CLOSING THE GENDER

PAY GAP USING THE

EVERYWOMAN MODEL

Q&A WITH KATIE

MATTHEWS: STEERING

MY CAREER TO ROLLS-

ROYCE’S HEAD OF IT –

CORPORATE FUNCTIONS

News from everywoman and our partners, coupled with the latest thinking from the world

of leadership and diversity

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TAKE A LOOK AT OUR

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AND MORE

February 2017

Welcome to UPDATEAs we go to print with this edition of UPDATE, the everywoman team will be busily preparing for our sold out everywoman Forum: Advancing Women In Technology. Now in its third year, the event has evolved into a must-attend date in tech, with women flying in from around the world to hear such in-demand speakers as Dell’s Executive Vice President, Karen Quintos.

With the Forum shining a spotlight on emerging talent in the technology sector, we’ve also been busy implementing bespoke leadership training designed to further elevate senior women with executive potential. The two-day everywoman of Influence programme develops and supports talented women to become credible, impactful organisational leaders.

With spaces filling fast for the 2017 everywoman of Influence programme, new recommendations by Hampton Alexander are a timely reminder that learning and development at all levels is the key to building strong pipelines of diverse talent. The November 2016 report calls on FTSE companies to fill 33% of its executive positions with women by 2020. It further explicitly entreats CEOs and HR leaders to improve gender diversity not just among executive committees, but at the level below – women currently represent less

than 19% of leaders reporting into board members.

December seems like a long way off, but we’re already looking ahead to this year’s NatWest everywoman Awards, where for the 15th year we’ll be celebrating female entrepreneurs and their contributions to British business. Since we launched the Awards in 2003, we’ve continually innovated to support women-owned organisations, and are delighted that in this anniversary year we’ll launch a government-backed programme dedicated to giving women the practical support they need to not only grow their enterprises, but to develop their skills as leaders.

That’s not the only anniversary we’ll be celebrating in 2017. This year will also mark both the tenth Worldpay everywoman in Retail Ambassadors Programme, and the tenth FTA everywoman in Transport & Logistics Awards, where we’ll honour yet more extraordinary women driving change across these dynamic sectors.

To find out more about any of these initiatives, get in touch with karenmax@everywoman.com.

Maxine Benson MBEFounder everywoman

Karen Gill MBEFounder everywoman Page 1

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CLOSING THE GENDER PAY

GAP USING THE EVERYWOMAN

MODEL

At 18.1%, the UK’s gender pay gap is at its lowest since records began in 1997. But

there’s still much work to be done to reach salary parity between men and women.

everywoman’s research shows that investing in the

development of your female talent can go a long way

towards closing that gap...

Unequal pay between men and women has been illegal for 45 years. Yet the latest government figures reveal that at today’s rate of progress, pay parity for all employees is not expected until 2069 – a century after the introduction of the Equal Pay Act. A new online tool1 will allow employees to discover the gender pay gap for their specific profession, role or industry. The calculator coincides with new government regulations that will, from April 2018, require large employers to publish details of the gender pay and bonus gaps within their organisations. While there is no silver

bullet to eliminating the pay gap, a 2016 everywoman white paper demonstrated that when women are given regular, quality learning and development, they are more likely to be promoted. Access to training means they are also more likely to stay with their current employers,2 thereby substantially reducing the high turnover costs related to loss of female talent (a cost that has been estimated to amount to 64% of all turnover – equating to an annual £780,000 for companies with 300-400 employees).3

In August 2016, the Chartered Management Institute found that men are 40% more likely to be promoted to senior management positions.4 Previous research by everywoman found that 43% of women would ideally like to leave their current employer.5 Meanwhile, a recent study found that women who make the most

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use of their employers’ corporate membership to the everywomanNetwork L&D platform, are more likely to step up the career ladder. When they regularly access learning materials such as those essential to successful pay increase requests (confidence, handling tough conversations, and negotiation

to name a few), they are 42% more likely to be promoted.6

“If we are to help women to reach their potential and eliminate the gender pay gap,” says Minister for Women and Equalities, Justine Greening, “we need to shine a light on our workplaces to see where there is more to do to. Employers must play their part

[and] take action to tackle the gender pay gap in their organisation.”

