The telecoms industry is changing. Rapid digital transformation, evolving customer needs, and rising expectations around social responsibility have created new challenges—and new opportunities. Yet, one issue remains stubbornly persistent: gender imbalance. While women make up nearly half of the UK workforce, they represent just 19% of the tech industry and only a fraction of leadership and technical roles within telecoms.
At RPS Telecom, we’re determined to help change that. Under the leadership of Managing Director Natalie Strange, and through her wider role as Co-Chair of the Comms Council UK’s Women in Telecoms group, we’re proud to be part of a movement that’s reshaping the future of the industry—making it more inclusive, more innovative, and ultimately, more successful.
As one of the few female MDs in the UK telecoms sector, Natalie Strange understands the value of visibility. Her appointment wasn’t just a personal achievement—it sent a message: women can thrive in telecoms, and businesses that embrace diversity are better for it.
Natalie’s leadership approach at RPS Telecom is based on a clear principle: inclusion starts at the top. “If senior leaders don’t live and breathe the culture they want to see, it simply doesn’t happen,” she says. “People look to the leadership team for guidance on what’s acceptable and what’s possible. That means we have a responsibility to create environments where everyone, regardless of gender, background or experience, feels able to contribute and succeed.”
At RPS Telecom, that’s not just talk—it’s embedded into every aspect of the company, from recruitment and training to flexible working and career development. As Natalie explains, “I want to build a business my two boys can be proud of—one that shows them how to lead with empathy, respect and authenticity.”
RPS Telecom’s inclusive culture didn’t emerge overnight. Over the past 20 years, it has been carefully nurtured, with a focus on empowering all employees and ensuring diverse voices are heard. From championing women in engineering roles to building a respectful, people-first workplace, Natalie has helped shape a company that thrives on collaboration and inclusion.
“We champion women in tech because we know that different perspectives make us stronger,” she explains. “Our team is our biggest asset, and we’ve created a space where everyone can learn, grow, and bring their whole selves to work.”
This commitment to inclusion isn’t just good ethics—it’s good business. Inclusive teams perform better, innovate faster, and retain top talent. By fostering a culture where people feel valued and supported, RPS Telecom is future-proofing both its workforce and its commercial success.
Beyond her work at RPS, Natalie is also driving progress at an industry level as Co-Chair of the Women in Telecoms group, a special interest initiative supported by Comms Council UK. The group exists to provide a “safe space” for women in the sector—connecting them with mentors, encouraging development, and tackling key barriers to inclusion.
Through her role, Natalie is helping shape the future of telecoms by promoting visibility, advocating for inclusive policies, and championing the voices of underrepresented women. “It’s about practical support, not just talk,” she explains. “We want women to feel confident, capable, and heard—not just recruited, but retained.”
The group also works closely with industry leaders and organisations to create alignment on values and priorities, reinforcing a collective sense of responsibility. As Natalie notes, “Real change doesn’t happen in isolation. It happens when the whole industry comes together and says: we can do better.”
The link between diversity and innovation is clear. Businesses with diverse teams outperform their peers in creativity, decision-making, and problem-solving. In a fast-paced industry like telecoms, where customer needs are evolving daily, having a team that mirrors the diversity of those customers is essential.
“People from different backgrounds bring different ideas to the table,” Natalie says. “That’s what drives innovation. If you only hire people who think like you, you’ll always come up with the same solutions—and that’s a risk we can’t afford in a sector that’s constantly changing.”
Inclusive teams also tend to have higher morale, lower staff turnover, and better employee engagement. They’re more attractive to emerging talent, especially Gen Z professionals who place a high value on ethical leadership and diversity. In short, embracing inclusion isn’t just a nice-to-have—it’s a strategic necessity.
Despite progress, the gender gap in telecoms remains significant. Women still account for just 19% of the tech workforce—and fewer than 5% of leadership roles in technical fields. Many leave the industry by age 35 due to lack of support, limited advancement opportunities, or the challenges of balancing work with family life.
This isn’t just a pipeline problem—it’s a systemic one. Natalie and the Women in Telecoms group are working to dismantle these barriers, advocating for better maternity and menopause policies, more accessible training routes, and fairer progression frameworks.
The group also addresses the stark divide between job functions—where women are overrepresented in marketing roles but underrepresented in engineering and development. “That imbalance matters,” says Natalie. “Because when women aren’t in the room where decisions are made, their voices aren’t heard—and that affects everything from product design to customer service.”
In 2023, Ofcom and major industry players like BT, Sky, Virgin Media O2 and Vodafone signed a landmark pledge to increase female representation in senior roles and create more inclusive working environments. It marked a turning point, establishing a baseline for inclusion that companies of any size can adopt.
Natalie sees this as a key moment: “When the regulator and the biggest names in the industry take a stand, it sends a powerful message. It’s no longer about individual businesses doing their own thing—it’s about an industry-wide movement. That collective responsibility is what’s going to create lasting change.”
RPS Telecom has taken that message to heart, aligning its own practices with the spirit of the pledge and building a workplace where diversity is celebrated every day—not just ticked off a checklist.
Recruitment is only half the battle. Retaining women in telecoms requires more than good intentions—it requires action. That’s where mentorship, visibility, and professional development come in.
“We encourage our team to build networks, seek out mentors, and support one another,” Natalie explains. “It’s so important that women in this industry see others like them succeeding. Visibility matters. It gives people the confidence to step forward, take up space, and lead.”
At RPS Telecom, that means creating clear pathways for progression, recognising contributions, and offering flexibility that supports different life stages—including maternity, childcare, and menopause support. By doing so, the company not only retains talent but creates an environment where people can flourish.
Inclusion is at the heart of RPS Telecom’s long-term vision. It’s not a side project—it’s embedded into everything from strategy and operations to hiring and leadership. That focus has shaped the business for over two decades, driving growth, attracting talent, and creating a culture of respect and collaboration.
“As a company, we want to lead by example,” says Natalie. “That means embracing change, challenging outdated norms, and showing what’s possible when you build a business on people-first values.”
Whether it’s through flexible working policies, investment in mental health and wellbeing, or open conversations about gender equity, RPS Telecom is setting a standard for what modern, inclusive telecoms can look like.
The future of telecoms depends on its ability to adapt—and that means tapping into the full spectrum of talent and experience available. Women have always had a role to play in tech and telecoms, but too often their voices have been overlooked or undervalued.
That’s changing. Thanks to leaders like Natalie Strange, organisations like the Women in Telecoms group, and companies like RPS Telecom that are actively embracing inclusive cultures, the industry is moving in the right direction.
But there’s still work to do.
To truly shift the dial, we need more than pledges—we need action. We need every company, large or small, to commit to inclusion, challenge the status quo, and create environments where women can thrive. Because when we do, everyone benefits: the workforce, the industry, and the customers we serve.
At RPS Telecom, we’re proud to be part of that journey—and we’re just getting started.
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