TECH FOR D&IVERSITY REPORT 2022 - TECH LONDON ADVOCATES & GLOBAL TECH ADVOCATES
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TECH LONDON ADVOCATES & GLOBAL TECH ADVOCATES TECH FOR D&IVERSITY REPORT 2022
CONTENTS
04 INTRODUCTION
06 CHAPTER 1
SUCCESS OR FAILURE
12 CHAPTER 2
ENGAGING NEW
COMMUNITIES
18 CHAPTER 3
A MORE DIVERSE &
INCLUSIVE FUTURE
24 ADVOCATES SURVEY
28 CONCLUSION
31 MENTORING PROGRAMME
32 D&I DIRECTORY
2 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 3
In 2016, Tech London Advocates released Once again, we want to mobilise the
the Diversity in Tech Manifesto – a set of private sector to demand change. We
recommendations from tech leaders to want to recognise best practice within
ensure UK tech implemented effective the industry, but we also want to inspire
diversity and inclusion strategies. action from more employers and
business leaders.
Over the last six years, I have seen
first-hand the incredible work of We have divided this report into three
grassroots campaigners, activists and chapters – exploring the success or
industry leaders to make a more diverse failure of the last six years, understanding
and inclusive tech sector a reality. how tech can engage new communities
and practical solutions to create a more
Within the Tech London Advocates diverse and inclusive future. We have
network itself, we have extraordinary also included the findings of a survey
Working Groups bringing together of Advocates and a D&I Directory of
THE STATE OF D&I communities across the UK. TLA Women
in Tech, TLA Black Women in Tech, TLA
LGBTQ+, TLA Young Entrepreneurs,
organisations offering support to
under-represented groups.
TLA Education, TLA Immigration, TLA In the pages of this report you will hear
IN TECH 2022 Tech for disAbility and TLA Asians in
Tech are all at the forefront of changing
perceptions around D&I in UK tech.
from our TLA Working Group leaders,
as well as other voices from the tech
sector leading world-class D&I-related
initiatives and programmes.
Of course, these initiatives and
programmes take time to scale and You will also find details of the new
maximise their impact. But they are still TLA Mentoring Programme – a practical
USS SHAW CBE,
R not shifting the needle quickly enough, solution to offer young people and
and more needs to be done to ensure people looking to enter the tech
FOUNDER OF TECH LONDON ADVOCATES AND GLOBAL TECH ADVOCATES
that under-represented groups are sector for the first time connections
working in, investing in, and running with tech leaders who can share
Despite the economic challenges of the As a result, whilst every metric shows tech companies in the UK. advice and guidance.
global health pandemic, the UK’s tech that the British tech sector has matured, That is why our Tech for Diversity I would like to thank all the Advocates
sector has continued to deliver record grown and scaled, there is one variable 2022 campaign is asking what progress who have contributed to this report and
levels of growth. London has retained its that remains stubbornly unchanged – we have really made to make London shared their experience and guidance in
position as the global capital of fintech, the lack of diversity and inclusion in and the UK world-renowned for being shaping our campaign.
investment into British tech companies British tech companies. a tech city and nation that truly
reached £26bn in 2021 and the UK now embraces diversity.
has 116 tech unicorns. With Brexit limiting access to European
talent, vacancies remaining unfilled due
The UK now stands shoulder to shoulder to a lack of workers with digital skills
with the US and China as the world’s and outdated recruitment strategies
third tech ecosystem. failing to engage with under-represented
communities, good intentions to
However, whilst economic turbulence create more diverse and inclusive tech
hasn’t impacted the short-term growth companies are not converting into real
of British tech companies, it does change and action.
threaten our long-term future.
Tech for D&Iversity 2022 is a campaign
This is because economic turbulence from Tech London Advocates that says
impacts people, and makes companies enough is enough.
less inclined to invest in talent, diversity
and inclusion.