The online calculator launched by the government in partnership with the Office For National Statistics, shows that at 36.5%, financial managers and directors have one of the highest gender pay gaps. They are eclipsed only

by construction and building trades supervisors, whose gender pay gap in favour of men stands at 45.4%.7

A growing body of research finds that empowering women in the workplace is not simply the right thing to do – it’s the smart thing for every business. Gender-balanced teams

MEN ARE 40% MORE LIKELY THAN WOMEN TO BE PROMOTED IN MANAGEMENT ROLES.Chartered ManagementInstitute (2016)

40%43% OF WOMEN WOULD IDEALLY LIKE TO LEAVE THEIR CURRENT EMPLOYER, 24% TO JOIN ANOTHER COMPANY (IN MANY CASES A COMPETITOR)

everywoman & AlexanderMann Solutions (2012)

43%WOMEN WHO HAVE REGULAR ACCESS TO L&D ARE 42% MORE LIKELY TO BE PROMOTED.everywoman (2016)

42%

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produce better outcomes and create greater prosperity. The benefits of helping women to unlock their talents are huge, reports McKinsey8 – eliminating work-related gender gaps could add £150 billion to our annual GDP in 2025.

Laura Hinton, executive board member and head of people at PwC, said: “Publishing pay data alone won’t change

anything - progress will only happen if organisations use this as an opportunity to understand what’s happening in their business and make some fundamental changes as a result. Bold action is needed to create true equality in the workplace.”

Virgin Media is one such organisation taking action to help close the gender pay gap,

while bolstering the inclusion and engagement rates of their female talent. “When we became a corporate partner with everywoman and decided to pilot the effectiveness of the everywomanNetwork, our foremost aim was to increase engagement levels among our female middle managers who were less engaged than their male counterparts,” says Sharon Murray, Head of Culture

and Inclusion.

“Our investment in this group of 400 women in the past 12 months has started to show some real results – not least in our most recent company engagement survey, where the levels of engagement of our everywoman cohort has increased from 61% to 67% - now higher than their male counterparts. Giving them

“We need to shine a light on our workplaces to see where there is more to do”

Justine Greening MP, Minister for Women and Equalities

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this opportunity to access role models and a variety of learning and development material is working.”

Virgin Media’s findings are replicated across the corporate membership base of the everywomanNetwork. More than eight out of ten (81%) women gifted membership by their employers say that access to learning and development

has enabled them to develop their careers. More than half (55%) are more focused on continued growth as a result.

To understand moreabout how the everywomanNetwork can help your organisation play its part in achieving gender parity and closing the pay gap, contact us at info@everywoman.com.

SOURCES1Office for National Statistics. (2016). Find out the gender pay gap for your job. Available at: http://visual.ons.gov.uk/find-out-the-gender-pay-gap-for-your-job/ 2everywoman. (2016). Retaining and Advancing Women in Business: A model for success. Available at: https://www.everywoman.com/retaining-and-advancing-women-in-business3everywoman. (2016). Retaining and Advancing Women in Business: A model for success. Available at: https://www.everywoman.com/retaining-and-advancing-women-in-business4Chartered Management Institute. (2016). Men 40% more likely than women to be promoted in management roles. Available at: http://www.managers.org.uk/about-us/media-centre/cmi-press-releases/men-forty-percent-more-likely-than-women-to-be-promoted-in-management-roles

5Alexander Mann Solutions & everywoman. (2012). Focus On The Pipeline: Engaging the full potential of female middle managers. Available at: https://www.everywoman.com/focus-on-the-pipeline 6everywoman. (2016). Retaining and Advancing Women in Business: A model for success. Available at: https://www.everywoman.com/retaining-and-advancing-women-in-business7Office for National Statistics. (2016). Annual Survey of Hours and Earnings: 2016 provisional results. Available at: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/annualsurveyofhoursandearnings/2016provisionalresults 8McKinsey & Company. (2016). The power of parity: Advancing women’s equality in the United Kingdom. Available at: http://www.mckinsey.com/global-themes/women-matter/the-power-of-parity-advancing-womens-equality-in-the-united-kingdom

“The levels of engagement of our everywoman cohort has increased from 61% to 67%. Giving them this opportunity to access role models

and a variety of learning and development material is working.”

Sharon Murray, Head of Culture and Inclusion, Virgin Media

THE Q&A WITH KATIE MATTHEWS: STEERING MY CAREER TO ROLLS-ROYCE’S HEAD OF IT – CORPORATE FUNCTIONS

Since joining Rolls-Royce in an entry-level role, Katie Matthews has been promoted many times over. Eight years on, the Business Information Systems graduate reflects on the factors that have enabled her rapid rise to current role of Head of IT for Corporate Functions.

