This episode of Testing Peers is published in recognition of International Women’s Day (8 March).

International Women’s Day is a global moment to recognise the social, economic, cultural, and political achievements of women, while also highlighting the continued work needed to achieve gender equality. It is also a call to action to accelerate progress and support women’s advancement around the world.

You can learn more about the campaign and its initiatives at
https://www.internationalwomensday.com/

Episode Overview

To mark International Women’s Day, this episode brings together Linda van de Vooren, Rachel Kibler, Tara Walton, and Christine Pinto for a conversation about their experiences working in software testing and technology.

The discussion ranges from workplace dynamics and technical credibility to confidence, identity, and the importance of supportive communities in tech. Drawing on experiences across different countries, organisations, and career stages, the panel reflect on the challenges and opportunities of working in the industry today. International Women's Day

Episode Highlights

Theme songs for the moment

The episode begins with a bit of Testing Peers banter as the hosts share the song that best represents their current stage of life. From Eye of the Tiger to Crowded Table and even a song from Frozen 2, the choices reflect everything from startup survival mode to building strong personal support networks.

Being a woman in tech

The panel discuss how experiences can vary depending on company culture, geography, and team dynamics. Several hosts reflect on the need to prove technical credibility, particularly in environments where testing already sits in tension with development.

Finding allies

Support within teams can make a real difference. The group share how allies often emerge through one-to-one conversations and how a single supportive voice in a meeting can change how concerns about quality or risk are received.

Competition and the “crab bucket” effect

The conversation touches on the crab bucket effect: situations where people unintentionally hold each other back in competitive or unhealthy environments. The group reflect on how workplace pressure and culture can contribute to this dynamic.

Glue work and invisible labour

The panel discuss glue work, the essential tasks that keep teams functioning but often go unnoticed. From meeting notes to coordination, these responsibilities can disproportionately fall to certain people unless teams actively share them.

Identity and personal expression

From purple hair and tiaras to red suits and owl dungarees, the hosts reflect on how personal expression can influence confidence and help people show up authentically at work.

Safety and confidence

The discussion acknowledges that confidence and self-expression depend on feeling safe at work. Moments of inappropriate behaviour or boundary crossing can quickly undermine that safety and require time and support to rebuild.

Continuing the conversation at Agile Testing Days

Towards the end of the discussion, Rachel Kibler highlights an opportunity to continue conversations like these at Agile Testing Days.

[Placeholder: add Rachel’s exact forum/session name and wording here once confirmed.]

The value of community

The episode closes by reflecting on the strength of the testing community and spaces like Testing Peers, where people can share experiences, offer support, and remind each other they are not alone.

This episode explores

• Women’s experiences in software testing and technology
• Building allies and support within teams

Support the show

Welcome to another episode of the Testing Peers podcast.

In this episode, Veerle, Chris, Russell and Tara explore how hobbies influence the way we learn, collaborate and grow within testing and quality engineering.

Before getting into the main topic, the Peers open with some classic banter, covering unusual fruit sizes, strange dreams and the small details that spark curiosity.

The idea for this episode comes from talks and experiences shared within the community, where hobbies such as gaming, storytelling, crafting and sport have inspired lessons that translate into professional practice.

From Vikings and Dungeons & Dragons to pro wrestling, knitting, baking and gym routines, the group reflects on how skills learned outside of work can shape communication, experimentation and continuous improvement. Bring your hobbies to work

In this episode, the Peers discuss

• How hobbies help develop storytelling and teamwork skills
• Seeing testing opportunities in everyday life
• Different personal paths into testing and quality engineering
• Learning through experimentation, failure and iteration
• The role of data, metrics and context in decision making
• Growth mindsets inspired by fitness, crafting and gaming
• Bringing personality and individuality into technical spaces

Key reflections

This episode highlights how hobbies create spaces to experiment, adapt and learn without pressure. Whether journaling gym progress, inventing house rules in games or developing creative skills, these experiences mirror the iterative nature of testing itself.

The Peers also explore how progress is not always visible in the moment. As skills evolve, expectations rise, which can make growth harder to recognise even when it is happening. Bring your hobbies to work

#PeersCon26 Tickets for the event are live for just £30.
And as always, we are looking for sponsors to make this event the success it has been for the last 2 years, get in touch if interested

Twitter (https://twitter.com/testingpeers)
LinkedIn (https://www.linkedin.com/company/testing-peers)
Instagram (https://www.instagram.com/testingpeers/)
Facebook (https://www.facebook.com/TestingPeers)

We’re also now on GoodPods, check it out via the mobile app stores

If you like what we do and are able to, please visit our Patreon to explore how you could support us going forwards: https://www.patreon.com/testingpeers

Support the show

Hello and welcome to another episode of the Testing Peers podcast. This time, join Chris Armstrong, Rachel Kibler, Tara Walton, and Russell Craxford discussing what it means to create change in teams that are worn down, frustrated, or stuck in longstanding patterns.

In this episode, the Peers talk frame the discussion around practical reflections on joining difficult team contexts, building agency, identifying friction, and shaping improvements that matter without creating burnout.

The group focuses on the difference between technical problems and people or adaptive challenges, the value of curiosity and influence, and the power of small, intentional actions that reduce unnecessary friction and build momentum toward better ways of working.

Key themes and ideas

Teams with history and fatigue

Teams carry context, history, and stories long before new people arrive. What looks like dysfunction to a newcomer may be normalised pain to those who have lived with it. Past failed efforts at change often create deep scepticism.

The “WTF list”

Rachel introduces the idea of keeping a personal “WTF list” when joining a new team. This is a record of things that confuse, frustrate, or cause unnecessary pain. It is a tool for reflection, learning what to ask about, and identifying areas for low effort improvements while separating technical fixes from people or adaptive challenges. Some items are best kept for private reflection or manager conversations rather than shared openly.

Technical problems versus people problems

Technical problems usually have known solutions and can be addressed with the right expertise. People problems require influence, trust, and time. Effective change begins by asking why things are done the way they are before assuming what should be done.

The risk of bonding over complaints

Shared frustration can bond people quickly, "trauma bonding", but venting without action often leads to stagnation. Reflection and curiosity help teams ask what could realistically be done differently next time.

Context before action

Change attempts fail when history, constraints, or social dynamics are ignored. Newcomers often see pain points that existing teams have normalised. Without understanding the background, even good ideas can trigger resistance.

Agency, choice, and acceptance

Sometimes, change is not possible in the short term. Actively choosing to accept a situation can be more empowering than feeling trapped by it. Doing nothing can be valid when it is a conscious decision rather than passive resignation.

Small wins and incremental change

Not every improvement has to be dramatic. Small changes that remove friction can build trust and momentum over time. Cultural shifts often start with fixing minor but irritating problems rather than attempting wholesale transformation.

Positivity and recognising progress

Testing roles are often framed negatively, both by others and by the people doing the work. Creating space to acknowledge progress and success helps rebalance that narrative and improves team morale.

Leadership and advocacy

Leadership involves passing feedback upwards and advocating for change even when the leader cannot fix the problem directly. Choosing where to invest influence is an important leadership skill.

Takeaways

• You cannot change everything from every position.
• Context and history matter more than frameworks.
• Influence is more effective than instruction in people-related challenges.
• Small, deliberate improvements build momentum for bigger shifts.
• Conscious acceptance is still a form of agency.

Recommended Reading

Your Leadership Edge by Ed O’Malley and Amanda Cebula

A practical guide to the competencies and mindset requir

Support the show