The Future of Diversity in Tech: Insights from Our Latest Event

 

Last week, Fruition hosted The Future of Diversity in Tech, an event that brought together thought leaders, industry professionals, and allies to discuss the challenges and opportunities in fostering diversity, equity, and inclusion (DEI) within the tech sector. Hosted by Matt Wood and Kev Harper, Technology Specialist Managing Consultants at Fruition, the panel featured a diverse lineup of speakers who shared valuable insights on the importance of DEI in tech, obstacles to progress, and actionable steps for creating more inclusive workplaces:

The event highlighted that diverse teams are 8% better at decision-making and 35% more productive, with inclusive workplaces driving innovation and revenue growth. As Matt noted, "Diversity in tech is not just a moral imperative; it's a business necessity."

The discussion covered key themes such as active allyship, psychological safety, retention and career progression, and inclusive hiring practices, emphasising the need to move from awareness to action in DEI initiatives.

Key Themes and Actionable Insights

What's Holding Back Diversity in Tech?

Ellen highlighted the tendency for companies to conflate activity with progress, emphasising that "Inclusion is not a box-ticking exercise—it's a long-term mindset shift." Rachel shared insights from establishing a Women in Tech group at Jet2, while Mala discussed her personal experience entering the tech world as a minority.

The Importance of Active Allyship

Rachel stressed the need for active allyship, stating, "What we need is active allyship—advocates who step up and drive change." Jet2 actively involves allies in its Women in Tech community to build a culture of genuine support.

Psychological Safety

Charlotte underscored the value of psychological safety, explaining, "If people can't be themselves at work, they spend 10-20% of their energy hiding their identity. That's energy they can't put into innovation or collaboration."

Retention and Career Progression

Peter highlighted retention as a critical aspect of DEI, saying, "You can hire diverse talent at junior levels, but without retention and progression, you won't see them rise to leadership."

Inclusive Hiring Practices

Charlotte and Mala advocated for human-centric recruitment processes, emphasising the importance of moving "from compliance to truly inclusive policies that treat everyone as individuals."

Moving from Awareness to Action

The panel emphasised the need to translate awareness into tangible action. Ellen stated, "Awareness days are a starting point, but real progress comes from embedding inclusion into your business strategy and culture."

The role of data in DEI initiatives was also discussed, with Mala warning against relying solely on numbers: "Data tells part of the story, but lived experiences and qualitative insights are equally important."

Key Takeaways on How You Can Make a Difference

  1. Be an active ally

Support DEI initiatives through action, not just words.

  1. Promote psychological safety

Create environments where employees feel safe to express themselves.

  1. Focus on retention

Build equitable pathways for diverse employees to grow and thrive.

  1. Rethink recruitment

Use inclusive language in job adverts, offer flexibility, and address biases in hiring processes.

  1. Lead by example

As Peter noted, "Leaders set the tone. Model inclusive behaviours and hold yourself accountable for progress."

Join the Movement

To stay connected and contribute to future discussions:

Let's continue driving meaningful change—together.

Contact Us

Tel: 0113 323 9900 | Email: hello@fruitionit.co.uk | Leeds Office: 1 York Pl, Leeds LS1 2DR 
Manchester Office: The Lincoln 2nd Floor, Lincoln Square, Brazennose St, Manchester M2 5AD

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