The State of Play
We know it’s tough in Tech right now. According to Technation.io only 17% of the UK Tech workforce are women, and women own just 5% of tech start-up businesses. Girls and young women have few female or non binary role models to look up to in our industry, and with just 7% of the girls choosing computer science at A-Level, the balance looks unlikely to shift any time soon without some real focus and a concerted effort to attract a more gender diverse audience into technology roles.
An Agile Approach to Diversity and Inclusion
So, in an environment of such fast growth how do you prioritise a diversity strategy when the available resources do not work in your favour? At Kin + Carta Create, we tackled this in the way that we tackle most things; through an agile, iterative approach.
We kicked off the strategy and set the direction of travel by talking to our team at Kin + Carta Create. Through a series of interviews, conversations and an anonymous survey we were able to build a view of how people felt about gender diversity within our organisation. Based on the perspectives we heard, we mapped out the typical Kin + Carta Createber journey and key paint points hindering a more diverse Kin + Carta Create..
At this early point in the journey, we also established our Diversity vision. Our vision was designed to be all-encompassing and address diversity as a whole, not just gender diversity.
"That every person at every level at Kin + Carta Create feels heard and empowered to Shape Kin + Carta Create today and tomorrow"
Beneath our vision we established our long term goals which were focused on key points in the lifecycle of a Kin + Carta Createber, Hiring, Engagement and Development:
- DEVELOPMENT / BUILD A DIVERSE LEADERSHIP TEAM
- HIRING / ESTABLISH A BALANCED WORKFORCE
- ENGAGEMENT / CREATE A NETWORK FOR EVERYONE
Some successes we saw included running our job adverts through a tool called Texio to identify bias and encourage a more diverse set of candidate responses, ensuring we had a 50/50 ratio on all speaking panels, and more female presence throughout the candidate interview process.
We also established a women’s network called Women on the Rise; a space for women in the company to meet, share stories, hear inspirational speakers, and discuss career progression. And, once a quarter we all gathered for a women’s breakfast - an opportunity for us to spend some social time together and build those all important relationships that encourage a happy and prospering work environment.
Along the journey, we added a third person to our team. Shaima Eaton joined our taskforce and brought with her a hugely valuable third perspective and HR experience, which helped accelerate our inclusion strategy. This is just the start of the journey, and although the diversity strategy is now very much a key focus for our People team, we intend to keep driving this strategy forward.