘choosing to challenge’ the status quo for years. Here they discuss their female role models and mentors, the future of cybersecurity, the advice they would give to women looking for a career in cybersecurity and how they are making a difference and driving change.

The importance of female mentors

For any job, having a mentor throughout your career to guide and advise you is important. However, in many industries, especially cybersecurity, it would seem that there is a lack of female mentors. This in turn presents a challenge for women in this sector as they have an absence of other women in leadership roles, who they can identify with.

But, Dembowski interestingly stated that she has been fortunate enough to have a female mentor in her previous job who helped her gain a good understanding of her professional strengths and weaknesses and who she still is in touch with today. She said “I’ve had more female mentors in the past and I would say now I have more male mentors. This is primarily because there are fewer females in senior positions at organisations to provide that mentorship, hence I’m definitely connecting with more males at a higher level.”

Likewise, Bush’s first mentor in her career was female, and was a great mentor and example to learn from. She comments: “The company I started out at was very male-dominated and my first mentor was the only woman I had any interaction with. She taught me ‘How to be the only woman in a very male-dominated area’. Going forward, in many of my jobs, I was in groups where I was the only woman, so her advice has really helped.”

Gajnik mirrored this notion, adding “ I think it does highlight that unfortunately today you still have more males at the executive and senior leadership level than females. Even at this point of my career, I have never had a woman as my boss.”

This highlights how the cybersecurity and tech sector is still very male-dominated and that having a female mentor can benefit women in their careers in terms of building confidence, enhancing skills, and setting achievable career goals.

The future of cybersecurity 

More of our personal lives and business activities are being conducted online than ever, making cybersecurity a key issue of our time. Statistics such as the number of global ransomware hacks show increases of nearly 25% between 2018 and 2019 and 68% of business leaders feel their cybersecurity risks are increasing.

Hopefully, this increase in demand for cybersecurity globally will be reflected in an uptick in female employees and leaders within this exciting and innovative sector.

All three of our interviewees agreed that they love working in the cybersecurity space and find it a dynamic and exciting industry to be working in. Gajnik said, “ I find cybersecurity interesting and love that we are making a real impact. I feel there are no limitations when it comes to cybersecurity.”

Dembowski has worked across many other industries and thinks that cybersecurity is an ‘’innovative and groundbreaking place to be”. She continues by saying she doesn’t see herself changing industry anytime soon as “there’s so much opportunity in this particular industry and there’s an acceptance and a desire to have more diversity and an openness to different perspectives.”

Advice to women in the tech and cybersecurity space

As mentioned above, women working in cybersecurity still only make up between 20% and 25% of the workforce. However, this is a significant increase from previous years, for example, women only made up 11% of the cybersecurity workforce in 2017, showing that there is a drive for and an uptake in women moving into the industry.

Gajnik stated that women shouldn’t rule out the tech sector because they think it is ‘too tough’ or ‘male-dominated’ as women shouldn’t put barriers on their careers due to fear of  embracing the unknown and any self-doubt. She highlights that, “you can have your place in different roles, you don’t have to be a developer or a threat intelligence analyst if that is not your aspiration, you can be part of this industry doing other roles.”

Dembowski advises women to “take risks and chances when you are young”. She believes that doing what makes you happy and not being afraid to follow your passion, even if this wasn’t part of your original plan, helps women to evolve, she adds: “We learn much more from our failures than our successes.”

Bush adds that women shouldn’t be afraid to take on new challenges and responsibilities as this is how we learn and grow professionally. Additionally, she advises that women “should not be afraid to give their opinions, as their point of view is just as valuable”.

Even though currently men outnumber women significantly in cybersecurity, we are seeing an increase in women joining the industry and asserting themselves within the profession. Going forward, as more women continue to succeed in this space they will undoubtedly serve as role models and mentors for other women. In turn, this will enable the workforce to become more diverse and help address the cybersecurity skills gap. In order to attract more women into the industry, organisations need to make sure this sector is rewarding and a welcoming career for anyone, whilst also understanding and addressing the workforce challenges this sector faces.

