Case study: BAE Systems Digital Intelligence and Code First Girls
Keeping the UK’s women in tech talent pipeline secure and prosperous
A case study from Code First Girls and BAE Systems Digital Intelligence
BAE Systems Digital Intelligence partnered with Code First Girls (CFG) to attract and retain diverse cybersecurity developers and software engineers.
Key objectives
The partnership focused on the following key objectives:
- To attract and hire diverse women coders, including those from non-technical backgrounds, neurodiverse candidates, and career switchers.
- To consistently upskill the cohorts through a programme of introductory coding classes and the full stack CFG degree.
- To match candidates with suitable technical skills and long-term interest in BAE Systems Digital Intelligence to full-time roles across Software Development, DevOps and Infrastructure.
Challenges
Prior to working with Code First Girls, BAE Systems Digital Intelligence faced a number of challenges in reaching women who were looking to upskill and switch careers into the tech industry:
- Attracting women who could demonstrate the correct balance of knowledge, experience and drive.
- Long term retention of women within cybersecurity, space and defence roles.
Addressing these challenges head-on was vital as part of the company’s strategy to hit its target of women making up 30% of its UK workforce by 2030.
“We believe unreservedly it is only through a diverse workforce that we can work more efficiently, particularly in the security space where skills like creative problem-solving are key to adapting to ever-changing threat landscapes.”
THERESA PALMER
Global Head of DE&I at BAE Systems Digital Intelligence
Code First Girls set out to help BAE Systems Digital Intelligence meet its objectives by:
Providing access to a diverse pool of talent
Crucial to protecting national security is building robust defences in cybersecurity, which can only be achieved through diversity of thought across gender, ethnicity, neurodiversity and socio-economic backgrounds – as well as the under-acknowledged career-switchers.
41% of the CFG community are career switchers, 19% identify as neurodivergent and 57% are from underrepresented ethnicities. By working with Code First Girls, BAE Systems has built a guaranteed pipeline of diverse, early-career tech talent. In turn, bringing a breadth of experience and a range of perspectives that ultimately contribute towards a greater diversity of thought and problem solving.
41% of the CFG community are career switchers, 19% identify as neurodivergent and 57% are from underrepresented ethnicities.
Fuelling long term career growth
Code First Girls helps showcase the exciting, long-term career growth available to the next generation of coders by giving a platform to female role models at their partner organisations through their #REPRESENT campaign. BAE Systems has seen 88% retention of CFG graduates staying in employment and has plans in place to support further skills development and career progression into more senior roles.
BAE Systems has seen 88% retention of CFG graduates staying in employment.
Shifting against security clearance criteria
Code First Girls offered BAE Systems Digital Intelligence the ability to take practical, expert-guided steps to create interest and more importantly, offer real opportunities for all women to explore careers in this exciting industry we work in.
Not only does Code First Girls provide candidates with the best technical training for roles, but it also includes an extra layer in its recruitment process to intelligently sift and match applicants against security clearance protocols, ensuring our talent is best placed to protect our nation.
“In an increasingly complex world, we know that diverse thinking is a key component in the development of successful solutions. Code First Girls is helping us ensure that diversity remains an integral attribute of the engineering workforce.”
Jem Brown, UK NS Engineering Lead at BAE Systems Digital Intelligence
Since working with Code First Girls from 2022, BAE Systems Digital Intelligence has seen progress in:
1. Developing a consistent pipeline of diverse talent
BAE Systems Digital Intelligence is partnering with Code First Girls for a third year running, following the success of the programme which has brought an additional 25 women into the business through three Code First Girls’ cohorts.
2. Attracting the right talent
Code First Girls not only considered security and regional requirements, but also asked candidates their reasons for wanting to join BAE Systems Digital Intelligence and reviewed video interviews explaining candidates' passion for tech careers. Through this process of combining data with interview answers, recruiters were able to connect with women who were incentivised and empowered by long-term opportunities for growth.
3. Making a difference with diversity
Placed candidates are already making a difference with their diversity of thought, technical aptitude and ability to approach cybersecurity needs with out-of-the-box ideas - all in an effort to keep driving innovation in key areas of the business.
What CFG applicants had to say about their hiring process:
“What really made me want to work for their company was my role model, Sophie Harker.”
Another applicant said it was “programmes like their Futures teams and their Using Tech for Good programme” which captured their interest.
“In today’s market, diversity, equity and inclusion – as well as accessible learning – are more critical than ever in attracting, retaining and developing talent in the face of the ongoing digital skills gap. According to our research, 97% of decision-makers within critical industries admit a shortage of talent is hindering their ability to gain a digital advantage."
“As well as looking at what’s happening today, we must have one eye on the future so we can bring through the new digital skills that will be required in the years to come. That’s why it’s so important to recognise the critical role of skills development in empowering people and their future success, but also for the success and security of our nation.”
THERESA PALMER
Global Head of DE&I at BAE Systems Digital Intelligence
“In today’s market, diversity, equity and inclusion – as well as accessible learning – are more critical than ever in attracting, retaining and developing talent in the face of the ongoing digital skills gap. According to our research, 97% of decision-makers within critical industries admit a shortage of talent is hindering their ability to gain a digital advantage."
“As well as looking at what’s happening today, we must have one eye on the future so we can bring through the new digital skills that will be required in the years to come. That’s why it’s so important to recognise the critical role of skills development in empowering people and their future success, but also for the success and security of our nation.”
Theresa Palmer, Global Head of DE&I at BAE Systems Digital Intelligence