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Q. The technology world has a challenge on its hands, getting young girls to take up STEM-related subjects and careers. How did you know at such a young age that you wanted to follow that path?

A. We started learning about computers when I was about 14, and though I enjoyed it, I was never into the technical side of things; what interested me was how technology could impact business. I had a great business studies teacher who was all about getting more women into business, so that definitely inspired me – that and watching Buffy The Vampire Slayer, which definitely played a role in my feistiness! But I also

remember having a strong sense that technology was the future. Joining up those dots set me on a path to a degree in Business Information Systems and that’s where I started cultivating my strength – an understanding of the tech side, combined with the business sense to use IT to better the business.

The STEM campaign is doing a great job of encouraging girls to think about coding, but I think more can be done to highlight that a career in technology can also be about creativity, accounting, marketing and so much more. I volunteer as a mentor to girls who are interested in the business side of technology. That’s where I’ve found my home,

“The STEM campaign is doing a great job of encouraging girls to think about coding, but I think more can be done to highlight that a

career in technology can also be about creativity, accounting, marketing and so much more.”

and where I get my kicks is in seeing how the digital technology we develop – like the new expenses system we’ve just unveiled, and the soon to launch social mobile intranet, things the company has needed for so long – can really make a huge difference to culture and operations.

Q. Since joining Rolls-Royce, you’ve moved through various different teams and departments. What’s given you the confidence to try new things?

I first came to Rolls-Royce following a global recruitment campaign which attracted me to apply for a project management position. Afterwards, they called and said they didn’t see me quite fitting into that role, but that they recognised a spark in me and wanted me to come in and work on a project. Having a large, global organisation like Rolls-Royce see the potential in me was hugely motivating and confidence-boosting – particularly as their heritage is very much one of demanding high standards.

That attitude of seeing the potential in everyone is very much a part of what we do on the leadership team. A candidate might not have the precise skills for a role, but if they have strong capabilities and competencies, we can train them to do anything. As well as bearing that in mind when I hire people, I consciously apply it to my own career, keeping myself open to different avenues and opportunities that will continue to stretch me.

Q. What role have mentors and sponsors played in your success?

A. I’ve had incredibly good bosses at Rolls-Royce, all of who have been able to pinpoint my skillset and push me out of my comfort zone. Mentors – both internal and external – are very important, but sponsors are perhaps the biggest key to getting ahead. Previously, I worked at a small company where you could just go up and talk to anyone, so it was a bit of a shock when I arrived at Rolls-Royce. I quickly realised that I was going to have to put in the work if I wanted to create a network of the right people around me. I now give my team members the same advice – if you’re feeling frustrated

that opportunities aren’t opening up, take charge and go find them. You’ll only get picked for things if you put yourself out there, connect with the right people and get your voice heard – coming from a big family, that’s something I had a lot of training in!

A great way to get noticed is to volunteer for extracurricular activities. I’ve been leading on the new IT Women’s Network, which, as

well as creating more relationships, is also great for developing soft skills.

Q. Are there any negatives to stepping into a leadership position at such a young age?

A. There have definitely been times when I’ve felt a little overwhelmed and out of my depth. My current role was a great opportunity, Page 9

but a big step up, and I have had more than my fair share of wobbles, questioning whether I could do the job. My manager has a huge amount of confidence in my abilities, which spurs me on. And I’ve a great coach in my HR Business Partner, who knows when to give me encouragement, and when to tell me to just stop with all the self-doubt! I also draw a lot of strength from knowing myself and what I’m all about – it doesn’t matter if I’m not the techiest person out there, because my skill is in building the right team and getting the right relationships in place so that we can really deliver what the business needs.

Q. What role has the everywomanNetwork played in your success?

A. I’ve been to one of the Forum events and heard some really inspirational speakers. And whenever I’ve time, I load up my app and go through a workbook. The thing that really motivates me, is reading the stories of other women who, at various points in their careers, have experienced the same things as I’m going through now. Finding that commonality is very reassuring.

“The thing that really motivates me, is reading the stories of other women who, at various points in their careers, have experienced the

same things as I’m going through now.”

AMBITIOUS READERS OF THE UK’S HIGHEST SELLING MAGAZINE FOR WOMEN AGED 40+ JOIN OUR EXPANDING GLOBAL NETWORKOur partnership with woman&home magazine brings the tools, resources and opportunities of the everywomanNetwork to the readers of this leading lifestyle brand, while giving everywomanClub members – a group of executive women representing our partner companies - an even wider platform to share their leadership wisdom and champion gender diversity.

