Top 5 Ways to Encourage Gender Diversity in the Workplace

Dec 06, 2022

The technology industry in the UK is valued at £764bn ($1tn), making the value of the UK tech industry more than double that of Germany, and five times larger than France and Sweden.


The rapid digital transformation that took place during the pandemic managed to accelerate the UK tech ecosystem by 42% towards this milestone, catalysing the success of the tech industry at present.


This success isn’t limited to the UK – the global tech industry is valued at $5.2tr, with the US having an approximate worth of $1.6tr. 


Yet even with all of this success, there is a continuing barrier and challenge to the success of the tech industry – gender diversity in tech.


What is the gender diversity picture like in the tech industry, and what are the five top ways you can encourage gender diversity in the workplace?


The gender diversity outlook in tech

Though there has been a renewed emphasis on gender diversity in technology, the proportion of men and women being appointed directors of tech companies in the UK has stayed the same since 2000, according to Tech Nation.


Only around 19% of tech workers in the UK are women, though more positively, 22% of tech directors are women, making the gender balance in tech leadership better than that of the general tech workforce.


Part of the reason for this disparity is that the gender diversity promoted on boards is generally more publicly scrutinised and integral to public relations than that of the general workforce.


Additionally, the quit rate in the tech industry is more than twice as high for women as it is for men.


Removing the barriers to gender diversity in the workplace is essential in reducing this quit rate and increasing the diversity of the industry - but what can you do to make your workplace more diverse?


Make a workplace-wide effort

Where many companies fall short in their attempts to address gender diversity is their approach of focusing entirely on women in the business (in terms of both tackling the issue and acting as a solution for it).


This means that the issue becomes a women-only issue, as opposed to an issue that requires company-wide support and action.


For change to successfully occur, it is important to involve men in the response, particularly given that they make up the majority of tech roles.


Raising awareness across the organisation and educating every employee on inclusivity and diversity is essential in building a strong foundation for a more diverse business.


In other words, you’re looking to create an inclusive workplace culture.


Two of the biggest barriers for women in tech, as described by Diversity in Tech, are a lack of mentors (48%) and a lack of female role models (42%) – this means a key area for building a more inclusive environment is representation.


Are women within your tech business being showcased equally? (e.g., put forward for promotions, visible in marketing collateral, part of leadership teams).


There should also be a conscious effort to equalise pay, and most importantly, consult with existing women in the business to figure out which areas require more changes to be truly inclusive.


Advertise roles with diversity in mind

The hiring process can be fraught with barriers to diverse talent, particularly during the advertising stage.


There are often different elements of job descriptions that will inadvertently speak to men and women in different ways.


For example, feminine and masculine adjectives and descriptions can impact the way that job ads are perceived, with research indicating that masculine wording in job advertisements leads to less anticipated belongingness and job interest among women.


Examples of masculine-coded words include active, ambitious, and competitive.


Examples of feminine-coded words include compassionate, cooperative, interpersonal, pleasant, polite, and supportive.


Rather than using experience qualifiers (e.g. ‘8+ years’ experience’), it may be beneficial to use capability descriptions (e.g. ‘we are looking for someone with proven capability leading high-performing teams’).


It is also essential to diversify your hiring channels, whether you opt for traditional job boards, social media, or even referrals – to diversify your talent pool, you need to diversify your hiring channels.


Add key targets and commitments to your hiring process

Firstly, you need to consider if there are key targets or benchmarks your tech company wants to meet as part of its commitment to diversity.


Are you looking to have a 50/50 split between male and female applicants when hiring for a role? Are you looking to improve your diversity metrics in a specific duration of time through a range of methods?


(It should be noted that it is important not to focus more on diversity from a data standpoint than simply an ethical standpoint for the sake of equality, otherwise this could be seen as performative to potential candidates.)


There is also a range of benefits that can be advertised for job roles that appeal specifically to women in tech, such as part-time or flexible working hours.


For organisations that are looking for a better, more diverse talent pipeline, there is even the possibility of partnering with a university or creating a graduate program specifically for women.


Review your process for any targets or approaches that aren’t aligned with a more inclusive strategy and adapt them accordingly.


