Makers in the News

“The pandemic led to more people making the most of video conferencing for work, but it also provided access to remote education, which gave a boost to the edtech sector. Online learning will continue booming as the numbers seeking flexible job training post-Covid will rise.” Read more here.

“Makers aims to produce ‘agnostic language’ developers who’ll always choose the best language to meet the demands of their current project. Learners will be trained in Ruby, Javascript, and Rails so that they can understand the fundamentals of programming languages and then apply that knowledge to mastering others.” Read more here.

“Learning to code has become even more relevant as the world has shifted online; it is the bricks and mortar of our day-to-day lives now. It provides a foundation for understanding the technology around us; it is central to the economy and world that we live in, and is thus a skill that will last a lifetime.” Read more here.

“We can respond to this unprecedented situation by creating a new path into tech that is inclusive and diverse. This is the moment for tech employers lucky enough to be hiring to recruit exceptional people from diverse backgrounds who may not have selected software engineering as a first career.” Read more here.
“Software developers remain the most in-demand tech position across the UK, with an average of 130,000 vacancies created every year.” Read more here.

“Coding bootcamp operators must actively engage with issues of access, diversity and inclusion if they want to stop reproducing the same gendered, racialised and class-based outcomes the tech sector keeps promising to address.” Read here.
“As the leading software bootcamp in the UK, Makers has trained people from all walks of life to become software engineers. 35 per cent of its graduates are also women, twice the national average.” Read more here.

“As Clare reports, alongside the Women in Software list, the bootcamp is also this year launching a Changemakers list to highlight people making a positive change to diversity and inclusion in the UK’s tech sector.” Read here.

“To address the lack of women in the FinTech space, inspiration and guidance is key, with female role models and appropriate support programmes among the strategies available.” Read here.

“When we launched the UK’s first Women in Software initiative, our vision was to get the tech community to put forward female colleagues that made vital contributions in the tech sector. We also encouraged the individual women to nominate themselves. The response was overwhelming – and revealed what we knew all along – that there’s an exciting and powerful pool of female talent that is making its helping to shape our digital future.” Read here.

“Many graduates are entering the labour market without being prepared for a competitive job market that looks different than a decade ago. With student debt rising, the idea of not having the right qualifications for work is a frightening prospect indeed.” Read here.

“We know that when talking about diversity in tech, it really doesn’t end with gender. We want to do a lot better. We know there’s a lot more work to do. But by changing the narrative around gender, we can begin to change other aspects of diversity as well.” Read here.

“I firmly believe that you shouldn’t leave school with a five-digit debt then struggle to find a job that pays the mortgage. So I’m excited to be playing a part in fixing education – which is so important yet so broken. We’ve trained over 1,500 people to become software developers.” Read here.


“Makers Academy often receives requests from firms to provide software engineers from minority groups in a well-meaning but misplaced attempt to address the lack of diversity in technology. The organisation’s 12-week software engineering training course uses an inclusive but selective process to give those seeking a career change the skills they need, not only to code but to learn and develop continuously to cater to the fast-paced world of tech.” Read here.

“You don’t need a computer science degree (many of CFG’s most successful alumni came from arts backgrounds) — all you need is a laptop and a passion for problem-solving. Nivi insists coding is “just like a puzzle”. Not only does Brailsford want to diversify the people getting into coding, she wants to diversify what they go on to do with it.” Read here.

“I was interested in starting this particular business as I saw that in the world powered and shaped by technology, we must make sure that technology is used in the interests of society and not just its creators. The Makers training program is designed to have strong values of holistic development, community spirit and adopting an interdependent mindset.” Read here.

“To address the lack of women in the FinTech space, inspiration and guidance is key, with female role models and appropriate support programmes among the strategies available.” Read here.

“Opinion varies about just how bad computer science university degrees are in preparing students for the world of work. But the reality is that a host of alternative coding schools have sprung up in an effort to plug the gap.” Read here.



“Brexit may force U.K. businesses to double down on digital transformation efforts to leverage homegrown talent that can be supported by the U.K. government’s apprenticeship levy.” Read here.



“Coding apprenticeships will be very popular in the future, because of how accessible it makes the industry for people who didn’t consider it an option earlier.” Read here.





“Makers, a London coding school that has received accreditation to deliver advanced apprenticeships, said many tech companies are already struggling to find qualified staff to replace departing EU employees.” Read here.


“Created in partnership with Makers, London’s leading software development programme, Code Ready gives frontline employees in Vodafone retail stores and contact centres the opportunity to retrain as developers in just 16 weeks. It’s fully funded by Vodafone, so employees don’t need to pay a fee to learn to code.” Read here.



“We hope that by publishing and celebrating the winners, we will encourage more women to enter the software developing profession and to make a significant contribution to the future of technology and innovation.” Read here.



“From our first year we offered a discount to female applicants to make the course slightly more accessible and to send a signal that women, being underrepresented in tech for no good reason, are particularly welcome to apply.” Read here.



“Coding was once a field dominated by women. From the 1940s to the 1960s, about 90 per cent of computer programmers and systems analysts in the US were female.” Read here.

“With only 19% of the tech workforce in the UK made up of females – Makers Academy and Level39 are taking on the challenge and highlighting the leading women that are increasingly shaping the future of forward facing businesses in Britain.” Read here.

“When I was growing up, my mother was a stay-at-home mum. I somehow thought that was going to be my future. I don’t want my girls to think they don’t have options — they see how I am now.” Read here.

“The industry shaping so many aspects of our lives represents only a small minority of society. Women make up 49 percent of the British workforce but just 19 percent of the digital tech workforce. The proportion of female tech and telecoms professionals is four percent; a figure that has continued to fall since 2007.” Read here.


“Coding skills are highly sought after across the UK, as businesses become more entwined in the global digital economy. Employers are also looking for a talent pool that is reflective of the diversity of the customers they aim to serve.” Read here.

“We are proud to be in a position where we are successfully training the next generation of women developers and doing our part to close the gender divide in tech, but we need to do more to level the playing field and advance women to the top of the tech sector.” Read here.

“One of the factors believed to contribute to the gender pay gap in tech is maternity leave, as a career break can make progress more difficult when returning to work. Encouraging men to take paternity leave could help to address this, while making work environments more inclusive for everyone involved.” Read here.


“If women are still not progressing, scrutinise the criteria. Is there a particular, non-diverse idea of what “success” looks like? Are some characteristics prioritised over others? These systemic issues cannot be solved just by training women – they must be solved by addressing biases in the organisation itself.” Read here.

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