11 things I learned from BIMA’s Tech Diversity and Inclusion Report 2019
There is an obvious business case for acknowledging the importance of inclusion and diversity in the workplace. Employers wish to attract top talent, but to retain that talent they must foster conditions for success, and that includes encouraging people to be their authentic selves.
As the fastest growing sector, the UK tech industry is worth £184bn, but it still faces a potential talent shortage. BIMA’s Diversity and Inclusion Council recently set out to understand why this might be, by commissioning the first piece of research to deep-dive into the issue. Broadening the conventional thinking around diversity, the report, which surveyed over 3,000 people, includes data around neurodivergent and disabled people, as well as those who may have poor mental health.
The ultimate aim of the report is to understand the lived experiences of marginalised groups working in tech, identify barriers to success, and uncover opportunities. Here are some of the things that caught my eye …
MENTAL HEALTH
1. People working in tech experience stress levels as high as those working in the NHS, with instances of depression 5 times higher than the national average. Younger people tend to get promoted quicker in the industry, which could mean they experience higher stress levels earlier on in their career.
2. If humans are scared or stressed, their Seeking System shuts down. This inhibits their ability to be curious and to question, which ultimately dulls creativity.
3. By law, companies are required to have 1 First Aider per 60 employees. The media company Xandr have introduced new roles; for every 60 employees they have 2 Mental Health First Aiders to help spot the early signs of those struggling with their mental health.
How does your company approach mental health? Fluxx recently set up an internal group called Fluxx Mental Fitness. We are experimenting with sessions by bringing external guidance. Our most recent session with Abracademy helped us build self-confidence with magic!
DIVERSITY
4. 1 in 5 study participants were neurodivergent, which is twice the national average. Neurodivergent people include but are not limited to, those who have ADHD, dyslexia, dyspraxia, dyscalculia and Tourette’s syndrome. Nationally, 33% of people who have ADHD are reported to work in IT. Evidently, there is a huge opportunity to attract diverse talent, but the internal infrastructure still needs to be there to provide the necessary support.
5. In the UK, 14% of children grow up in families that receive income support. But in the tech industry, over a third of people questioned grew up receiving free school meals or income support, indicating that there is a higher rate of socio-economic diversity in tech compared to the national average.
6. 1 in 5 people working in technology had no previous experience in the industry; information gets old quickly, so the best way to learn is to just get stuck in. In fact, 23% of study participants were self-taught, suggesting there are multiple entry points into the industry. (On that note, my colleague Rory wrote a brilliant article about how his mum became a data scientist at 54 — check it out.)
7. Although it looks like getting into tech doesn’t require jumping through ridiculous hoops, a shocking 52% of respondents didn’t return to work after caregiving. Sky recognised this issue and set up Get Into Tech, a programme that helps women with little or no experience move into the industry. A number of these women go on to be employed by Sky. Mums in Tech is also doing great work in this space.
How does your company understand diversity? Is it about how people look, the way they think, the places they came from, the views they hold, their level of experience? Last year, we assembled the Fluxx Diversity and Inclusivity group, which aimed to identify and prioritise the changes that we wanted to see in the company. We recognise there is a lack of diversity within our industry generally, so we are working on a number of initiatives to help change this. We are currently working with Apps for Good on their ‘App in a Day’ course held in inner city schools, as well as hosting very successful ‘Discovery Days’ with the Mayor’s Fund. The aim of these days is to introduce young people from broader socio-economic backgrounds to the possibility of working in technology and innovation, and to show them that there is not a set path to get there.
DISCRIMINATION
8. 40% of study participants reported increased instances of discrimination, particularly in relation to political views and immigration, since the EU Referendum.
9. Even though the number of women and neurodivergent people in tech is increasing, 35% and 24% respectively report that discrimination has affected their career. The panel suggested this could be because tech companies, particular “poster child” companies like Uber, Apple and Facebook, are generally set up by the same kind of people: white men who glamourise burnout. These companies do not necessarily have diversity woven into the fabric of their company values.
10. 2 out of 5 Afro-Caribbean and mixed heritage study participants say they have experienced discrimination. Michael Olaye commented that as a young black man, one of the greatest barriers for him was his family’s assumption that working as a developer didn’t offer viable financial gain. They preferred conventional vocations such as medicine or law. He is now CEO of the experience, design and engineering company Dare, where he champions inclusion.
11. Innovation can occur when you cater to a specific demographic; Microsoft’s Design capability allows users to place words on a page, which are then transformed into infographics. This was created because a blind Microsoft employee wanted to be able to create visually rich slides for their audience. This has now been rolled out for public use.
How do you create an inclusive environment at work? At Fluxx, our work requires us to be inquisitive, open-minded and conscientious. We are proud that we come from very different backgrounds, one team made of diverse talents. However, we also recognise that we might have different individual needs and values. Because we are so different, whenever there are issues that affect everyone, we consult broadly to make sure everyone’s needs are heard. Currently, we are reviewing our benefits package as well as how we articulate the company structure to ensure that the systems we have in place work for everyone.
Be sure to read the full report; it’s full of interesting insights and case studies, as well as practical advice for tech companies. There are clearly huge areas to work on, like awareness of neurological diversity, discrimination in the workplace and the importance of looking after our mental health. These issues are mirrored in wider society too, and one of the most rewarding things about working in the UK’s fastest growing industry is that there really is potential for disruption. It’s a case of start by starting — having the conversation is the first step to making any impactful change.
I’d love to hear the initiatives your company has implemented, please do comment below. You can also keep up to date with all things Fluxx by signing up to our newsletter.