4 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 5
CHAP TE R 01
SUCCESS
OR FAILU RE Beyond the gender imbalance, there is
a crisis amongst access to funding and
investment. The latest Atomico report
isolationism, and that the UK is no
longer as welcoming and as accepting
to non-domestic talent as it once was.
in late 2021 found that a mere 1% of
The irony is that our world class
overall VC funding in Europe went to
tech industry here in the UK is not
founding teams solely made up of ethnic
homegrown - our thriving hubs and
Has UK tech become more or less diverse and inclusive minorities.
regions of technological excellence
over the last five years? Has a combination of Brexit and In the wake of George Floyd’s murder are powered by internationalism.
in 2020, numerous tech companies
the pandemic made D&I issues less of a business priority? made pledges to address their own
Post-Brexit, the government’s
introduction of the Global Talent Visa
commitments to diversity and inclusion.
has been a welcome step to attract
What does it mean to feel truly included? In many respects, this means that This attitudinal shift towards racial justice
foreign tech talent and send a message
The answer depends on who you ask. In employers are engaging with issues has inspired conversation about diversity
that talented entrepreneurs from around
the UK tech industry - which is thriving and of D&I more than ever in the race to from startups to large corporations - but
the world are welcome in the UK.
has high quality, well-paid employment to attract diverse talent to their firms. Tech the conversation is not enough. There’s
offer for people of all backgrounds - a lack companies are trying to tap into the talent been plenty written about the lack of However, the Home Office needs to
of diversity has remained a constant issue. in minority groups who have historically diversity in tech and frustratingly little remove the barriers that block access
Our sector is pioneering global innovation overlooked a career in the industry. But the has been done about it. to skilled workers overseas. The UK now
but is failing to inspire significant change socio-economic barriers to opportunity has nearly three million digital and tech
It’s going to take a concerted effort
to alter the diversity gap that is holding us and the stigma around the type of person workers in a sector that is growing every
from both the public and private sector
and the wider economy back. who works in the tech industry persists. day and is hungry for skilled workers.
to actively push for equal opportunity.
As an industry, we’re not being honest with The business case for diversity was been This must become more than just an If the UK is to retain its place as the
ourselves if we say that we have made real made six years ago - and has been made afterthought, or an overlooked item world’s third tech ecosystem, diversity
progress in the last five years. Despite the time and again since. Yet we appear to on board agendas. must become a business priority.
exponential growth of the digital economy, be stagnating on progress - tech is still Diversity must be seen as an operational
There is strong sentiment amongst our
the figures on diversity are inexcusably predominantly a white man’s world. imperative, and no longer an optional
community that Brexit and the pandemic
poor. Opportunities still seem to fall into You only need to look at the demography nice-to-have if we are to see more
have made issues of diversity and
the hands of the same people - especially of the industry figureheads in popular progress in the next six years than
inclusion less of a priority – nearly 52%
those at the top. culture to get a sense of this: Elon Musk, we have since 2016. 2016.
of respondents to our survey said they
Jeff Bezos, Richard Branson. felt as such. There is a lurking feeling
Since our Diversity in Tech event in 2016,
there’s been something of a paradigm shift There is not just a lack of gender diversity that Brexit was a vote towards
across the world in the way we work and amongst the tech magnates. Looking at
what we value. The pandemic has drawn this from a grassroots level in the UK, the
our priorities into sharp focus - people are latest Tech Nation report found that just
demanding more out of their workplaces. 19% of tech workers are women.
