The research polled over 2,000 18–25-year-old women in the UK to understand young women’s attitudes towards tech careers, revealing what factors influence career paths, and exploring the influence that role models have.

Ambitious Gen-Z let down by foundational support

There is a wave of ambitious young talent entering the world of work who are passionate about making social change that organisations must accommodate.

Young women are increasingly seeking a job that gives them purpose (46%), enables them to make a positive change in the world (41%), do rewarding work (41%), and that gives them the opportunity to make technology more inclusive to women (40%).

Findings revealed that the vast majority were in favour of a career in tech (67%), with respondents describing the sector as ‘exciting’ (52%), ‘innovative’ (55%) and ‘cool’ (41%), compared to just 5% who said it was ‘boring’. Gen-Z are also fascinated about the prospect of artificial intelligence and machine learning, with 36% finding advancements in tech in this area exciting and forward looking (36%).

However, progress to attract more women into the tech sector is being hampered by a lack of support at a young age. One third of women (34%) say they didn’t learn enough about tech at school, and 22% even reported that they were steered away from subjects relevant to the tech industry at school or college by their teachers.

“Technological innovation is front and centre and instead of being put off, or tuning out of the conversation, Gen-Z are actively engaged in these developments. With growing excitement, the next question is how can employers and educators break down the barriers to entry and facilitate action to close the gap between intention and action? We must be the ones to rally together, to enable the next generation to take practical steps to pursue meaningful careers,” says Annika Bizon, Marketing and Omnichannel Director at Samsung UK.

Role models for young women

Interestingly, when looking at who plays the biggest influence on young women’s lives, the research found that while family (57%) and friends (34%) play the largest role, they were also more likely to view social media influencers as role models (19%), rather than their teachers (18%). Culture was also found to be a source of inspiration for Gen-Z women, as Music (33%), TV and Film (29%) and Books (28%) were identified as somewhere they draw inspiration from.

For a third (33%) of respondents, having more women in the industry would make it a more attractive career choice. A similar number (28%) said that more role models overall would add to the appeal of tech.

“In 2017, a report revealed that 78% of UK students couldn’t name a famous woman working in technology. Today, this figure is worse, with 92% of 18–25-year-old women saying that they cannot name a famous woman in the industry versus 46% that can name a prominent man in tech,” said Tanya Weller, Marketing Director at Samsung UK and Ireland.

“There is clearly appetite from young women to pursue a career in tech, but we all need to step up to help these women realise their ambitions – it’s the combined effort of schools, universities, and workplaces to actively break down barriers, and support and inspire the next generation of talent into a thriving career in tech. We need robust role models that the young women of tomorrow can look up to as a source of inspiration, to stop and think ‘I can do that too’. Or perhaps even, ‘I can do better’” adds Weller.

Female representation in the tech industry

Representation in the industry matters when it comes to recognising leading women in the field.

Respondents of the study incorrectly thought This Morning TV presenter Alison Hammond was a woman in tech, with 12% incorrectly identifying her. This was followed by current First Minister of Scotland Nicola Sturgeon (9%), Charli Emma Aitchison – the singer songwriter more commonly known as Charlie XCX (8%), and British tennis player Emma Raducanu (6%) as prominent women in the tech sector. Just 14% correctly identified Ada Lovelace as a woman in tech. This is despite the fact Ada Lovelace is largely known as the first computer programmer and even has an awareness day dedicated to her, “Ada Lovelace Day” which is held every October.

“We all have a place in tech. Working in tech isn’t just about being able to code – it’s about so much more. Tech is home to diverse people with eclectic experiences in design, computer science, linguistics, humanities, history and much more. Paths are being formed, but what’s clear is that we need more visible female role models in the industry that inspire the next generation to take those life-defining first steps”, says Sharmadean Reid, Founder of The Stack World.

Research commissioned by Samsung Electronics UK and conducted via Mortar Research. Sample of 2,020 women aged 18-25, between 24^th and 27^th February 2023.

LONDON, UK, 19 May 2022 – New research by Samsung UK has revealed attitudes to hidden and visible disabilities in the workplace. The findings show that we’re a nation uncomfortable talking about disabilities, with nearly half of the population (45%) admitting to not feeling comfortable saying the word ‘disabled’ or ‘disability’ in everyday conversations, creating a feeling of taboo about a condition that affects 14 million people^[1] in the UK.

Over half of people with disabilities have tried to conceal their challenges from work colleagues due to the fear of stalling their professional progression or landing a promotion (almost 45%) or being judged and made to feel like an outsider (41%).  Forty percent felt that their colleagues valued them less after they realised they had a disability.