 

Diversity, Diversity in Tech, News

Reducing diversity to a ‘tick box exercise’ fails to exploit its role in strategic decision making and innovation – Matthew Syed tells business leaders

High performance expert and best-selling author tells the Advanced World Conference about the competitive advantage diversity brings to business, and the need for a growth mindset

A high performance expert and best-selling author has said that businesses reducing diversity to a tick box exercise are failing to exploit its role in making strategic judgements and innovating fast. Matthew Syed told more than 3,000 business professionals at Advanced World1 this week that diversity is a key area of competitive advantage, yet is underestimated in what it can do in terms of helping organisations innovate more effectively.

“We are attracted to people that think just like us,” Matthew explained during his keynote. “It makes us feel smart when people are telling us things we already know. The pleasure centres of our brains light up when people are mirroring our perspective. However, this can suppress thinking and creativity which are so important in a world that is rapidly changing.

“Organisations with people from the same background, and with the same knowledge, will narrow their perspective and they will miss out on opportunities which come from connecting with diverse groups of people. The result is this echo chamber, in which everyone agrees with each other all the time thus becoming more confident about very narrow assumptions.”

During his keynote, Matthew also shared how easy it is for leaders to drift into a fixed mindset due to hierarchical society. When a leader assembles a diverse group, for example, it’s incredibly easy for people lower down the social hierarchy to not share what they truly think but share what they think the leader wants to hear. Yet the data on the power of diversity in shaping culture and improving performance is overwhelming. A diverse group of economic and social forecasters, while individually less impressive, would be 15% more accurate.

Matthew adds: “In the words of Microsoft’s CEO Satya Nadella, we need to shift from a mindset of ‘know it alls’ to a mindset of ‘learn it alls’. When we learn it all, even if we are super smart, we can learn more. We can expand our collective intelligence. So, when someone says something that challenges our perspective, we don’t see it as a threat but an opportunity.

“What’s more, this growth mindset culture needs to begin to organically value diversity as a performance tool and a cutting edge asset. Is it the right thing to do? Yes. Is it something that enables us to be more socially progressive? Yes. Also, critically, it can help us to perform better. And if we don’t have this last element, there is often push back from the organisation.”

The keynote ended with Matthew highlighting the impact a fixed mindset has on an individual’s self-confidence, and the need for continuous dialogue and reflection with oneself to stay in a growth attitude and remember there is always an opportunity to learn.

Gordon Wilson, CEO at Advanced, concludes: “As someone who is passionate about creating diverse and inclusive communities, I found Matthew’s keynote fascinating – and timely too as we’ve seen Covid-19 become a catalyst for prioritising diversity in the workplace. It’s not only right to recognise and celebrate differences, and ensure everyone has the opportunity to thrive, it’s also critical for any business to create a diverse and inclusive culture and view it as a cutting-edge asset in order to continuously improve.”

Awards, Diversity in Tech, News

SAS receives ATHENA Global Organisational Leadership Award for women empowerment, diversity and inclusion efforts

In recognition for commitment to fostering an inclusive, diverse culture that encourages women to achieve their full leadership potential, SAS will receive the 2021 ATHENA Global Organisational Leadership Award. One of only three organisations to have ever received the award, SAS will accept the recognition on International Women’s Day March 8 at 1 p.m. ET at a global virtual webinar with renowned author Carla Harris. SAS joins individual ATHENA award recipients that include Harris, astronaut Christina Koch and Supreme Court Justice Ruth Bader Ginsburg.

ATHENA International, a global nonprofit organisation that aims to empower women leaders – especially in underrepresented fields – will honour SAS for its commitment to empowering women to take on leadership roles, support of women and girls in the STEM community and dedication to providing development opportunities specific to women employees and technologists.

“SAS has always been committed to creating a workplace culture where all employees are empowered to embrace their individuality and curiosity to think differently,” said Michelle Proctor, Chief of Staff for Risk Research and Quantitative Solutions at SAS and sponsor of the SAS Women’s Initiatives Network (WIN), an internal employee inclusion group with over 1,000 members globally. “Through WIN and external support of women in STEM and educational outreach for girls, including the SAS Women in Analytics (WIA) Network, SAS helps uplift women across our often male-dominated industry and encourages the next generation of women innovators.”

SAS WIA aims to strengthen diversity in the analytics field, providing members inspirational events, career development and personal brand-building opportunities like its virtual casting call open for idea submissions from women and male allies across the industry.

“It’s an honour to be receiving such a prestigious award,” said SAS Executive Vice President and Chief Human Resources Officer Jenn Mann, who will accept the award during the webinar event hosted by SAS WIA. “SAS has a long history of empowering and inspiring women. We believe it’s critical for not just for our success, but our communities, and are committed to fostering an environment that supports personal and professional growth.”

