Commitment and collaboration
Organisations that are explicit, clear and engaged with their EDI strategy have a greater chance of succeeding and have a better reputation among stakeholders. Commitment goes hand in hand with accountability, which is critical to the overall success of any EDI strategy. Public commitment also facilitates collaboration with others. This section outlines practical steps you can take to make a meaningful commitment to EDI and work with others to make progress.
The close relationship between EDI and digital inclusion means that organisations in the digital and tech sector may also particularly wish to consider how they can use their digital and tech expertise to assist with their EDI strategy, for example, committing to increasing the digital capability of the workforce.
Learn about EDI and how it applies to your sector
The starting point for any size organisation will be learning about EDI and how it applies in your sector; consult and share your findings with your organisation’s board members and Employee Resource Groups (ERGs). You can learn about EDI in the digital and tech sector in London through the resources on this page.
There are specific reports available, which will help give you a solid grounding in the concerns facing your particular sub-sector. Please check the resources here. Sharing those that are relevant to you with others in your organisation and outside will give you an opportunity to digest what you have read, discuss ideas, and disseminate key information about supporting underrepresented groups.
Collect data on the diversity of your workforce
Data is fundamental to any successful EDI initiative. Without understanding the breakdown of who is in your workforce, it is difficult to identify where particular interventions will successfully improve EDI outcomes. You can find information and resources to help you collate your organisation's data here. Tech Talent Charter also has a specific guide for collecting diversity and inclusion data.
As a starting point, consider the method you will use to collect data - a short survey can be a useful tool. Begin with asking about the nine protected characteristics and consider any qualitative information you would like to gather from your workforce. Once you have collected demographic data, ensure that you analyse the results through an intersectional lens.
If you are a larger organisation, consider commissioning a third party to conduct an annual EDI audit. This can help your organisation to keep track of any progress and help to refresh your strategic EDI approach.
As a starting point, consider the method you will use to collect data - a short survey can be a useful tool. Begin with asking about the nine protected characteristics and consider any qualitative information you would like to gather from your workforce. Once you have collected demographic data, ensure that you analyse the results through an intersectional lens.
Embed EDI into your business plan as a strategic priority
An EDI policy is a written agreement for your organisation which addresses how you will promote equity and create a safe and inclusive atmosphere for your employees and service users. Equal Measures has created an adaptable EDI policy template you can use.
Small business owners are always squeezed for time and wear many hats in the organisations they run. Setting aside time to consider EDI on a regular basis will help to create a habit. Even 30 minutes a fortnight or a month will help you to become more intentional about how you build EDI into your work.
Where you can, allocate a specific pot of money for EDI, however small. This could be used to:
- Upskill yourself or key people in your team on EDI best practices, for example, inclusive recruitment practices training for anyone who makes hiring decisions in your organisation;
- Attend networking conferences and events led by minority-owned and/or inclusive tech businesses and groups;
- Update your website to include your EDI vision statement, strategy or commitment.
Engage with other industry organisations and trade unions to access advice and support on EDI
For Priority Group individuals not currently working in the sector, seeing a whole industry committed to positive change may help alter perceptions that the industry is not for them. Engaging with other industry organisations can help organisations access advice and support, whilst also sharing lessons learnt and best practice. It provides an opportunity for the industry to evolve into a sector committed to inclusion. In their extensive engagement with micro and small enterprises, Good Things Foundation identifies ‘peer-based networks’ as an integral part of organisational development, providing space for small business owners to discuss challenges and solutions.
Trade unions are also an authoritative source of guidance on equality issues in the workplace. If your employees are members of a union, their representatives will be an important stakeholder in consulting on and developing your EDI strategy. Whether your employees are members or not, the Trades Union Congress has a range of helpful resources on EDI issues.
If you are a larger organisation, consider the ways in which you can take an active role in sharing information with smaller organisations. This provides your organisation with an opportunity to demonstrate leadership on relevant EDI topics.
Here are some of the ways that your organisation can start to think about engaging and collaborating:
- Encourage and support employees to speak on external industry panels and publicise these events explicitly via all appropriate channels;
- Attend networking events for underrepresented groups within the industry and highlight role models, encouraging leaders and managers to attend events;
- Sign up to relevant industry membership groups or pledges and work with other organisations to set and achieve EDI aims which are specific to the sector;
- Share EDI best practice for the digital and tech sector with other organisations, as well as obtaining guidance on how best to facilitate a robust EDI strategy and culture. Share collaborations publicly to bolster accountability;
- Consider cross-sector mentoring and reverse mentoring;
- Take part in research within the sector to improve data disclosure, data gathering, and data analysis in relation to EDI.
- Tech Talent Charter (TTC) - a government-supported, industry-led membership group bringing together over 700 signatory organisations. Membership is free and allows organisations to network and share practical tools and materials.
- #ChangeTheFace Alliance - an informal collective of like-minded thought-leading technology companies who collaborate to make the tech industry a more inclusive place. They have worked together to create a set of Guiding Principles which set out how they aim to change the face of technology going forward.
- #RaiseTheGame - a pledge to improve EDI in the games industry which is administered by Ukie and aimed at businesses of all sizes. It focuses on improvements through diverse recruiting practices, building inclusive working environments and representing voices in their games.
- Esynergy support Beequal (Balanced Empowered Equal) - a community who are passionate about tech; one of their shared goals is to diversify their workforce.
''One of the biggest themes that we heard back from our staff was to make meaningful partnerships with organisations that support people from underrepresented backgrounds.''