Revealed: Best Strategies For Improving Diversity in the Tech Sector

Tech Talent Charter annual Diversity in Tech report reveals the most effective strategies for boosting ethnic and gender diversity in the sector.


Diversity in Tech 2021 Report

The Tech Talent Charter (TTC), the UK’s leading non-profit driving diversity in tech, has today published its annual Diversity in Tech 2021 report, benchmarking the activities and progress being made towards inclusion, equity and diversity by its signatory companies. These include Spotify, Deliveroo, General Dynamics, Very Group and Marie Curie among other new signatories making commitments to inclusion and diversity in tech. For the first time, all signatories shared data on ethnic diversity in their tech roles, enabling TTC to reveal the most effective types of interventions that really help achieve an inclusive and diverse workforce.


Top Ways To Promote D&I

The report which was based on feedback from 580 signatories (an increase of 39% on last year), made up of a wide range of companies powering the UK’s digital economy, found the top strategies for promoting D&I in tech to be; investment in D&I data systems, setting up and measuring D&I targets and gathering employee feedback. By taking steps to gather data, take ownership for reaching diversity targets and building awareness among employees to counter unconscious bias, companies reported they are seeing tangible progress in their D&I strategies. Signatories shared data and experiences on interventions that worked as well as and on those that were less effective.


Increased % of Women &  Ethnic Minorities

Other key findings from the report include the increase in the number of reported tech roles held by women, increasing from 25% in 2020 to 27% in 2021. It also found that ethnic minority representation among TTC Signatory organisations was 20% — higher than the UK tech workforce average (16%).

The report also highlights the important role for SMEs in positively impacting the future tech talent pipeline, since these companies may be able to more easily implement new D&I practices than larger, more complex multinationals. Such progressive systemic changes feed into the market at scale later, as these trailblazing companies grow. SMEs may be seen as training grounds for developing tech talent and if successful, encourage larger businesses to follow their lead.

Debbie Forster, MBA, CEO and Co-Founder of the Tech Talent Charter, commented: “We’ve been heartened to see diversity remaining a priority for so many companies through the pandemic , which is reflected by our significant growth, but 2022 will be a pivotal year as new working patterns become more normalised. Inclusion must be baked in now, or the tech sector risks cementing inequalities that have been exacerbated by the pandemic. Sharing valuable insights on winning D&I strategies means that companies across the sector can learn best practices and more quickly bring about change for the greater good of the sector and the wider UK population.  We are grateful for the ongoing support of the DCMS and that of our Principal Partners who are truly going beyond thought leadership and driving real and long-lasting change across the industry.”