ATHENA International has recognised this long-standing commitment to nurturing a diverse, meaningful culture. “SAS exemplifies our ATHENA Leadership Model, values and mission, cultivating an inclusive culture that helps women achieve their full leadership potential and contributing to improving the community we share,” said Ann Playter, President of ATHENA International. “We are excited to recognise SAS’ notable contributions on such an important day for women around the world.”

Register for the free webinar event to hear from Carla Harris, Vice Chairman of Global Wealth Management and Senior Client Advisor for Morgan Stanley, whose impressive list of accomplishments include being named by Fortune Magazine as one of “The 50 Most Powerful Black Executives in Corporate America.” Harris and Mann will also participate in a Q&A discussion with audience members.

To learn more about and join a community dedicated to strengthening diversity in the analytics field visit https://www.sas.com/en_us/company-information/diversity/women/wia.html.

Diversity in Tech, News

14 Binge-worthy Podcasts About Race and Diversity

Sophie Chandauka, co-founder of the Black British Business Awards shares some of her favourite podcasts on race and diversity for 2021:

To start 2021 off right, we’ve assembled a list of binge-worthy podcasts on the topics of race, diversity, and inclusion. Ranging from informative to entertaining, from thought-provoking to soulful, you can be sure to find at least one show which captures your interest.

Where to start

In About Race, Reni Eddo-Lodge, bestselling author of Why I’m No Longer Talking to White People About Race, heads up a podcast that takes the conversation a step further. Although there are only a handful of episodes, this podcast still ranks at the top of the list. Eddo-Lodge interviews MPs, activists, artists, journalists and more to discuss anti-racist activism and how it impacts politics today. Listen here: About Race https://www.aboutracepodcast.com/

Emmanuel Acho does not believe that ignorance is bliss. If racism is a disease of the mind, it can only be fixed by recognising and speaking openly about it. He joins famous celebs for uncomfortable conversations about white privilege in America, being brave enough to go where most other people shy away. Listen (or watch) here: Uncomfortable Conversations with a Black Man https://uncomfortableconvos.com/

Diversity and Inclusion – at work and in life

The Diversity Gap podcast focuses on the space between our good intentions and our good impact, specifically on the topics of diversity, inclusion, and equity. Host Bethaney Wilkinson has a goal: “to discover promising practices for closing diversity gaps in our everyday lives and work!” The episode library ended in 2020, but don’t stress. The podcast is continuing in 2021 under a new name. Listen here: The Diversity Gap https://www.thediversitygap.com/podcast-1

Inclusion Works explores how we can build inclusive cultures at work and in life. With new episodes every fortnight, this is a must-listen for anyone interested in tackling the topics of diversity and inclusion in the workplace. You will walk away with information which you can use to drive lasting change. Listen here: Inclusion Works https://www.hivelearning.com/site/inclusionworks/

Professor Binna Kandola OBE, expert on racism in the workplace, interviewed a panel of guests to look at the history of racism and how it comes into play in the workplace. The show doesn’t shy away from tough topics, including discussing micro-aggression and the importance of setting the right tone from the top. Listen here: Racism at Work https://podcasts.apple.com/gb/podcast/racism-at-work-podcast/id1471383724

Dr Jonathan Ashong-Lamptey, PhD from LSE, is a global authority on Diversity and Inclusion in the workplace. In his weekly podcast, he uses news and trends as the foundation for topical discussions on diversity at work. You might want to start with an episode from last month: Why Diversity & Inclusion Is A Quick Fix For Pandemic Problems. Listen here: Element of Inclusion https://elementofinclusion.com/podcasts

Industry-specific podcasts

Julia Streets, a city entrepreneur with more than 25 years in the financial services industry, hosts DiverCity® Podcast. This podcast focuses on the value of Diversity and Inclusion (D&I) in the financial services industry. Each episode highlights an area which needs greater focus in order to drive change. Listen here: DiverCity® Podcast http://divercitypodcast.com/

SideHustlePro claims to be “The first and only podcast to spotlight bold, Black women entrepreneurs who have scaled from side hustle to profitable business.” Creator and host Nicaila Matthews Okome used her own experience of shifting from side-hustler to successful entrepreneur in building out this show. With an impressive guest list of Black business owners, this show should interest anyone – male or female – who is keen to start up their own business. Listen here: SideHustlePro https://www.sidehustlepro.co/