6 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 7
NADIN E DORRIES JAN E T COYLE
THE RT HON NADINE DORRIES MP, MANAGING DIREC TOR , BUSINESS
SECRETARY OF STATE FOR DIGITAL , CU LTU RE , G ROW TH , LONDON & PARTNE RS
ME DIA AND SPORT OF THE U NITE D KING DOM
My mission as Digital Secretary is Up White Paper set out our mission Last month’s lifting of coronavirus diverse ones on profitability. That
to open up the tech sector to new to create opportunity across the restrictions led to a sense that we is why it is so important that we
faces - to those that are currently entirety of the UK. In addition, we were drawing a line under one of do more to embed an inclusive
excluded and under-represented. must address the skills gap, so that the most challenging periods in approach - from recruiting diverse
Improving diversity in tech is a everyone has equal opportunity our recent history. teams, championing role models,
long-standing challenge - but it’s to access the required skills, such greater diversity in the VC sector
an incredibly important one if we as through our Local Digital Skills In addition to the tragic human to supporting underrepresented
are to ensure that everyone can Partnerships. Finally, we’re working cost, the changes to our way of entrepreneurs to access finance
reap the benefits of the booming to attract the best and brightest living were unprecedented. Whilst to scale their businesses.
tech economy. from outside of the UK through industries like hospitality suffered,
things like our Scale Up Visa - and other parts of the economy, like the At London & Partners we put
While I believe that good progress we want to make this group as tech sector, boomed. New digital inclusivity at the heart of our
has been made, for example diverse as possible. habits formed and unsurprisingly support for businesses. We have
through Tech London Advocates there was a correlation in actively engaged new communities
and Global Tech Advocates Working This should be an effort spanning investment with data showing that to ensure that our programmes have
Groups - it’s clear that we need the public and private sectors. 2021 was a record-breaking year for a greater number of entrepreneurs
to keep pushing. There’s still a That’s why I am so pleased that VC investment. However, we have from diverse backgrounds. We also
huge disparity in gender, ethnicity, Global Tech Advocates and Tech a long way to go until the industry run dedicated Trade Missions for
socio-economic backgrounds, and London Advocates are convening reflects the diversity of our city. LGBTQ+ communities, Black and
other characteristics. Women, for stakeholders to ensure that minority Founders and Female
example, still make up only 19% of everyone can have a share in the We know more inclusive businesses founders. The ideal outcome of
the tech workforce compared to golden age for tech in the UK. generate greater economic growth course is that these initiatives will no
49% of the wider economy. and benefit to society, that they longer be needed, that inclusion will
foster creativity by encouraging be part and parcel of the tech sector
Improving accessibility to jobs such new perspectives and challenging mindset. We are not there yet but
as in the tech sector, is a key priority group-think. A McKinsey study it is our collective responsibility as
of the Government. Our Levelling revealed that diverse companies tech leaders to ensure we get there.
are more likely to outperform less
8 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 9
J OTS SEH M B I PAT SAINI
TL A ASIANS IN TECH HE AD OF IMMIG R ATION AT PE NNINGTONS MANCHES
COOPE R LLP AND CHAIR OF TL A’ S IMMIG R ATION &
TALE NT WORKING G ROU P
London is a global city with a models matter to support and
melting pot of cultures and a mentor the next generation. London is one of the most diverse This is despite the UK immigration
thriving tech scene. When I started This has sparked the creation of cities in the world and the tech system being ‘one system for all’
my career in tech, there was little TLA Asians in Tech Working Group, sector strives to be inclusive. As and making provision not only for
diversity in roles at all levels. In with a mission to champion diversity the head of immigration at law firm maternity/paternity/adoption leave
the last five years, I have seen this in tech by connecting leaders of Penningtons Manches Cooper my but also allowing dependants of
shift with companies focusing today with upcoming leaders of team are primarily engaged by the main applicant to obtain a visa
on ensuring they are recruiting a tomorrow. Ultimately a diverse companies who wish to hire non-UK with work rights.
diverse workforce and increasing workforce brings diversity of nationals into roles based in the UK.
representation. However, there’s still experience and thought, and For once it is not the UK
further work to do with increasing research shows that diverse A deeper look at the figures immigration system which is
diversity particularly in top tech organisations outperform less however shows that more men preventing the sector from being
roles such as CIOs/CTOs. Presently, diverse organisations by 29%. are sponsored (with women as more diverse and inclusive, rather it
only 9% of IT Directors are BAME in London is the most multicultural the trailing spouse) and with the is a tool which the sector could use
the UK (British Computer Society). city in the world, and our majority of the sponsored roles to achieve this – it is for the sector
workforces and board rooms being at non-director level. We also itself to demonstrate that it is ‘fit for
During the course of my career, as I need to reflect that. see a limited number of nationalities purpose’ and be open for all.