Don’t just focus on attraction

Though it’s important to focus on increasing diversity as a means of attracting diverse talent, it’s equally important to nurture the talent that you already have.


Given that the tech industry is so intertwined with continual professional development and training, it makes sense to enhance your current talent pool as part of your recruitment efforts.


As an example, current female employees in non-technical roles could be offered the opportunity to be mentored or trained in more technical aspects with the potential to shift roles after cross-skilling.


The additional benefit of having women in your tech company already is also the opportunity for feedback – is enough one-to-one support being given? Are there enough training programs/upskilling opportunities offered, and are they inclusive? 


Giving current employees the chance to adapt and advance in their roles not only empowers them, but also encourages potential candidates due to seeing the commitment your organisation has.


Partner with the right specialist tech recruiter

Devoting the time necessary to increase gender diversity in your workplace can be difficult, which is why it’s important to consider how a specialist recruitment partner could help.

The right recruiter will improve and adapt your current strategy, and combine it with their expert knowledge of the current hiring market to provide the best diverse talent.


Get in touch

At Remit Resources, we use our approach to recruitment to fill the gap between a traditional agency and consultancy by focusing on development, infrastructure and infosec.

We can identify your talent needs and provide you with recruitment solutions through our global network – if you’ve got ambitious growth plans for your business, we could be the perfect recruitment partner for you.


Get in touch today to find out more.

How is Atlanta Setting the Standard for Diversity in Tech?

