The digital evolution is not only evolving how we work; it is creating new opportunities for the next generation of talent. At Gleeds we have seen this firsthand within the team that delivers our Data analytics and digital transformation service, Transform, where innovation, collaboration and delivery are being driven by a truly diverse team, with women making up 60% of the 25-strong workforce. In sectors traditionally dominated by men, this shift is not just remarkable, it is proof that when opportunity and ambition align, barriers and boundaries are broken.
Over the past 12 months, women have accounted for more than 32% of all applications to broader digital roles at Gleeds. This change is not simply anecdotal. It is part of a wider transformation, powered by a more inclusive and forward-thinking approach to recognising and developing talent.
Unlocking transferable skills
One of the most powerful forces behind this change is the digital sector’s emphasis on capability over credentials. Increasingly, we are welcoming professionals from a wide range of backgrounds, former mathematics teachers, business design analysts, and others, into digital roles. Their success is not built on following a traditional technology pathway, but rather on their curiosity, analytical thinking and ability to solve complex problems.
Indeed, many of today’s digital job descriptions closely mirror those found across a variety of sectors. Competencies such as stakeholder management and data interpretation are not unique to technology; they are broad and transferable. By focusing on hands-on training and skill development over conventional qualifications, the digital sector can focus on opening the door to a genuinely diverse workforce, building teams that reflect a richer tapestry of culture, race, gender, age and ability.
This approach is not going unnoticed; our team is increasingly being recognised across the industry, with nominations at the Women in Construction Awards. It is a celebration of those who are breaking down barriers and redefining what leadership looks like within the built environment. Achievements like these stand as a powerful testament to the strength that diverse thinking brings, and to the lasting impact of opening non-traditional career pathways.
Career change in action
Leslie Leal, an Associate Director in Data and Reporting at Gleeds, shared her personal career journey.
I've experienced this transformation myself, transitioning from an artistic background to the financial sector and eventually to data analytics and management. This journey has granted me with the ability to manage stakeholders effectively, whilst being able to deal with challenges head on and spot opportunities. Over the past seven years, my focus on data has enabled me to assist organisations, extracting insights that drive project efficiency and, essentially, informed decision-making.
The increasing representation of women in digital roles signifies a meaningful shift toward inclusivity in our industry. I advocate for a workforce that embraces diverse talent, fostering a data-driven, digital environment where every contribution is recognised and valued.
While encouraging progress has been made, a significant knowledge gap still persists, particularly among clients from more traditional sectors. Terms like automation, machine learning or artificial intelligence can often sound like little more than buzzwords, particularly when they aren't embedded in day-to-day operations. Many clients understand the importance of modernising their projects through digital techniques but are not always clear on what the transformation actually looks like in practice.
Services such as Transform, powered by the expertise of people rather than technology alone, can offer a practical path forward. By allowing for better project delivery and driving improved outcomes, they help bridge the gap between ambition and real-world application. Even within our own sector, levels of digital fluency vary widely. As the pace of change continues to accelerate, it is vital to ensure that everyone, from graduates just entering the profession to senior leaders, feels both confident and capable when interacting with digital tools and approaches.
Achieving this will require more than technological investment; it demands a commitment to continuous education, a shift in culture and above all, strong, visible support across all levels of an organisation. As part of our commitment to this, we provide Upskill. Through a tailored syllabus, Upskill builds, not only technical competence, but the confidence needed to understand and apply digital and data capabilities. Keeping pace with transforming industry operations.
Real-world impact
The changes being made are not theoretical, they are already delivering tangible results. At Gleeds, we are harnessing digital tools to drive efficiency, connect global teams and improve outcomes for our clients.
One example is our intelligent document management and AI interrogation solution, led from our Bristol office. This modular solution, deployed across multiple client environments, addresses the critical challenge of managing high volumes of documentation with consistency, security and traceability. Through a tailored Power Apps platform integrated with SharePoint and Azure SQL, supported by AI-trained models, the system automates storage, standardises data capture, while enabling fast, intelligent querying of project documentation. We are no longer theorising digital change. With greater accuracy and stronger compliance, upcoming phases will build on this by expanding AI proficiencies to further refine procurement, while supporting continuous learning for similar future projects.
Whether it is deploying AI, machine learning, to predict labour trends, or developing apps that eliminate labour intensive tasks, we are fashioning smarter, more agile ways of working. Most importantly, we are empowering people. From supporting flexible working and promoting cross-border collaboration, to building careers that reflect a modern, globalised world, our solutions are not just about managing inputs, they are about understanding human needs and creating meaningful value at every level.
The future is diverse and digital
From my perspective, the digital sector has undoubtedly broken-down barriers, that said, there is still more work to be done to create truly welcoming and inclusive environments. But today, I pose a wider question to the industry: is this situation truly widespread?
We have primarily witnessed how shifting the emphasis from traditional qualifications to sector competence, and embracing continuous learning, can redefine not only what a digital career looks like, but also who sees themselves as part of it. While the momentum is encouraging, an open and industry-wide dialogue is essential to refine this transformation as both inclusive and enduring.