reached increasingly senior ranks, I sponsored into Tech sector roles.
was always “the first” BAME director
or leader at that level, therefore
being an advocate for diversity
in tech, is paramount for all tech
leaders. Representation and role
10 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 11
CHAP TE R 02
ENGAGING
N E W COM M U NITIES
We know what needs to be done, and Mentoring programmes and
Is tech doing enough to reach new communities we don’t need to reinvent the wheel to apprenticeships are fundamental.
achieve it. Many of the schemes are in Apprenticeships have a dual purpose -
and create workforces that truly reflect the diversity place already, but they need support, they will benefit both tech companies
of society? Who is still excluded from tech and what financial investment and publicity to recruiting talent and for tapping into
the communities that they seek to serve. communities that often feel left out in
can be done about it? the cold. The case for training on the
Over the past five years, there has job is robust. It gives employers the
been significant efforts made by opportunity to cultivate a team around
The pandemic has presented an lack of diversity of gender, ethnicity both the public and private sector to their values, and it gives apprentices
opportunity to rethink how we educate and sexual orientation. engage younger generations into tech the opportunity to gain real-world
our society. We’ve comfortably settled via schemes and talent pipelines that experience whilst earning.
the debate about the real need to fully If you’re part of a minority represented have diversity built into their structure
integrate STEM and digital skills into group considering a career in the tech - like 10,000 Black Interns and Google’s There are intrinsic links between Britain’s
our national curriculum - but how do industry, the lack of diversity and Career Certificates. This gives us promise top Universities and the tech industry.
we engage the communities that feel representation of those you can relate for the future that engaging with new Many of our most successful tech
ostracised from the sector to build to would be a significant deterrent. After communities will be possible. businesses are spun out of Britain’s top
their skills into a career they want all - over 70% of our survey respondents universities - and as there is a diversity
to carry forward? said that a very small minority of their The importance of role models is issue at the core of many Russell
senior leadership team is BIPOC (Black, vastly underrated. In order to engage Group universities, with less than 4%
There’s a vicious cycle at play when Indigenous, and People of Colour). communities that are cut off from the of students are Black compared with
it comes to answering this question. opportunities that lie within this thriving the UK average of 8%. It will be nigh on
We’re never going to be able to recruit Leaders have a responsibility to sector, we have to completely dismantle
start commanding an inclusive impossible for businesses to improve the
talent from diverse backgrounds if we the stigma around it. Young black diversity of their employee base if they
can’t create significant cultural change culture. Job descriptions should be females for example, can’t relate to the
carefully articulated - it is easy to predominantly recruit graduates from
within the industry. There’s a definite white male figureheads that are the top tier higher education institutions.
uncomfortability in the industry when include unintended prejudice and face of the industry.
it comes to talking about the pertinent bias in phrasing.
12
21 13
G R ACE OWOL ADE- SU KI
COOM B ES FU LLER
CO - FOU NDE R , TL A YOU NG CO - LE AD, TL A WOME N IN TECH ,
E NTRE PRE NEU RS TL A & GTA ADVISORY BOARD
The numbers speak for themselves Role models and mentors are In general, tech is engaging with as opposed to the old habits
– just 5% of leadership positions in key to driving engagement and new communities but not 100% being transferred to these new
UK tech are held by women, and making the tech sector accessible in the correct manner. tech communities.
only 4% of the tech workforce is to those from underrepresented
For tech to engage in new Learning from the siloed and biased
black, Asian or minority ethnic backgrounds. Our TLA Young
communities, a different mindset, past environment and moving
(BAME). We have a collective Entrepreneurs group has been
open to accepting diverse ideas, beyond nullifies the “build back
responsibility to tackle these issues focused on ensuring that we lead
insights and processes must be better” mantra adopted by many.
and inequalities by promoting by example, and that those involved
implemented.
initiatives that enable people of are a direct representation of the I prefer “build better”, especially
all characteristics and talent to communities and talent we are Now, I am being ambiguous when the past systems were not
achieve their full potential. hoping to reach. regarding a definition of those built and did not work for all.
