Ukraine Women in Tech Reskilling Programme, NatWest NDX Technical Capability Team

Launched in March 2023, the initiative tackled the dual challenges of gender disparity in the tech industry and the integration of displaced Ukrainian women. In partnership with Code First Girls and Capital City Partnership, the programme offered free technology training to 53 women, successfully placing 9 of them in full-time tech roles at NatWest.

The programme stands out for its immediate impact, offering not only tech training but also language support, cultural integration, and tailored mentorship. This initiative is a reflection of NatWest’s broader diversity, equity, and inclusion strategy, which focuses on continuous development, inclusive recruitment, and supportive employment frameworks.

What was the initial inspiration behind the Ukraine Women in Tech Reskilling Programme, and how did the partnership with Code First Girls and Capital City Partnership come about?

The initial inspiration for the Ukraine Women in Tech Reskilling Programme stemmed from the humanitarian crisis caused by the war in Ukraine.

NatWest was already heavily involved in supporting Ukrainian refugees through various efforts, including the Gogarburn Welcome Centre, which assisted over 10,000 displaced individuals.

While working with the Scottish Government and Edinburgh Council, NatWest identified a significant gap: many displaced Ukrainian women were highly educated and skilled but struggled to find professional roles in their new home. Recognising this, NatWest partnered with Code First Girls (CFG) and Capital City Partnership to create a reskilling programme.

Capital City worked closely with others partners such as the University of Edinburgh Data Driven Innovation Project and The City of Edinburgh Council to gather a collective funding of £50k which provided the wrap-around and technical support to the cohort during their learning journey.

This partnership leveraged NatWest’s commitment to gender diversity in tech, providing these women with free technology training and job placements.

How did you identify the specific needs of displaced Ukrainian women, and what key factors influenced the design of the programme?

The specific needs of displaced Ukrainian women were identified through NatWest’s involvement in the Ukrainian Welcome Centre on our property and ongoing collaboration with local authorities.

Many of these women had significant education and professional experience but lacked opportunities to apply their skills in Scotland as many of the qualifications they had were not recognised within the UK.

This led to the design of a programme utilising the technical training expertise of our partners Code First Girls that not only provided technical training but also addressed other barriers such as language proficiency and cultural integration.

The programme was tailored to offer customised mentorship, language support, and cultural orientation, ensuring participants could successfully transition into technology roles.

What were the biggest challenges in implementing the reskilling programme, particularly around language and cultural integration, and how did you overcome them?

The major challenges in implementing the reskilling programme were overcoming language barriers and ensuring cultural integration. Many of the participants spoke limited English, which could impede their ability to learn and communicate effectively in a new work environment. To address this, Code First Girls recruited a Ukrainian instructor who taught one of the kickstarter classes and provided interview training to all those candidates who were put forward for interview with Natwest. Additionally, language support services, including English language courses and translation assistance, were offered to everyone.

Through our partnership with Equate Scotland (national experts in gender equality throughout the STEM Sectors) they provided wrap around employability support for those Ukrainian displaced women who had expressed interest in the programme (53 in total) providing workshops and training followed up with interview support for those successful in obtaining an interview with Natwest.

Cultural orientation sessions were also provided to help participants adjust to local workplace norms and community expectations.

What were the key success factors that contributed to the high retention rates (95%) among the women placed in full-time roles through this initiative?

The key success factors that contributed to the programme’s high retention rates included tailored mentorship, comprehensive training, and strong support systems. Mentors from NatWest provided ongoing guidance to help participants navigate their new roles and feel supported throughout their career transition. The programme also offered language and cultural support, ensuring that participants were well-prepared to succeed in their roles.

These elements created a positive environment, fostering loyalty and job satisfaction, which contributed to the 95% retention rate of female software engineers hired through the programme and the resulting 9 successful engineers joining us at Natwest.

What advice would you give to other organisations looking to create similar reskilling or diversity initiatives?

Our business needs to reflect the communities we serve, so that we can cater to them to the best of our ability. That means providing more support to the people that need us and designing accessible services. It means working with diverse suppliers who breathe equity and inclusion in their day-to-day. It means building a culture where everyone has the opportunity to succeed. And, crucially, it means listening to and engaging with difference.

We do this because we know it’s right. We will stand up for people who are excluded, remove barriers that stop people progressing in their career and create a safe, happy and healthy environment for all. This is deep rooted, core to who Natwest are and our purpose and values as a bank. To be the NatWest you are proud of, Diversity, Equity and Inclusion must be part of our collective identity.

Organisations looking to create similar reskilling or diversity initiatives should focus on three key aspects: immediate impact, targeted support, and comprehensive integration. First, providing immediate and tangible support is critical. Secondly, tailor initiatives to the specific needs of the target demographic—whether it be displaced individuals or underrepresented groups. Finally, go beyond just offering training by including language assistance, cultural orientation, and mentorship, ensuring that participants are set up for long-term success.
Collaboration with partners who can provide the right resources and expertise is also essential.

How has the programme impacted wider company policies or practices, such as recruitment, retention, and talent development?

The Ukraine Women in Tech Reskilling Programme has demonstrated the importance of providing comprehensive support to new hires, particularly those from underrepresented groups or facing unique challenges.

The programme highlighted the importance for adjustments to be available throughout the recruitment processes to ensure accessibility to groups that need extra support. In this programme, we were able to send questions ahead of time, book in extra time for the interview and ensured the delegates had additional language support. We’re clear that gender equality isn’t a ‘women’s issue’, it’s about gender-balance, deconstructing social-constructs relating to traditional gender roles and ensuring equal-opportunity.

The success of the programme has prompted NatWest to consider exploring similar initiatives to other displaced groups as we continue to refine our DE&I strategies across the organisation.