2, April 2026
by: Arreoblue
Last week, Arreoblue was proud to sponsor a table at the Women in Data flagship event. Women in Data® is more than just an event—it’s a movement and a powerful force for change within the data science and analytics community, and one that Arreoblue is proud to support.
Among those who attended, three of our colleagues have come together to reflect on the day, which brought industry leaders and peers into one space for insightful discussion, meaningful connections, and fresh perspectives on the future of data. Below, they share their key takeaways and thoughts from the event.
Women in Data Flagship 2026 focused on three equally important themes: advancing data and analytics capability, celebrating women in this career path and addressing the realities of gender inequality within the industry. The event combined technical innovation with honest conversations about careers, wellbeing, and long-term outcomes for women in data. It was a reminder that progress in data is not just about tools and models, but about who gets to participate, progress, and influence decisions.
What made this event inspiring was its honesty and ambition. The talks celebrated women who have shaped their own paths, often against the odds. Stories such as those of Dame Kelly Holmes and Dame Stephanie Shirley were particularly powerful – women who built remarkable careers through resilience, leadership, and belief in their own agency. It was refreshing to hear that impactful careers, including those in national intelligence, do not require a predefined or “special” route. Passion for data and a desire to make a difference can open unexpected doors. Personally, I left feeling more confident that success in data does not need to look one specific way.
Several sessions surfaced uncomfortable but necessary truths. Women still lag behind in salary, senior leadership, and retirement outcomes – retiring on average £113k poorer than men. Discussions also highlighted how pregnancy, career breaks, and menopause continue to influence progression. One particularly striking point was how even platforms like Wikipedia largely reflect male perspectives: men’s biographies are routinely documented and celebrated, while women are often only recognised after exceptional achievements, such as winning a Nobel Prize. This imbalance reinforces why women’s participation in data – and in shaping narratives – is essential.
The event also showcased meaningful innovation. A live demo of real-time voice-to-slide technology showed how data and AI can transform communication. Talks on gamification demonstrated how UX design can drive engagement, while sessions on data culture stressed that democratising data across organisations speeds up decisions and drives impact. The message was clear: innovation succeeds when people are empowered, connected, and supported – and strong networks remain critical for both career growth and mental health.
There are events you attend out of obligation and events you leave talking faster than normal, brain full, slightly emotional, already wanting to tell everyone you know. The Women in Data Flagship 2026 was very much the second kind.
Around 3,500 people gathered at The O2 on a Thursday in March for what is, in my opinion, one of the most genuinely energising days in the data calendar. I’ve been before. I knew it would be good. But I didn’t expect to walk out of there feeling the way I did like the future is not just coming, but is already being built by people who look like me.
Dame Kelly Holmes took to the main stage and did something I didn’t expect from a two-time Olympic champion she made vulnerability look like the most powerful tool in the room. Her story wasn’t about perfection or a charmed path. It was about pressure, setbacks, belief in yourself when the evidence is thin. I kept thinking: this applies to data careers entirely.
We also heard about Dame Stephanie Shirley, a woman who built a software company in the 1960s, when being taken seriously as a woman in tech was not just difficult it was structurally impossible. She worked around it. She built around it. And she changed things. Hearing stories like that in 2026, in a room full of women who are themselves shaping the industry, hit differently.
What I took from both stories is something I want to hold onto: there is no single route into a meaningful career in data. There is no template. National intelligence analysts, startup founders, academics, self-taught engineers they all started somewhere unexpected. Passion and persistence are the actual qualifications.
One of the moments that genuinely made me lean forward in my seat was a live demonstration of real-time voice-to-slide technology. The idea that someone can speak naturally and watch structured, designed content appear almost instantly that’s not science fiction anymore. It was happening in front of us. AI isn’t replacing human communication; it’s amplifying it, making it faster and more accessible.
There were sessions on gamification, on data culture, on democratising analytics so that decisions don’t bottleneck at a few data-literate specialists. The message running through all of it was consistent: when more people have access to data tools and understanding, organisations move faster, more equitably, and more intelligently. The technology is here. The challenge now is culture, adoption, and inclusion.
The event didn’t shy away from hard truths either, and I think that’s why it felt so credible. There were honest conversations about the gaps that still exist in pay, in senior leadership, in the long-term financial outcomes for women. One figure that I can’t stop thinking about: women retire significantly poorer than men on average, and the compounding effects of career breaks and pay disparity are a big reason why. These aren’t small injustices. They accumulate over decades.
The discussion around representation on platforms like Wikipedia particularly stayed with me the idea that whose knowledge gets recorded, celebrated, and circulated online is itself a form of power. When women aren’t in the room where data is collected, cleaned, interpreted, and used, those gaps compound. The case for gender parity in data isn’t just ethical. It’s about the quality and completeness of the intelligence that shapes our world.
I left feeling something I don’t always feel after industry events: actual momentum. Not the vague, fizzling enthusiasm that fades by Monday morning, but a clearer sense of direction. The conversations I had, the ideas shared on stage, the sheer density of people who care about this field and about inclusion in it, it all adds up to something.
The future of women in tech looks genuinely bright. Not because the barriers have disappeared, they haven’t but because the people dismantling them are increasingly skilled, connected, and visible. And the technology we’re working with is more powerful and more democratising than anything we’ve had before.
If you’ve never been to a Women in Data event and you’re in or near the data and tech world, I’d encourage you to look into it. The community is free to join. And days like this one are why communities like it exist.
This was my first time at the Women in Data Flagship event, and it didn’t disappoint! I’ve never been somewhere so packed with talented and inspiring women. There was an emphasis on the power of women, celebrating our achievements, as well as the challenges we face to get to, and be recognised for, what we accomplish.
I was particularly moved by conversations about women’s physical and mental health. It was harrowing to learn of the medical biases that still linger for women. For example, Dame Kelly Holmes’ detailed the experiences of many women as well as herself, who suffered painful medical procedures simply because of a lack of understanding of women’s pain. Sandi Toksvig’s funny and eye-opening speech also shared the disparity between medical outcomes for marginalised people, particularly women of colour, and how we can use data to uplift the achievements and highlight the challenges of women throughout history.
Additionally, while learning about neurodiversity in the workplace, I discovered many measures and behaviours that accommodate neurodiversity are vital for a healthy and happy workplace for all. Things like clear planning, flexible working patterns, open conversation about expectations and adjustments, can all give people more peace of mind so that they can get the best out of themselves.
Some fun highlights were the many engaging partner stalls with truly innovative technology (I got a picture of my cat printed onto a cookie!), and Dame Kelly Holmes getting the entire audience up on their feet dancing!
It was an amazing and valuable experience that I don’t think I’ll get anywhere else!
Have a question or want to make an enquiry?
Contact us
