Woman in Tech of the month: Rupal Phatak

Describe your role and what a typical day looks like for you

I’ve been working as a Java Tech Lead in PA’s public services team for the past five years with a maternity break of eight months in between. In my role, I am responsible for designing efficient Java-based solutions, ensuring best coding practices, and mentoring the development team. I collaborate with stakeholders, including delivery managers, product owners, DevOps, and quality assurance teams, to deliver high-quality software solutions that align with business requirements. Additionally, I oversee code reviews, performance optimisation, and architectural decisions while staying up to date with the latest industry trends and technologies.

What has your career journey been like so far?

My career journey has been an exciting and continuous learning experience, evolving from a Java Support Analyst to a Tech Lead. I have spent over 10 years in the IT industry now. As a Junior Java Support Analyst, I would investigate incidents raised by end users on Java-based applications. Then I moved into Java development, focusing on writing clean and efficient code while learning best practices in software development. Over time, I took on more responsibilities, working on backend development, API design, team management, and stakeholder management.

What does allyship mean to you?

To me, allyship means actively supporting and advocating for underrepresented or marginalised groups through meaningful and consistent actions. It involves using my platform, privilege, and influence to amplify diverse voices, foster inclusivity, and challenge biases in the workplace and beyond. This includes:

• Fostering an inclusive team culture where everyone feels valued, heard, and respected.
• Mentoring and empowering talent, ensuring equal opportunities for growth and leadership.
• Addressing biases in hiring, promotions, and decision-making to promote fairness.
• Encouraging open discussions about inclusion within the tech space.
• Committing to continuous learning and self-improvement, recognising that allyship is an ongoing journey.

How do you see allyship show up in your work?

Allyship shows up in my work in several ways, both in leadership and day-to-day interactions. As a Java Tech Lead, I strive to create an inclusive, supportive, and equitable work environment where everyone can thrive. We have multiple mentoring schemes on my current project and at PA that support women in tech. I encourage an open and respectful work culture where team members feel comfortable sharing their ideas and concerns. Along with this, we make sure everyone is heard when we make any decisions in the team.

How do you think we can demonstrate purposeful and intentional allyship?

To shift from performative allyship to real, purposeful, and intentional allyship, there are several key actions and cultural changes that need to be made:

1. Ensuring processes related to hiring, reward, and promotion are inclusive by design.
2. Providing flexible work arrangements to support individuals who are balancing both professional and personal responsibilities.
3. Encouraging people to show up and speak up in meetings, training, or events.
4. Mentoring and supporting junior colleagues by providing regular feedback, advocating for their recognition and advancement, and creating opportunities for client or stakeholder exposure.
5. Encouraging a respectful work environment and calling out any kind of discrimination .

What are some gaps you have noticed when it comes to allyship?

Allyship becomes performative because there isn’t enough accountability to ensure that actions match intentions. While individuals may express support for marginalised groups, there is often a lack of follow-up. Allyship is often limited to symbolic actions, like using inclusive language or participating in events without engaging in deeper, sustained efforts.

Sometimes, marginalised groups are expected to represent their entire communities, which can feel burdensome and tokenistic They may be invited to speak or lead initiatives without adequate support or recognition.

For allyship to be effective, individuals need to feel safe and empowered to share their experiences and raise their voices without fear of judgment. One of the most important aspects of allyship is supporting those balancing work and family life, especially in challenging roles.

Workplaces have a very real opportunity to set great standards and expectations, build inclusive processes and experiences, and allyship plays an important role in ensuring everyone gets the benefit.