MotherBoard Ambassador Spotlight: Amber Rowbottom

The ADLIB x MotherBoard Ambassador scheme is for employees wanting to volunteer their time and join the MotherBoard mission of creating a more gender-fair and inclusive tech industry. As part of a series showcasing the amazing volunteers and ambassadors, we caught up with Amber Rowbottom, Senior Tech Recruiter.

Firstly, can you please introduce yourself and tell us a bit about your current role?

Hi! I’m Amber, a Senior Tech Recruiter at ADLIB B Corp Certified, and Community Engagement Partner for MotherBoard. I have been working in Tech recruitment for six years now, and help build high-functioning engineering teams within ambitious start-ups, scale-ups and major technology-driven enterprises. For the past three years, I have also been the Community Engagement Partner for MotherBoard channelling my passion for networking and championing female talent within the UK’s tech sector.

What motivated you to become part of the MotherBoard?

With six years of experience in the tech industry, I’ve been exposed to numerous disheartening stories from women in tech. I’ve witnessed firsthand the challenges they endure, such as being unjustly dismissed when disclosing their pregnancy or encountering difficulties when returning to work post-maternity leave, and the number of women compelled to sign nondisclosure agreements after unfair treatment.

My commitment to fostering inclusivity took root early in my career, being the only female on my team for many years I noticed a serious lack of female candidates in my sector leading me to advocate for diverse shortlists and actively contribute to building teams within companies that embrace gender diversity. The MotherBoard project has been a catalyst further intensifying my passion for creating environments where women can feel supported and contribute to the success of the business without the fear of being treated in an immoral way.

“My commitment to fostering inclusivity took root early in my career, being the only female on my team for many years I noticed a serious lack of female candidates in my sector leading me to advocate for diverse shortlists and actively contribute to building teams within companies that embrace gender diversity.

The MotherBoard project has been a catalyst further intensifying my passion for creating environments where women can feel supported and contribute to the success of the business without the fear of being treated in an immoral way.”

What does being the Community Engagement Partner mean to you?

Being the Community Engagement Partner holds profound significance for me. It represents an opportunity to actively contribute to the growth and empowerment of individuals within the tech community. It’s not just about building teams for me or making commissions as a recruiter; it’s about cultivating an inclusive and supportive environment where everyone, especially women, can thrive and contribute their unique perspectives and skills. I see it as a chance to make a positive impact, helping women when they are feeling downtrodden, and helping businesses create a more inclusive working environment.

What are you most looking forward to as part of being an ambassador? 

I appreciate that the changes we want to make within the tech sector for women and mothers are not something that can be magically achieved overnight, I am in this for the long game and look forward to hearing more positive stories from our community and inspiring success stories from businesses that have really embraced the values of the MotherBoard Charter.

“I appreciate that the changes we want to make within the tech sector for women and mothers are not something that can be magically achieved overnight, I am in this for the long game and look forward to hearing more positive stories from our community and inspiring success stories from businesses that have really embraced the values of the MotherBoard Charter.”

Why do you think making the tech industry more inclusive of mothers and working parents is important?

I attended a “women in tech” event last year representing MotherBoard, I had eye-opening conversations with four young women. They expressed concerns about potential changes in their current workplace and apprehensions about their future careers, especially if they decide to become mothers. This was surprising and highlighted a critical issue considering the significant efforts to encourage women and girls to pursue tech roles. With 82% of women choosing to have children, addressing this concern directly is essential. If left unaddressed, the problem will persist. In the next 5-10 years, the tech industry is poised for significant transformations, and more women will be advancing in their tech careers. It’s crucial to prioritise inclusivity for mothers now to ensure the retention of talented women who have worked tirelessly to establish themselves in the industry.

What do you think is the main hurdle stopping employers from being more inclusive? 

While the challenges vary across businesses, my experience with the MotherBoard project has highlighted several common hurdles. Notably, there is often a lack of diversity in leadership, which can hinder the implementation of inclusive practices. Additionally, a deficiency in comprehensive policies is prevalent, with the specific reasons varying based on each business’s unique circumstances. However, it’s essential to recognise that the values and goals championed by MotherBoard can be beneficial across all businesses, irrespective of gender distribution. Embracing principles such as flexible working policies and shared parental leave can enhance workplace culture and contribute to a more inclusive and supportive environment for everyone.

“As someone who is on the ground speaking with women working in tech about why they want to move on from their current position, the number one reason is lack of flexibility. Implementing and solidifying remote work, flexible hours, or compressed working weeks will make businesses that are hiring stand out from the rest.”

What do you think the priority should be for creating tangible change for working mums in tech?

As someone who is on the ground speaking with women working in tech about why they want to move on from their current position, the number one reason is lack of flexibility. Implementing and solidifying remote work, flexible hours, or compressed working weeks will make businesses that are hiring stand out from the rest. Another big priority should be training and learning new skills. Offering ongoing training will directly help with retaining talented individuals.

Any final words of advice for other people looking to better support mothers in the Tech Industry?

Get in touch! Join the MotherBoard Charter! Work with recruiters who are passionate about diversity and inclusion, and who are not just after quick wins.

MotherBoard is a Business Charter, Community & Event Series, driving tangible change for mums working in the tech industry.

Interested in getting involved? Become a signatory today