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# Breaking the bias in Tech

Anna John proves that refusing to accept rejection is the ultimate antidote to tech industry bias. Discover her actionable blueprint for overcoming imposter syndrome and leading engineering at N26.

- **Speakers:** Anna John
- **Event:** World Congress 2023
- **Published:** October 6, 2023
- **Duration:** 21:13
- **URL:** https://www.wearedevelopers.com/videos/738-breaking-the-bias-in-tech

## Summary

Anna John shares her personal journey from a late career transition into software engineering at age 32 to becoming the Head of Engineering at N26. The core narrative focuses on overcoming structural biases in a male-dominated tech industry by setting deliberate goals, persisting through initial rejections, and forcefully advocating for oneself. By illustrating her path from a backend developer to leadership, she emphasizes that taking ownership of your career trajectory—and refusing to accept an initial rejection of not being "technical enough"—is essential for long-term growth.

To build genuinely diverse engineering organizations, companies must go beyond simple hiring targets and integrate inclusive methodologies into their daily operations. Practical tactics include ensuring female representation on interview panels, conducting personalized candidate outreach featuring informal meet-and-greets, and establishing cross-gender mentorship programs. Additionally, implementing educational frameworks like the "walk of privilege" exercise can powerfully visualize unconscious biases and foster a deeper sense of empathy and psychological safety across the entire team.

Key insights for personal empowerment include combatting imposter syndrome by maintaining a documented file of small professional victories, and working with external mentors to learn the critical leadership skill of setting boundaries. Women in tech are strongly encouraged to actively demand fair compensation by building a clear business case, rather than passively hoping for management recognition. Ultimately, breaking systemic bias requires shifting the perception of programming from rote requirements-gathering to a highly creative, collaborative problem-solving process—a cultural evolution that demands the active participation and allyship of male colleagues.

**Keywords:** career transition in tech, engineering leadership, overcoming gender bias, imposter syndrome management, salary negotiation strategies, inclusive hiring practices, personalized candidate outreach, technical interview panels, cross-gender mentorship, leadership boundary setting, walk of privilege exercise, unconscious bias awareness, software engineering team diversity, tech recruitment tactics, HR mediation

## Chapters

1. **Overcoming age and background to study engineering** (00:03) — Making a successful career change to computer engineering at age 32 demonstrates that prior knowledge is not a prerequisite.
1. **Encountering and overcoming early career bias** (02:18) — Using biased remarks from male colleagues as motivation rather than a deterrent builds resilience in early tech roles.
1. **Navigating the transition to engineering management** (02:58) — Overcoming pushback regarding technical skills enables a successful pivot from backend development to engineering leadership.
1. **Setting workplace boundaries through leadership mentorship** (04:08) — Working with external leadership mentors helps prioritize tasks and teaches professionals how to say no when feeling overwhelmed.
1. **Speaking up for career opportunities and fair compensation** (06:04) — Advocating for equal salaries and professional growth requires taking responsibility to build a strong personal value case.
1. **Improving gender diversity in engineering teams** (09:07) — Increasing female representation happens by actively involving women in technical interviews and hosting informal meet-and-greet sessions.
1. **Fostering inclusive environments with mentorship programs** (11:57) — Implementing structured support systems and personal recognition files combats imposter syndrome and builds trust among colleagues.
1. **Evaluating team bias using the walk of privilege** (14:11) — Utilizing the walk of privilege exercise uncovers unconscious biases and acknowledges differing societal advantages within a team architecture.
1. **Summarizing strategies for successful career progression** (15:38) — Consolidating essential advice on finding passion, seeking mentors, and demanding fair compensation establishes pathways for sustainable team retention.
1. **Inspiring younger generations into creative engineering roles** (17:26) — Redefining programming as a collaborative problem-solving discipline helps attract younger diverse talent during university outreach events.
1. **Escalating team concerns safely and anonymously via HR** (19:04) — Leveraging human resources partnerships allows team leads to surface critical feedback securely when individuals fear management retaliation.
1. **Encouraging male participation in workplace diversity discussions** (20:36) — Emphasizing the active participation of dominant demographic groups ensures broader organizational support for vital workplace inclusion initiatives.

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