02 May, 2023
There has been a decade-long U.S. tech talent growth trend, with the U.S. adding 136,000 tech talent jobs last year, coming to a staggering national total of 5.5 million. One of the critical U.S. tech hubs is Atlanta, Georgia, which has been experiencing considerable growth. Atlanta has a 5.6% concentration for tech talent, ranking 7th for tech talent concentration by industry, with a large number of those with tech skills working in the tech industry in the region. A key marker for Atlanta’s tech scene, however, is its diversity. The city itself is known for its diverse racial makeup, with 48.2% of the population being Black or African American , 41.0% White, 5.0% Asian, and 3.7% identifying as two or more races. Additionally, the city has a relatively young population, with a median age of 34.7 years, which is another key marker of the city’s overall diversity. But how is Atlanta setting the standard for diversity in tech? The outlook The foundation for Atlanta’s diverse tech scene can be summed up by its colleges, culture, and support network for tech businesses. For example, Georgia Tech is one of the top engineering schools in the country, spearheading initiatives for underrepresented populations such as Georgia Tech’s Center for Education Integrating Science, Mathematics, and Computing (CEISMC). Georgia Tech also has prominent research programs in areas such as computer science, robotics, and artificial intelligence. Another example of a strong academic presence contributing to Atlanta’s tech scene is Georgia State University which has a business school offering a program in information systems to prepare students for tech careers. Atlanta also has the second-highest number of black-owned businesses in the U.S. and has been named the number 1 hub in the U.S. for Black-owned businesses, with a high number of these startups concentrated in the tech industry, in part due to the thriving startup culture in the city. Many of the successful startups in Atlanta are led by women, such as Aquagenuity, created by Founder and CEO Doll Avant to leverage AI to help people and cities protect and monitor their water quality. But which areas are Atlanta thriving in when it comes to diversity in tech that are setting the standard? Initiatives and support for tech Atlanta isn’t simply resting on being a diverse city, it’s actively encouraging a number of underrepresented communities to become involved in tech through various programs, initiatives, and other forms of support.  When it comes to gender diversity in tech alone, there are the following organisations supporting women in the tech industry and helping to promote greater gender diversity: Women Who Code Atlanta Women in Technology (WIT) Atlanta Women’s Entrepreneurship Initiative (AWE) For LGBTQ+ entrepreneurs, there is the Atlanta Gay & Lesbian Chamber of Commerce (AGLCC), providing networking opportunities and mentorship programs. Another significant support system for diversity and inclusion in tech is the Atlanta Tech Village’s Diversity and Inclusion Council, which is a group within Atlanta’s tech village that focuses on creating a more diverse and inclusive tech ecosystem in the city. For underrepresented entrepreneurs, TechSquare Labs is a startup incubator and venture capital firm that focuses on support through mentorship, funding, and other resources. In short, Atlanta is abundant with support systems for underrepresented groups in tech that are changing the landscape of the industry in the city. It’s full of opportunity There’s a reason why the likes of Apple, Microsoft and Visa have opened offices in Atlanta… There’s a wealth of opportunity in the city because of its diverse tech talent. The strong academic links (as outlined earlier) also play a key role – Georgia Tech, based in Atlanta, produces the most technology graduates per year in the U.S., according to CBRE Research . Add in the resources that businesses have at their disposal to grow and continue developing a more diverse and inclusive environment, and it’s clear that Atlanta’s diversity is the underlying trait of its success. Another key marker of Atlanta’s success is its status as a hub for multiple tech disciplines, including FinTech, cybersecurity, and digital media, from startups to the largest and most renowned companies. For perspective, 70% of all U.S. transactions are handled by payment processing firms located in Atlanta, aptly nicknamed ‘Transaction Alley’, within a sector containing over 200+ FinTech companies and employing over 42,000+ professionals in the state of Georgia. Atlanta is also considered to be one of the burgeoning capitals in the U.S. for high-paying cybersecurity careers, with high growth potential in the sector for professionals and businesses alike. A thriving startup culture As mentioned earlier, there’s no shortage of tech incubators and accelerators for businesses to benefit from, and many of these are geared specifically towards tech startups. Digitalundivided (DID), for example, is one of the first programs in the U.S. that is dedicated to funding and developing startups founded by Black and Latino women called the BIG incubator, with the BIG Innovation Center being opened in Atlanta back in 2016. To date, $25 million in investments were raised and 52 companies have been built. Atlanta Tech Village is perhaps one of the most well-known successes of Atlanta, being launched back in 2012 and continuing to be a hub for entrepreneurial success and founder networking. The #ItTakesAVillage initiative is Atlanta Tech Village’s way of emphasising diversity inclusion, in terms of supporting diverse perspectives and inclusive work environments, in technology. These are just two examples of the support offered to startups that emphasises diversity and inclusion from the offset. There are many more initiatives and programs, from pre-accelerators like Goodie Nation to incubators like TechSquare Labs BuiltxWomen Initiative , further emphasising the culture of support that attracts so many founders and businesses to Atlanta. It’s only going to continue growing As more businesses and professionals flock to Atlanta for its thriving and diverse tech scene, the industry will continue to adapt and grow. The success of the city isn’t accidental – as many businesses and professionals weigh up the costs and benefits of more traditional tech hubs and locations, it is only likely that the likes of Atlanta and other up-and-coming hubs will be viewed as a more viable, attractive option. For tech companies looking for a region bursting with diverse talent and a wealth of support and innovation at their fingertips, Atlanta is the key to growth. Get in touch At Remit Resources, we use our approach to recruitment to fill the gap between a traditional agency and consultancy by focusing on development, infrastructure and infosec. We can identify your talent needs and provide you with recruitment solutions through our global network – if you’ve got ambitious growth plans for your business, we could be the perfect recruitment partner for you. Get in touch today to find out more.