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“Our partnership with woman&home magazine will give their 2.25 million readers and over 2 million social media followers the invaluable resources and support of the everywomanNetwork digital platform.”

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No two career journeys are the same. But after 18 years in the field of empowering women in business, helping advance tens of thousands of ambitious, talented and determined females, everywoman knows that there is a common enabler: the support of like-minded women. That’s why we’re thrilled to be partnering with woman&home magazine, to give their 2.25 million readers and over 2 million social media followers – whose careers may already be in full swing – the invaluable resources and support of the everywomanNetwork digital platform.

Research carried out by us in 2016 showed unequivocally that access to role models is one of the surest ways to inspire and support other women as they advance along their career paths. Nearly three quarters (74%) of women feel more inspired when they are regularly able to ‘see what they can be’, and, as a result, are 42% more likely to be promoted.1

The woman&home reader - committed to learning new skills and embracing change - is the perfect addition to our 22,000-strong and rapidly

growing international membership base of women who’ve already cottoned onto the power of role models. As our Founder Maxine says: “Learning from and sharing experiences with women who’ve been on a similar journey to you is invaluable.

Women like Mitzie Almquist, who is 63, divorced with two children and at the very top of her game. Based in Philadelphia, the Chief Leadership Officer of Gap International - a specialist leadership consultancy, is a member of everywomanClub,

our unique network of senior business leaders committed to imparting their wisdom to others coming up behind them. As well as championing gender diversity within her organisation, she uses her everywomanClub position to reach women all over the world, who – at the click of a button - can benefit from her expertise gained over 26 years with the same organisation.

“For confidence, start with yourself. You need to have belief in yourself, otherwise no one else will. You also don’t want to waste

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one word while talking; you need to make every single word count,” she says.

“If there’s one thing that the companies I see are getting wrong, it’s that they don’t listen. They’re not listening to the environment, the customer, their suppliers, their executive team.”

Her insights into being successful in the corporate world are joined on the everywomanNetwork by those of everywoman Award winner, Karen Kirby, whose career has taken a very different path.

The 57-year-old Founder of Indbuild, a specialist roofing, cladding and rainscreen company based in North Yorkshire, knows all about developing resilience in a male-dominated sector. But that’s not the only challenge she’s had to overcome.

The grandmother – who in 2013 won the NatWest everywoman Hera Award for female business owners of 50 years and older – founded her organisation after a terrible experience in her previous job. “I vowed never to work for anyone else again,” she remembers.

After weathering the financial recession, she was dealt a bigger blow. She nearly lost her life to a devastating brain haemorrhage and was left needing to learn to feed and dress herself from scratch. Her Dysexecutive Syndrome meant she struggled to plan, organise, make decisions and take in new information. And as her business’s Financial Director, she was crushed when she found herself unable to do simple sums.

Her story is, quite literally, one of starting over, of courage, resilience and utter determination

to succeed against all odds. Back in the office, she made coffee and helped with filing, until she was able to take the reins once more, this time in her newfound role of Creative Director.

Knowing her history makes her advice, shared openly across the everywomanNetwork, all the more potent, empowering and inspiring for our readers: “Don’t ever let anyone tell you that you can’t do something. If you have a goal you are yearning for and something you totally believe in, just go for it.”With research showing that women

“As well as championing gender diversity within her organisation, Mitzie uses her everywomanClub position to reach women all over the world, who – at the click of a button - can benefit from her expertise gained over 26 years with the same organisation.” Mitzie Hoelscher

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are less likely to receive mentoring from senior executives than their male counterparts, the importance of role models is as relevant to today’s women as it was when everywoman was founded back in 1999.

As Founders Karen Gill and Maxine Benson bounced back from a failed attempt to launch a production company, they hit instead on what was to become their winning business idea: an organisation that would support every woman, everywhere in her quest to be the best she could possibly be.

Enabling other women to realise their career dreams and ambitions remains everywoman’s number one motivator. A proud moment, recalls Karen Gill, came in the form of “an email from a woman who says that attending one of our conferences has made her follow the dream she’s been putting off for ten years.”

By joining the everywomanNetwork, woman&home readers will gain access to the advice and experiences of women who’ve already tackled the challenges and overcome the hurdles they may currently be grappling with,

as well as the tools and resources to help them develop the skills and confidence to become better business women. Whether they’re looking to leave the corporate world to fly solo as entrepreneurs, take the next step up the corporate ladder or even re-enter the world of work following an extended career break, they’ll find advice and guidance in multiple learning styles. We can’t wait to see what they’ll be inspired to go on and achieve.

