Empowering Change: Insights from Women in Telecoms 2025

Education, Mentorship and Early Exposure

One of the most energizing parts of the event was the breakout session focused on policy changes that could help attract and retain women in telecoms. The conversation quickly honed in on a crucial point: too many young women simply don’t know what a career in telecoms looks like.

Some of the ideas discussed included early education campaigns, in-school mentoring, and promoting apprenticeships were seen as essential first steps. There was strong support for engaging girls as early as primary school, showing them the diversity of roles available beyond traditional engineering, from customer support and network management to cybersecurity and AI.

A particularly impactful suggestion was a UK adaptation of Ireland’s “Transition Year,” offering practical skills like CV writing and interview prep. The group discussed how societal norms influence confidence—how men are more likely to apply for roles where they don’t meet all the criteria, while women often hesitate unless they meet every requirement. Tackling this confidence gap is vital. At Euroroute, we recognise that developing future-ready ISPs also means cultivating a future-ready workforce diverse, inclusive, and empowered from day one.

Creating Workplaces that Welcome and Support

Beyond attracting talent, retention was a central theme. The conversation turned to the challenges many women face returning to work after maternity leave or extended absences. One suggestion was increased government funding to support re-training and catching up on technological developments, an area where even short gaps can be costly.

An inspiring example came from Vorboss, which has introduced a “parent room” equipped with a fridge, breastfeeding facilities, and baby-changing amenities. These simple, thoughtful changes help normalise parenting in the workplace and show that inclusion is more than a policy, it’s a culture.

Representation in Action: The Story of Jade

Perhaps the most memorable moment came during the panel featuring Jade, a 22-year-old installation team leader at Vorboss who began her journey as an apprentice at just 18. Her story exemplified what’s possible when opportunity meets support.

Jade didn’t let imposter syndrome stop her. She applied for leadership positions, honed her skills, and now leads multiple projects. Her visibility on that stage, and the confidence she radiated, underscored why representation matters.

Aligning with National Efforts for Lasting Change

Across the UK telecoms sector, there is growing recognition that addressing gender imbalance isn’t just a moral imperative—it’s a strategic necessity. Industry-wide initiatives are gaining traction, helping to build the foundation for lasting cultural change.

Collaborative Networks

The Ofcom Women in Tech Pledge, signed by many of the UK’s leading telecom operators, is a landmark effort aimed at increasing female representation in senior tech roles. Working groups like the Digital Connectivity Forum’s DEI team and the Women in Telecoms and Technology network are providing valuable platforms for dialogue, advocacy, and shared learning.

Policy Evolution

Meanwhile, companies are rolling out new policies, from unconscious bias training and flexible working to enhanced parental leave and inclusive recruitment practices. These changes signal a broader shift, one that moves beyond one-off programs to embed diversity into the operational and cultural fabric of organisations.

Rebranding Telecoms

There’s also increasing focus on rebranding the sector as “digital connectivity” to reflect the wide range of roles available and help dismantle outdated stereotypes. School outreach, targeted marketing, and publishing stories of women thriving in technical and leadership roles are further helping to shift perceptions and inspire the next generation.

Euroroute’s Role

At Euroroute, we see ourselves as part of this larger movement. We’re actively engaging with these ideas and continuously exploring how we can contribute to a more inclusive and representative future—not just within our own organisation, but across the wider industry.