4 Steps to Staying Ahead in the New Era of Talent Competition in Tech

By Richard Morgan • 28 Apr, 2023
As skills and labour shortages continue across the tech industry, there’s a prevailing question for tech companies to consider… How can companies stay ahead in the new era of talent competition in tech? Economic uncertainty and a recent influx of high-profile layoffs in big tech have left many businesses scrambling away from, rather than towards, recruitment as a competitive advantage during such a tumultuous period. The post-pandemic impact is still influencing the hiring market in tech, with a continuing demand for tech experts to keep up with post-pandemic digitisation and an ever-widening skills gap in areas such as cloud computing, AI and ML. Yet, to prepare for a potential recession or any level of economic uncertainty, it is vital that companies understand the necessity for a sustainable and streamlined talent strategy. So, how can you stay ahead of the new era of talent competition in tech? Take a look at our step-by-step guide below. 1. Re-evaluate what you’re looking for When many businesses think of hiring or recruitment, they think of how to attract talent, analyse their skills, and onboard them (and hopefully, retain them, too). Whilst there’s no issue with this process in a general sense, it ignores the importance of aligning your approach to hiring talent with your long-term business goals. In other words, how can you find talented tech candidates that are a good cultural fit that can contribute to wider company goals, whilst also aligning with its values? Adjusting your approach to stay ahead of the new era of talent competition is reliant on this shift because it will not only help to fill current roles in your business, but to define the qualities and skills for future roles also. Important questions to get your organisation started include: Does your organisation plan to expand in the next few years? If so, how does talent influence your organisation’s ability to expand (this could include the next year or even the next five years depending on your growth plans)? Where does your organisation need the most support? (e.g., if you intend to shift more of your workforce to a hybrid model, this may mean you’re looking for cloud computing skills primarily) Which skills are the most vital in helping you to meet business goals and objectives? Which values are integral to the direction your organisation is moving towards? (e.g., if diversity and inclusion are key to the future of your company, how do a candidate’s values tie in with this?) The best way to approach this is to keep in mind that there are the skillsets/qualifications you need to identify alongside your awareness of your organisation’s future. 2. Make recruitment an active process In such a competitive hiring market, waiting for candidates to apply to your organisation will not only barely scratch the surface of your hiring needs, but it’ll also result in a talent pool that isn’t diverse or necessarily aligned with your requirements. Instead, you should focus on building an active talent pipeline. This means actively finding candidates through different sources, including: Social channels: Whilst platforms such as LinkedIn are usually top of the agenda for sourcing candidates (whether active or passive), other social platforms like Facebook, Twitter and Instagram can be used to attract candidates through organic and paid social efforts. Additionally, online tech forums can be a great place to locate tech talent. Referrals: Referral programs are a great way to reward current employees for referring candidates, particularly since current employees have a strong idea of the cultural and skill fit required for a role. Networking events: Another method that provides access to both active and passive candidates, approaching candidates at in-person events can be a more personable way to connect with talent and build a network that can be referred to at a later date for suitable roles. A recruitment partner: Even with a variety of recruitment channels to work with, it can bring some much-needed peace of mind to work with a recruitment partner that not only knows tech but also knows the landscape of the current hiring market, candidate expectations, and the best approach to securing top talent. 3. Boost your employer brand In a candidate-driven market, your employer brand is extremely important in highlighting the benefits of working at your organisation, whilst also conveying its values and culture. How can you go about boosting your employer brand to attract tech talent? Showcase your values and vision together: Candidates are your target audience in this case, which makes conveying your values and vision an integral part of attracting this target audience. This information should be consistent across your marketing channels. In other words, where do you want to be and how will your values help to get you there? This should be a consistent and concise message. Highlight employee benefits : Though employee benefits are a separate entity from your branding, they work together when done effectively. Benefits tie in strongly with values, for example, if an organisation strongly values work-life balance, then benefits such as flexible working or wellbeing support would go hand-in-hand with this. Involve current employees: Employees are the best advocates for your business when it comes to attracting new talent. By getting current employees to speak about their experience working at your business, you can have a wealth of content to use across your website, social media channels, and other marketing collateral. 4. Don’t limit your recruitment efforts It can be tempting during periods of uncertainty and high competition to scale back your hiring and recruitment efforts. However, this usually means that you’ll rush the process when it is necessary and rarely have the desired outcome, meaning you’ll likely end up spending just as much in the long term. This approach also has a knock-on effect on your overall organisational productivity, as it is a firefighting, all-hands-on-deck approach that isn’t sustainable. Instead, you should focus on: Building a network of candidates: As mentioned earlier, when interacting with candidates across various channels, it’s important to nurture these relationships even when there isn’t an immediate hire in mind. This is the best way to build a sustainable talent pipeline. A consistent employer brand: In the same way that your recruitment efforts shouldn’t solely be during specific periods, neither should your employer branding efforts. You need to consistently market your employer brand across your marketing channels and during interactions with potential candidates. Staying ahead of trends: The current challenges – flexible work, economic uncertainty, a candidate-driven market – are unlikely to disappear over the coming years, but that’s not to say new challenges won’t arise. It’s important to keep an eye on how these challenges act as barriers to your ability to stay ahead in the new era of talent competition in tech so that you can plan for them. Let us help At Remit Resources, we use our approach to recruitment to fill the gap between a traditional agency and consultancy by focusing on development, infrastructure and infosec. We can identify your talent needs and provide you with recruitment solutions through our global network – if you’ve got ambitious growth plans for your business, we could be the perfect recruitment partner for you. Get in touch today to find out more.