SOURCES1everywoman. (2016). Retaining and Advancing Women in Business: A model for success. Available at: https://www.everywoman.com/retaining-and-advancing-women-in-business

“With the everywomanNetwork nearly 3/4 of women feel more

inspired when they are regularly able to ‘see what they can be’, and, as a result, are 42% more

likely to be promoted.”

Karen Kirby

A PIT STOP WITH…TNT’S CAROLINE ROSE

As Head of Regional Operations for TNT UK, Caroline Rose was too busy with the challenges of her day job to stop and reflect on the impact she was having on the business and her teams. But a phone call from a boss changed all that, and led her to be named 2016 Woman of the Year at the FTA everywoman in Transport & Logistics Awards. Modesty, she tells us over six months on, is something women in particular need to let go of.

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You were nominated for an everywoman Award by your boss, Operations Director, Simon Harper. How did that feel?

Well it was strange because it was actually my second nomination – an HR Director put me forward for an everywoman Award back in 2013, but I wasn’t shortlisted. So, when my boss called and said he wanted to nominate me, my initial reaction was that it was a lovely thought, but should I enter again. Luckily, he convinced me there was enough material for a fresh submission, so I decided to just go for it.

Is it typical of you to doubt or not recognise your own achievements?

I work in a fast-paced business, where the focus is always on planning for tomorrow. I, like a lot of women, can be naturally modest and humble, which unfortunately means that opportunities like this Awards programme easily pass by. In that sense, winning has been a real learning experience – it’s taught me the importance of never taking for granted the impact my success has on the business and my colleagues. I feel a responsibility

now to encourage others to recognise and celebrate their achievements. If that’s something you struggle with, it can be a really useful exercise to do that with someone else – my bosses didn’t strong arm me into putting myself out there, but by shining a light on my journey, it made me stop and reflect and then I realised I had a strong submission to share with the everywoman judges.

What are your standout memories of the experience, from judging day to the Awards ceremony?

It was lovely to see how genuinely pleased people were for me and the other lady within TNT who was nominated. Each of the everywoman events I attended was

so positive, warm and friendly; the everywoman team immediately put you at ease. Mingling with the other finalists was a brilliant experience too. I got to meet a shortlisted lady who worked at the organisation that had just bought TNT, so we were able to have a really interesting chat. And it was wonderful to discover the other women and the journeys they’d been on in their own sectors of the T&L industry. All round, just a fantastic experience.

How were you feeling at the drumroll moment?

I was nominated in the Team Leader of the Year category, which was announced quite early in the ceremony. I hadn’t expected to win because there was such a broad spectrum of talent and I genuinely wasn’t disappointed when my name wasn’t called; I just remember feeling hugely proud to have been part of it all. Even though I knew there was a Woman of the Year Award, it simply didn’t occur to me that I would be a contender. So, when it got to that part of the ceremony and they started describing the winner, I turned to my neighbour and said, “That sounds a bit like me!” When

“Winning has been a real learning experience – it’s taught me the importance of never taking for granted the impact my success has on the

business and my colleagues.”

my name was called there was a whole wave of emotion: shock, euphoria, excitement and pride; then the panic as I realised I’d be standing on the stage in a few moments time and I had no idea what I was going to say! There’s a lesson there for future nominees – this is your chance to shine so be prepared, whether you think you’ll win or not!

What’s happened since winning your Award?

There was quite a lot of press interest, which put me on quite a platform internally. I’ve been able to do some mentoring across the business, and attend talent workshops to share my story. Perhaps the biggest change though relates to my own mindset. I’m not someone who likes attention or fuss, so when the congratulations messages poured in from literally hundreds of people, my instinct was to brush over it. I came to realise this simply undermined my achievement. Now, whenever the Award comes up - which it does frequently – I make a conscious effort to engage in conversation. I’m mindful that by sharing the experience, I might inspire someone else to have a go.

What do you think made you stand out to our judges?

I think it’s all about driving change. I get frustrated when things aren’t working right or the customer isn’t getting the best experience, so I’m driven to solve problems. Though I’m a naturally modest person, I’m not afraid to challenge the establishment. For example, I broke the traditional mould by recruiting an external candidate for one of our most difficult locations.

As a change maker, you must encounter resistance. How do you deal with that?

