IWD 2025: What does the future hold for diversity?
Coming into International Women's Day this year, I am unusually flat.
Typically, I walk into any related celebration with my head high, buoyed by the magnificent women that surround me and who exist in the tech sector – particularly in Scotland.
It feels ironic though, that this year's IWD theme is #AccelerateAction, when recent global events have been intent on squashing action around diversity, equality and inclusivity (DEI) in workplaces. This has left me nothing short of…disappointed.
The rollback of DEI in the tech sector and beyond (a significant hat tip to the new US administration), feels like we have been transported back decades. All the work that myself and my peers around the world have done and change we have made seemingly worth nothing to a small minority.
While many of these changes will unfortunately directly impact individuals in the US, we have seen a notable shift in sentiment from other organisations axing diversity from other aspects of their programmes. This includes Goldman Sachs which has removed a policy which previously barred it from advising all male, all white boards on company flotations because it was no longer needed and Meta's Mark Zuckerberg calling for workplaces to reintroduce a more "masculine energy".
The misogyny is real.
Having spent my career championing women and individuals from diverse backgrounds and ethnicities in the tech sector, such words and actions make me extremely uneasy for the future. Given the global nature of the tech sector, I am also concerned that the UK might see the fall-out of this policy reversal (and new workplace culture) and it will be to the benefit of no one.
But as we mark IWD, perhaps this is the exact moment that we all could benefit from a reminder of the value that diversity brings to business.
DEI bring big business wins
Once considered a "nice to have" policy, DEI programmes have become powerful organisational initiatives. From a financial perspective, fully inclusive organisations are typically able to hit their financial targets by 120%. Additionally, diverse organisations are 35% more likely to outperform their competitors.
But the benefits are not just financial; organisations with diverse teams are 87% more likely to make better decisions and innovation has been shown to increase by 1.7 times.
In what has been a challenging market environment for many, the benefits (certainly from my perspective) appear to outweigh the negatives.
Keeping focus on DEI
Despite what might be happening across the pond, in the UK, we are fortunate that many organisations here already have a rich seam of DEI initiatives and programmes. Guaranteeing that that they remain (and are not subject to cuts) and run deeper to strengthen the experience and skills of a company is vital.
For those who may not have officially dipped their toes in the DEI waters (or would like to do more), there are some easy steps you can take to build or enhance diversity and inclusion within your organisation to accelerate action:
- Empower your people
As they say, change comes from within. As a starting point, consider who is in your organisation and who has the passion to make that change. DEI programmes shouldn't be enforced by HR – they take the contribution of everyone in a company. From offering mentoring programmes to establishing women in technology working groups who can hear from other organisations about how they have championed parity in the workplace; when diversity becomes a part of the culture of a company and isn't an "add on", then you are doing something right.
- Extend your partnerships
Learning from others is another major aspect of supporting diversity. By engaging with organisations where diversity is their core focus – be that those striving for gender parity, championing ethnic diversity or social mobility – and actively listening, organisations could benefit in spades.
Partnerships don't just relate to groups that you engage with. Consider the source of your talent pool. We've moved beyond every entry level role requiring a minimum requirement of a master's as organisations no recognise the value in the person rather than their qualification. To extend your reach, engage with local colleges and see what talent exists elsewhere.
- Reframe returners
Organisations must also consider who is not present as much as who is – and extend a seat at the table for those absent.
Data from the British Computing Society last year estimated that the UK tech sector was 'missing' half a million women. This follows individuals leaving the sector because of personal circumstances, the impact of the pandemic or not being supported by their organisation. Creating opportunities and a culture that supports their needs and allows for flexible or hybrid working along with relevant upskilling programmes could make a significant difference to organisations and positively benefit the culture of organisations too.
- Champion diverse excellence
Whatever the initiative you move forward in your organisation, make sure that you take the time to recognise it. DEI takes time. It also takes passion, so using opportunities like Town Halls, weekly meetings or by submitting individuals for awards to be celebrated amongst industry peers can go a long way.
- Act now, talk later
Ensuring that DEI programmes continue and become more engrained in the fabric of an organisation requires action. With so much potentially at risk following a shift in policies across the pond, organisations need to do more – right now – to realise the potential benefits that successful diversity programmes bring.
To accelerate this action, we must identify those with the passion and fire with the opportunity to continue to drive and enhance the programmes that already exist. Being open to new ideas is what this is all about and appreciating the nuances that every single individual brings to an organisation. Following the rule of inspiring for inclusivity rather and culling committees where no action is ever taken is a must.
Rather than consider DEI be considered an "alphabet" policy that can be easily disposed of, this IWD, I implore those tech leaders to make sure that they keep their eye on diversity within their organisations. Not only will such a focus bring big business benefits, but it could have hugely positive outcomes for your organisation as an employer brand.