It’s Time to Scale your Tech Business

14 Apr, 2023
From difficulties hiring to high levels of competition, tech businesses aren’t short of issues when trying to scale up. During such critical periods, tech businesses are looking primarily to scale up, rather than to grow, as the first involves increasing revenue without incurring significant costs and the latter requires new resources and additional costs. It’s time to scale your tech business… So what steps can you take? 1. Refine your company culture Company culture is an area that often presents significant challenges for businesses… But why? For mid-stage companies looking to scale up, the company will often go from one that is quite tight-knit to one that is considerably larger and includes remote or hybrid workers. Whilst this might not seem like an issue on the face of things, it can often result in employees struggling to work towards the same goals or to feel valued and respected enough to do so. There are a few key issues here to manage in order to scale up Visibility: with remote, hybrid, and flexible working arrangements becoming commonplace, it’s never been more important to implement an approach that prioritises visibility (e.g., regular team check-ins, asynchronous working to adapt to cross-functional teams). Stability: are team members/employees consistently updated or included in communications? Without stability in your communication, employees will struggle to work towards the same goals or stay updated with any company news. Recognition: it’s important to make sure that all employees feel valued and motivated to show up to work, which is why a culture of recognition is so important, whether this is celebrating personal milestones, including recognition in company communications, or a range of employee benefits. 2. Improve your employer brand Employer brand is a critical tool in your recruitment efforts, particularly when trying to expand your workforce and build out your C-suite effectively. There are multiple areas of employer brand that are important when it comes to scaling up, such as employee benefits. In other words, how are you going to reward employees for the skills and expertise they bring to their role? Benefits can cover multiple areas, such as: Education and training: reimbursed courses/tuition, training courses, mentor support Health: vision, dental and healthcare coverage Employee support: mental and physical health resources (e.g., wellness apps, gym memberships) Work-life balance: flexible working opportunities, parenting resources/time off, paid annual leave, subsidised travel 3. Refocus your recruitment strategy Many businesses are reluctant to either change the way that they hire or readjust the structure of their workplace. However, both of these elements are critical to the success (and scaling up) of your tech business. When it comes to the attraction aspect of recruitment, elements such as employee benefits and employer brand (as mentioned above) can be critical factors for hiring in such a competitive landscape. Additionally, businesses should focus on avoiding hyper-specificity when hiring – talent is scarce, and if you’re not expanding your talent pool by adjusting some of your requirements, it’s unlikely you’ll be able to compete for such a narrow demographic. Retention is equally important as employees will act as your advocates when hiring new candidates, and it also keeps your business stable during volatile hiring markets. Retaining employees is equally reliant on the benefits you offer, as this is a competitive advantage that is likely to stop employees from looking elsewhere for better options. 4. Expand globally The talent networks of today are global. Candidates and employees are no longer looking for a fixed-location, 9-5 office job. For many, hybrid and remote working (or any flexible working arrangements) are the new norm, which opens up an entirely new talent pool to businesses. To be able to benefit from this, however, businesses need to work on ensuring that salaries are competitive and that their employer brand is highly visible, alongside employee benefits outlined in job ads. Hiring without the limitations of proximity or geography is often necessary for such competitive hiring markets – tech talent is, after all, a high demand and low supply demographic. Additionally, expanding globally through your talent network means that you can focus on work productivity and quality rather than hours spent in the office, which is better for your business in the long term. 5. Find the right talent partner At Remit, we’re leading talent partners that use an honest, transparent approach to every relationship we build and service we deliver. We use our global network to deliver people with the critical and emerging technology skills you need to continue your rapid growth. Remit is the perfect talent partner for businesses looking to scale up because our mission is to increase your access to the best talent – you can secure people critical to the success and growth of your business easily and efficiently. There’s never been a better (or more critical time) to scale your tech business! Get started We’re a leading cloud talent provider for businesses and professionals across the world, connecting fast-growth start-ups and scale-ups with the most ambitious and talented professionals. Get in touch with the Remit team to find out more about how we can help your business.
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