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Our policy briefings represent the interests of those involved in the design and delivery of public services.
The Crown Commercial Service has indicated that it is set to replace the government’s long-standing cloud first policy with more appropriate guidance.
Since 2013, government organisations have been required to apply the guidelines to all technology procurement decisions. The policy, which was developed by the Government Digital Service, stipulates that buyers should fully evaluate potential [public] cloud solutions first before considering any other option.
Doing so is mandatory for central government entities and strongly recommended for the rest of the public sector.
But CCS said that having worked though the digital transformation journey with many central government departments and wider public sector organisations, it has become apparent that one size does not fit all.
“Organisations should make sure they understand what the journey to ‘cloud’ is and means for them in terms of costs, risks, skills and timescales,” CCS said. “We are seeing more and more customers land on a hybrid solution and therefore ‘cloud first’ may not be right for everyone. Therefore, we have engaged with GDS to find more appropriate guidance,” it added.
The review of the policy comes shortly after CCS took over running of the Digital Marketplace platform from GDS. Over the coming months, the procurement agency is to lead work to develop a replacement platform, currently dubbed Digital Marketplace 2. This comes instead of the Crown Marketplace – a planned ‘Amazonesque’ marketplace for all commodity goods and services – the construction of which is no longer going ahead.
CCS is also looking to create a new commercial agreement covering cloud hosting services. The framework, which will likely launch next year and will initially sit alongside the more generalist G-Cloud vehicle, is set to feature three lots, respectively addressing hyperscale hosting, smaller hosting environments, and related services.
The cloud hosting agreement is likely to feature longer-term call-off contracts – of five years, rather than the two-year deals available under G-Cloud – as well as the scope for further competition, and what it calls normalised pricing.
Earlier this month, three Socitm delegates travelled to Sweden to deliver a Leadership, diversity and skills workshop session to the Linked Organisation of Local Authority ICT Societies (LOLA).
This was a fantastic opportunity to share best practice and work collaboratively with our international counterparts while learning from other organisation’s experience at a global level.
Martin Ferguson, Director of Policy & Research; Nadira Hussain, Director of Leadership Development & Research and Vice President, Sandra Taylor began the session by updating members from Belgium, Sweden, The Netherlands, Canada, New Zealand and the USA about the work that Socitm are doing to support this key policy priority area. Each nation then discussed the various initiatives and strategic efforts being undertaken in their countries in line with the topic.
With policy theme champion, Sandra Taylor, taking up Socitm Presidency in June, the workshop was perfectly timed. Not least because the group were able to exchange their views on a series of ‘hot topics’, including how we can we encourage girls and young women into tech, particularly tech leadership.
In Swedish municipalities the rate of women in leading positions linked to digitization is increasing and Socitm were keen to learn about the changing practices adopted by Sweden over the last 20 years which have resulted in a dramatic reduction in the sector gender gap.
Nadira Hussain said: “LOLA was born out of an understanding that by working collectively and collaboratively, common benefits could be achieved for public sector organisations, their members and the citizens they serve globally. This is a view that Socitm supports wholly on a local, national and international level.
“The workshop really brought this philosophy into focus and highlighted the huge possibilities our LOLA membership creates.
“In terms of gender equality alone, Sweden is so much further ahead than the UK. It was fascinating to hear about the strategies deployed to promote and protect the roles of women in IT, including equitable salaries, shared parental leave and the right to more flexible working. This sharing at international level opens up real prospects for us to achieve better outcomes for everyone and mirrors the sharing ethos at the heart of Socitm,” she said.
We understand our members. We know they’re constrained by multiple factors including austerity, the drive to deliver ever better services and the need to push against resistant organisational cultures where people are often reluctant to change the way they do things.
Innovative, passionate and dedicated to improving outcomes for service users, the senior IT professionals who make up our network put their all into the tireless transformation of local, regional and national public services. Many of them think they simply don’t have the time to train.
However, our Leadership Academy alumni are adamant that lifelong learning is vital. Here are six reasons they say public sector leaders not only gain from training but need it.
1 Increased productivity
The right, consistent leadership can increase the productivity of your people. Fundamentally, leadership is about understanding your people emotionally. Emotional intelligence is critical to the success of a leader and that means using empathy effectively to empower and engage employees. Leadership training that encompasses emotional intelligence can hone these emotional skills in your people managers and leaders.
2 Retain your people
75% of people voluntarily resigning from jobs don’t leave their roles, they leave their managers. Ineffective leaders are exceptionally hard to work for. By investing in leadership training, you can retain your people and cut down on the drawbacks of a lengthy recruitment process.
3 Nurture future leaders
Developing and nurturing future leaders is vital. All too often, leadership roles are given to the most forward candidates with dominant personalities rather than those with the greatest potential. Identifying those who have what it takes and providing them with targeted leadership training is a skill. One that can be honed by leadership training.
