Despite the fast rate at which the UK tech industry continues to transform, the struggle to attract and maintain diverse talent persists. Fostering a culture built around different perspectives is essential to the success of the tech sector. According to global non-profit Catalyst, businesses who adopt inclusive policies are 59% more likely to see an increase in innovation, creativity, and openness. 

As an industry built on rapid change and new approaches to age-old problems, including a range of minds is an invaluable resource. The tech sector has much to gain from the boost that diversity and inclusion can offer to innovation and creativity. Investing in these areas paves the way for businesses to take a step in the right direction, away from groupthink, and towards growth.

Turning intention into reality

Organisations need to make it easier for people from diverse backgrounds to enter the tech industry. Existing underrepresentation can be attributed to various factors such as historical biases, limited access to educational opportunities, and societal stereotypes.

As a result, there is a smaller pipeline of talent from diverse backgrounds. For example, Tech City UK found that as few as 13% of women entering the talent market hope to work in the tech industry. This means that despite earnest efforts, tech leaders are struggling to turn good intentions into reality.

Overcoming these challenges can be achieved through various means, such as implementing inclusive hiring practices, proactively recruiting from underrepresented groups, partnering with educational institutions, and embracing flexible working. Diversifying their talent pool enables organisations to bring a richer range of skills, perspectives and experiences into their business. 

You can’t improve what you don’t measure

To make the tech industry more diverse, inclusive, and in turn more innovative, leaders must begin with setting actual tangible goals, just as they would any business objective.

Similarly, companies must be transparent about their targets and initiatives, constantly gathering feedback and input from employees and sharing real-time progress with stakeholders and the wider world. At Thoughtworks, we aim to maintain 40% gender diversity in tech roles. Each of our regions has additional focus areas for diversity within underrepresented groups in their countries, for example honing in on race, ethnicity, disability, and/or LGTBQ. 

Amplifying diverse voices 

Including a diverse range of voices in business will improve creative outcomes for organisations. Creating an environment in which employees feel comfortable challenging assumptions and sharing stories takes necessary work; but by appointing executive “owners” of specific diversity areas, companies can focus expertise through training, mentorship programs, and workshops catered to under-represented individuals.