Celebrating Your Identity

Hosted by sustainability consultant and creative director Emma Slade Edmondson, and Nicole Ocran, writer and co-founder of The Creator Union, Mixed Up is a podcast for, about, and by mixed heritage people. The show talks about the lived realities a life spent straddling two different heritages. Listen here: Mixed Up Podcast https://mixeduppodcast.libsyn.com/

New York Times bestselling author and teacher Layla F. Saad hosts the Good Ancestor podcast, where she interviews change-makers and culture-shapers. Her aim is to live and work in ways which will leave a better world for the generations to come, specifically Black girls and Black women. Listen here: Good Ancestor podcast https://open.spotify.com/show/6Atahbqw5vurttEHrjR7TR

In the 37, and still counting, episodes of Growing up with gal-dem, Liv Little and Charlie Brinkhurst Cuff take a fresh approach to interviews by having their guests look at their own personal journeys. In each episode someone is invited to respond to old diary entries, text messages, or letters from their younger selves – nurturing important conversations about growing up. Listen here: Growing up with gal-dem https://podcasts.apple.com/ie/podcast/growing-up-with-gal-dem/id1509199829

Black and British

BBC produces George the Poet’s award-winning and critically-acclaimed show Have You Heard About George’s Podcast? Updated weekly, George the Poet uses a mix of storytelling, fiction and music to provide a look at life in the inner city. Listen here: Have You Heard About George’s Podcast https://www.bbc.co.uk/programmes/p07915kd/episodes/downloads

Black, working-class women take over the microphones on The Echo Chamber Pod. Jade and Ez talk about topics which they believe interest Black British people, whether that be working life, family life, emotions or wellbeing. Listen here: The Echo Chamber Podcast https://linktr.ee/TheEchoChamberPodcast

Dope Black Dads is a digital safe space for fathers to discuss their experiences with being Black, a parent and masculinity. In their podcast, together with their special guests, the Dope Black Dads discuss everything from mental health to relationship ups and downs. Listen here: Dope Black Dads https://www.dopeblackdads.com/podcast

The start of a new year is always a great time to focus on self-improvement and education. These podcasts will help you improve your awareness of racism and its impact on the Black, Asian and Minority Ethnic community. Through storytelling, interviews, humour and essays, these podcasters offer something for everyone. Pop in your earbuds and give a few of these a try.

Creative News, Diversity in Tech, News

The Industry Club launches apprentice scheme aimed at underrepresented groups to combat lack of diversity in creative sector

Leading provider of talent and training for creative industries, The Industry Club (TIC) has announced today the launch of its Marketing Debuts apprentice scheme targeted at 18 – 25 year olds within minority and low social mobility groups who might not consider marketing as a career and those looking to build one. adam&eveDDB are one of the first agencies to sign up to offer an apprenticeship starting from January 2021.

The scheme equips candidates with the skills needed to operate to post-pandemic ways of working. With over 12 years in talent solutions, TIC has developed Marketing Debuts with government-approved apprentice ‘standard’ into a highly relevant commercial programme created for disruptive times.

The Level 4 Marketing Debuts scheme will run in partnership with government-regulated apprentice provider The Opportunity Group.
Starting from January 2021, the 13-month programme consists of two unique and highly relevant commercial apprenticeships ‘Creative Project Management’ and ‘Social Media and Community Management’. Apprentice candidates can apply to Marketing Debuts through TIC website [link] by 19th October 2020.

Creative Project Management specialises in training managing creative projects in agencies or marketing departments. Learners could be placed in Project Management, Account Management, New Business or Production teams. The programme covers topics such as project scoping and risk mitigation, producing effective project documentation and evaluation, resource management and procurement and negotiation.
Social Media and Community Management specialises in successfully managing a brand’s social media channels and its communities. Candidates will acquire skills relevant for Social Media, Data and Community Management, PR and Crisis Management teams. The programme covers topics such as social media strategy, growing online communities, conflict management, social listening, neuro linguistic programming, data analysis and cybersecurity.

Training is provided through The Industry Club’s training arm, The Industry School. Trainers are industry experts who use real marketing case studies and practical methods to produce demonstrable ‘on the job’ skills.