4 Increase employee engagement
Feedback and encouragement are a vital facet of leadership. Giving feedback is a skill of successful leaders. Through leadership training, you can teach effective ways to give feedback to motivate and increase the skill level of your team.
5 Communicate for culture train
There are several leadership styles, all with their own advantages and disadvantages. In the public sector, particularly, leaders need to be able to communicate effectively with people at all levels. Changing an organisation’s culture to one where digital transformation becomes an objective for everyone (from the top down) requires distinct skills. Leadership training can help you develop these.
6 Make better decisions
Leadership training can result in better decision-making. Leaders functioning at a high level of emotional intelligence have the perspective to make informed, intelligent business decisions. For that reason alone, you can consider your leadership training an investment returned.
Our Senior Leader workshops last one day and offer an opportunity to discuss and explore the challenges faced by senior ICT leaders. Collaborative and hands-on, the Senior Leader workshop provides you with the practical tools required to communicate effectively at all levels, maximising influence and effecting positive and lasting organisational change.
With corporate members having one free place, the Socitm Senior Leader workshop is a worthy time-investment in elevating effective communication and wider digital engagement throughout the public sector. It also opens-up networking opportunities and allows you to collaborate and share excellence and best practice with your peers. Find out more.
Following our recent Share Cambridge event, incorporating our Women in IT meeting, we asked for our members’ feedback. Gathered by means of an anonymous survey, we were delighted that the responses included the following topical opinion piece. Socitm is all about conversation and we’d love to hear your views as to how we as a community can inspire more girls to build careers in technology and become digital leaders.
“In an increasingly digitalised world, we need more people to study computing than ever before. We also need an increasingly diverse and inclusive workforce in order to bridge a looming digital skills gap. As we stand on the threshold of the fourth industrial revolution, it’s imperative we attract and retain interest and engagement in computing early and we need to start in schools.
Alarmingly, however, research by the University of Roehampton and the Royal Society recently found that only 20% of candidates for GCSE Computer Science, and 10% for A level Computer Science, are girls.
While it’s encouraging to hear that the Department for Education has granted £2.4 million of funding to ‘Gender Balance in Computing’, a research project established to trial new initiatives designed to boost girls’ participation in computing, we need to ask some big questions. If we are going to remedy the situation, we need to understand the entrenched and complex reasons behind girls’ reluctance to study STEM subjects.
In 2018, despite the overall number of A level entries across all subjects falling, there was a 4% increase in girls taking STEM subjects on the previous year. While – in real terms – this equates to 5,000 more girls taking STEM A levels than in 2017, actual numbers are considerably lower than for boys. Consequently, 2018 research by PWC revealed only 15% of employees working in STEM roles in the UK are female. Distressingly, only 5% of leadership positions in the technology industry are held by women.
One of the most often aired explanations for this staggering gender imbalance is that girls simply aren’t interested in STEM subjects, particularly post 16. However, anyone who has ever spent time around young children and tablet devices, knows this is absurdly untrue. While a degree of disinterest is inevitable in either sex, research shows that where girls are given practical technological tasks to complete and enjoy as frequently as their male counterparts, their interest is piqued and retained at a corresponding level. Disengagement typically occurs when peers, parents and teaching staff, wittingly or otherwise, begin to suggest or promote segregation in the way girls and boys evaluate and solve technical problems. Where there is equality between the sexes in terms of practical digital experiences, girls show more than enough aptitude, understanding and enthusiasm.
The truth is that in Western society, girls are constantly subject to an influx of subliminal messaging pushing them towards so-called ‘soft subjects’. While boys are encouraged to get their hands dirty and be assertive, girls are told, emphatically, that their role is to mediate, negotiate and people please. Arguably, what the today’s emergence of technology does (as well as being an operational game changer) is to elevate those self-same ‘soft skills’ from a position of perceived inferiority to the vanguard of a sector revolution. In placing collaboration and communication at the fore, digital transformation is dependent on professionals who have a broad understanding of its value as a philosophy rather than viewing it merely as ‘tech’. With this in mind, after years of being dissuaded from technology roles, girls are now ideally placed to lead the industry as it transitions and blossoms?
Unfortunately, with so few women visible in the sector, the challenge of bridging the technology gender divide all too often falls almost exclusively to teachers and the lack of practical opportunities available in a classroom setting all too often fail to inspire. Furthermore, non-specialist educationalists – outside of further and higher education – are unlikely to have the digital skills to teach computer science at the required level.
Without Digital Leaders stepping in to make-up the classroom shortfall, it seems unlikely that the UK’s digital skills shortage will be fully addressed and that’s a huge blow to everyone. Perhaps what is required is a targeted and meaningful campaign whereby we – as public sector professionals – step in and offer girls (and boys) the chance to understand the potential and importance of careers in technology. If not, the future of the industry is set to suffer worldwide as the skills shortage spreads and grows.”
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Our free publication In Our View seeks to draw together all elements of our existing work.Find out more