Despite one in five (20%) of people in the UK having a hidden or visible disability ^[2]– 65% of people with disabilities wish to remove any embarrassment or awkwardness felt when discussing their challenges with their colleagues. This fear of open conversation leads to 40% of workers with disabilities feeling judged and facing obstacles in their jobs every day.

Everyday challenges faced by people with disabilities at work according to the research include:

• Being negatively stereotyped / judged by colleagues (34%)
• Lack of quiet areas in the office (33%)
• General accessibility, e.g., stairs, or space requirements (32%)
• Lack of support (31%)
• Bathroom access / availability (30%)
• Getting into office building (29%)

(Above: List of everyday obstacles faced by people with disabilities at work, in order)

When it comes to accessibility in the workplace, almost two thirds (70%) felt their workplace isn’t providing the tech that enables greater accessibility to people with disabilities, showing the need for greater access and awareness of accessible technology features amongst employers.  Samsung works with partners such as Microsoft to ensure everyone can benefit from accessibility features across its product categories.

For example:

• Samsung mobile devices have accessibility settings for those with limited sight, hearing impairments, or difficulties with interaction and dexterity. The technology allows the user to make it read messages aloud or light up whenever it detects a startling noise.
• For all new washing machines released since 2019 braille labels and tactile points were applied to buttons so that they are easy to locate.
• And the Galaxy Book S “Ease of Access” settings are helpful for those with physical impairments. Users can alter the display with colour filters and high contrast fonts, add closed captions to their screen, or control the device using voice commands.

Steven Woodgate, Head of Category Management, Samsung Electronics UK & Founder of Employee Resource Group for those with disabilities, True Ability says: “I have dyslexia and dyspraxia, they are my superpowers that enable me to provide a different perspective and way of thinking that adds value to my day-to-day role and to the people around me.  Physical and neurodiversity should be championed in the workplace and employers need to support this by providing the right tools and technology to allow colleagues with disabilities to thrive, contribute on a level playing field, and to reveal their own individual superpower.

“But technology is only half the story. To embrace openness, we need to evolve and change workplace culture, and promote inclusion to be at the centre of an organisation to empower employees.”

To help support this, Samsung has partnered with Martyn Sibley, successful entrepreneur, founder and CEO of disability and inclusion marketing agency Purple Goat, co-founder of lifestyle magazine Disability Horizons and LinkedIn Changemaker, to share his tips on what businesses can do to be more inclusive:

• Knowing 20% of the UK population has a disability, seek to represent this across all stakeholders and levels of hierarchy e.g., embed this throughout recruitment, leadership, and marketing.
• Speak to people with disabilities about barriers and solutions. The community should lead – always remember there can be nothing about us, without us.
• Disability isn’t only relatable to wheelchair users and accessibility doesn’t mean expensive. Aim for perfection, but approach with kindness. Equally, just start disability inclusion where possible today – be the change you want to see.
• Build a culture where colleagues and employers champion disability inclusion and encourage allyship in the business.
• Never make assumptions.

Samsung UK stands for fairness, compassion, and respect in the workplace. Whilst its diversity and inclusion journey is ongoing, recent initiatives include:

• Rolling out conscious inclusion training to all colleagues. working closely with Global Diversity Practice
• Establishing Employee Resource Groups (ERGs) at Samsung UK including Women@Samsung – established to attract, retain, and develop women at Samsung UK and Ireland, Black Professionals at Samsung – an ERG for black colleagues, and True Ability – a group for colleagues with visible and invisible disabilities.
• Unmind, the mental health platform which supports employees through improving sleep and nurturing relationships, to reducing stress and managing anxiety and Lifeworks – an Employee Assistance Programme that provides counselling and advice
• Supporting accessibility in its UK offices to consider people with mobility needs or people who use a wheelchair by ensuring lifts are available for those unable to use stairs within the office, all main passageways and paths are wide enough for wheelchair users, all light switches are at a level reachable by wheelchair users, break out areas are wheelchair accessible and having height adjustable desks available to accommodate wheelchair users or those who prefer to flex between sitting and standing. Colleagues with invisible disabilities are supported through providing hearing loops and ensuring that lighting can be controlled for those with sensitivities.

Samsung’s products, content, and services are built around a ‘human-centred’ philosophy that recognises diversity and embraces difference.

[1] Family Resources Survey (2020 to 21)

[2] Scope