Firstly, it’s about being very clear what you want. When I was encountering resistance around a particular recruitment decision, I spoke to my manager and pointed out that there was no point paying me to do the job, if I was going to be blocked from making a difference. Secondly, it’s about choosing your battles wisely. In my early career, I’d get very frustrated if I wasn’t able to make change happen, and that had a de-motivating effect on me. With experience, I’ve had to accept that an idea might be

good, it just might not be the right time or place to tackle it. That’s where resilience, tenacity and perseverance come into play. Keep all those ideas on the backburner, because when circumstances or attitudes change, it could be time to have another go.

What have been the biggest changes you’ve witnessed in the Transport & Logistics sector?

Customer expectation is now the highest I’ve ever known it to be, particularly where IT Page 16

advancements are concerned. When our competitors bring out new tech solutions, it feeds that appetite even more, so that’s a real challenge for everyone in the industry. Then there are the challenges around carbon emissions, which are increasingly becoming an issue for all cities, not just London. There’s also more diversity now, and all the benefits that brings: I’ve seen the richness of ideas that comes from bringing in people from different backgrounds, as well as people with experience in other industries. Lacking T&L experience is certainly no barrier to joining this industry. But to make that happen we need to market ourselves better. When I’m explaining my role or organisation to someone for the first time, I’m sometimes guilty of falling back on that stereotype of trucks and warehouses. There are so many roles and functions – creative, marketing, finance, IT and many more. So no more orange truck talk from me!

Discover more about the FTA everywoman in Transport & Logistics Awards, including how to nominate yourself or a colleague for the 2017 programme.

“Customer expectation is now the highest

I’ve ever known it to be, particularly where IT advancements are

concerned.”

Women driving change: 10th Anniversary FTA EVERYWOMAN IN TRANSPORT & LOGISTICS AWARDS Nominations open!2017 will see the tenth anniversary of the FTA everywoman in Transport & Logistics Awards on 21 June.Do you know a woman driving change? There is still time to nominate, visit www.everywoman.com/tlawardsTo discuss how you can become involved and celebrate this milestone with us get in touch with us at seema@everywoman.com.

LEADERSHIP AND DEVELOPMENTIn addition to our in-house leadership and development schemes, we have partnered with techUK to launch two development programmes for women in technology.

everywoman of Influence in Technology Programme 2017

Designed for women with the potential to reach executive level positions, this programme spans two-months and supports the development of credible and impactful female leaders, building their confidence and competence in cultivating high-performing teams. Importantly, during the programme, delegates will develop a strong support network of peers from across the sector and have access to tech leaders during a high-level networking event.

techUK’s and everywoman’s Back to Work Programme

The Back to Work Programme is an intensive course for high-potential women who are seeking to return to the technology industry. This course helps them come back to the workplace and gives supporting partners exclusive access to an untapped talent pool of confident, work-ready candidates.

To find out more contact Kate Farrow at kate@everywoman.com, or 020 7981 2574.

Stepping up and shaping the future EVERYWOMAN FORUM: ADVANCING WOMEN IN TECHNOLOGY9 Feb 2017, London Hilton on Park LaneThe UK’s largest forum for women in tech will gather forward-thinking futurists, many of the brightest business leaders in tech and some of the finest motivators and professionals in female development for an energising one-day event. From communicating in a virtual world and the value of mindful leadership to the importance of risk-taking in innovation, delegates will come away with the skills to drive their careers forward.

Contact Seema Bennett on 07833 143974 or seema@everywoman.comfor details of group bookings and sponsorship. You can find out more at www.everywoman.com/techforum.

www.everywoman.com/events-awards

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EVENTS

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Join us to celebrate tech’s most inspiring female role models 2017 FDM EVERYWOMAN IN TECHNOLOGY AWARDS#womendotechThe annual Awards programme uncovers and celebrates the most inspirational women working in technology roles, in any industry, demonstrating the vast range of career opportunities that the sector has to offer women. Follow us on Twitter on the day or find out more at www.everywoman.com/techawards.

An exciting event for everywomanClub members EVERYWOMANCLUB WITH HARVEY NICHOLS CEO STACEY CARTWRIGHT

22 February 2017, Harvey Nichols Guest speaker Stacey Cartwright, CEO, Harvey Nichols will lead a panel discussion with her senior executive team on the power of diverse leadership teams. They will also give insight into how they are transforming Harvey Nichols and how technology is revolutionising the retail sector.

Contact ewClub@everywoman.com to register your interest and find out more.

Contact everywoman: 020 7981 2574 | Visit: www.everywoman.com

Join our growing list of everywomanNetwork corporate partners, including:

3 Brad Street, London, SE1 8TN.