Jemima Monies, Deputy MD, adam&eveDDB said: “We are thrilled to be participating in the inaugural Marketing Debuts programme. We strongly believe that supporting and developing the next generation of talent, who may have not previously considered advertising as a career or come from traditionally underrepresented backgrounds, is vital to our future success, and we cannot wait to welcome some new faces into the agency soon.”

Melissa Smith Founder and Managing Director of The Industry Club said: “We’ve worked in the industry for many years, being our clients trusted talent partner, and we recognise we have a responsibility to ensure that every gender, age, race, religion and sexual orientation are all given opportunities to work in the creative sector. Businesses have radically changed how people work and post-pandemic skills and ways of working will be crucial to building business resilience. We’ve trained thousands of school leavers and this scheme brings together our expertise in recruitment and training bringing underrepresented groups to our industry and into key roles.”

Diversity in Tech, Tech Education

International Women in Engineering Day (23rd June) – Your little girl could be the next Ada Lovelace!

As a parent, if your child says they want to be a footballer when they grow up, then after-school football coaching sessions might be the first port of call. And for active pre-schoolers with dreams of performing on stage one day, dance classes are a great way to burn off excess energy and nurture that passion. But what future career paths lay ahead of children who show an affinity for technology?

We’ll let you in on a little-known secret – there are more than you think!

Today it’s International Women in Engineering Day. In celebration, we’ve spoken with Grant Smith, Vice President of Education for kid’s coding specialist, Code Ninjas, about the range of future opportunities available to girls – and boys – and why parents should encourage them to explore their love of tech from a young age.

Creative industries – graphic designer, architect, marketing professional.

The UK’s creative industry contributed £101.5billion to the UK economy in 20171, and much of that is down to the demand for digital creative professionals, like video game designers and videographers. Children that are more creative – the ones who love an afternoon of finger painting or Playdough modelling – could actually be cultivating a long-term goal of a career in the creative sector. But understanding the fundamental systems that operate in their field is just as important as their natural flair for creativity.

All of the occupations listed above demand an ability to utilise digital tools confidently. Exposing your child to these digital skills as early as possible will help them stand out from competitors once the time comes for them to enter the workforce.

Healthcare and public services industries – doctor, nurse, teacher.

All healthcare professionals utilise some form of technology-driven system in their daily role. And as technology continues to advance, almost on a daily basis, teachers are expected to keep up with the digital resources that schools use to deliver their curriculum.

Training to become a doctor, a nurse, a paramedic, a primary school teacher or any other public service role takes a lot of dedication. If your child is passionate about helping others – whose child hasn’t wanted to play doctors and nurses after a sibling has taken a tumble? – then encouraging an interest in STEM subjects, and exploring this interest early on, means they’ll be equipped with some of the initial knowledge required before the word ‘university’ has even been mentioned.

Corporate industries – banker, CEO, accountant.

Okay, so your daughter – or son – is probably less likely to grow up with aspirations of preparing profit and loss reports, but many do show early on that they’re going to grow up one day to lead and inspire people. Ada Lovelace was only 12 years old when she first became interested in flight and the economics of air travel.

All visionaries and leaders require the convenience of technology to reach their goals – and the world still needs more female CEOs. In the UK, only six women hold positions of power at the UK’s top 100 firms2. Despite more girls than ever showing an interest in STEM subjects, only 26% opt to study these at university3. By exposing your daughter to the wonders of STEM skills early on, you’re equipping her with the ability to truly stand out from the crowd.

“First and foremost, it’s crucial that children are given the opportunity to just be children – to have fun and explore STEM education in a safe environment. During lockdown, families are spending more time than ever before at home, which provides a fantastic opportunity for parents to recognise their children’s passions and encourage exploration of those. Try free gaming software or online tutorials that teach children the basics of coding – a digital language that covers so much more than just how to play video games. Coding teaches children how to communicate effectively, how to work as part of a team, and how to have confidence in their own abilities. You never know, you might have the next Ada Lovelace in the making.”

For free coding activities that your child can work through at home, visit blog.codeninjas.com

1 Creative Industries Federation, 2019, Global Talent: Securing the future workforce of the UK economy.

2 Hampton-Alexander Review, 2019, Improving gender balance in FTSE Leadership.

3 WISE, 2019, Campaign for gender balance in science, technology & engineering annual re