“new communities” as this is a
We need to start breaking down Companies and employers need The metaverse, DAO, Web3,
commentary based on
the barriers that are holding back to be present in the communities sustainability, upgraded regulatory
complete inclusivity.
people from diverse backgrounds where you can uncover talent, compliance, government policies
to enter the sector, and cast the engage with young people and help The best new approaches of and basic fundamental safety
net of opportunity much more them see the potential of a career in research and development should that includes the voices of new
widely. One of the key barriers can tech. We know that the days of pure participate in the societal areas communities are a few examples
often be personal aspirations and financial incentives are over, and the encouraging engagement by of where tech can improve
expectations, or lack thereof. Too new generation is after businesses integrating all unique perspectives. engagement, it needs to do so
many young people simply do focused on ethics, sustainability more transparently, diligently,
not see themselves succeeding in and the value of a work-life balance. This tactic grounded at ideation and purposefully.
the tech sector, and have no role If the UK tech sector is to have a stage of anything being built or
models to follow. They also lack the future, we need to unlock these new considered, will further technology
foundational elements that many ways to reach underrepresented for the future and betterment of all
of us entering the sector benefit communities.
from – social capital and networks,
financial capital, language skills
and key technical skills.
14 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 15
FL AVILL A GAVIN
FONGANG POOLE
GTA B L ACK WOME N IN TECH CEO, HE RE E AST,
TL A ADVISORY BOARD
It’s clear that the tech industry therefore an inability to understand Ten years ago, the vision for Here high growth tech verticals such
is struggling with the lack of how to engage with communities. East was born and over the last as esports, gaming and creative
diversity despite the number of decade it has grown and developed tech are booming, and appeal to
initiatives and organisations, such More must be done if we don’t in ways I could never imagine - most a new demographic. I’m seeing
as GTA Black Women In Tech, want to continuously increase the notably within our wider community. young, professional gamers who
created to improve diversity in the disparity. Having intention is great would never consider themselves
technology sector. The statistics but having goals and plan are even When we set out our original bid, as being a part of the tech industry,
are undeniable, tech is not diverse better. Some of the most effective we made one thing very clear - forging their own career path in the
or inclusive enough. Less than 15% strategies are to work closely with how important it was that Here esports world. At the Staffordshire
of the tech workforce is from black different communities, such as GTA East worked hard to engage the University campus onsite, they
backgrounds and women still only Black Women In Tech, who have the wider community by creating jobs have cultivated one of the first ever
count for 17%. engagement with different specific and opportunities. Here East was esports degrees, geared towards
community. Moreover, developing built with inclusion at its heart - to providing opportunities for those
With regard to tech and a framework which process and provide a space for the creatives from disadvantaged backgrounds
engagement with communities, guidance gathered from the most of the East London to innovate to have a career in esports.
the room is broad and some successful diversity and inclusion and collaborate at the epicenter of
players are more active than others. initiatives is another way forward. London’s thriving digital economy. The foundations we have created
Many individuals have realised are phenomenal, but our ambition
the necessity to start their own Can more be done to create Technology has certainly played is greater than the groundwork
initiatives instead of waiting for the a diverse and inclusive industry? a pivotal role in engaging new we have laid. We want to
government or companies to do Yes or no? communities - it has made many continue to evolve, grow and
the right thing. There is a lack of things more accessible and has develop our innovation cluster into
understanding, a disconnect and introduced a range of people to new a place that everyone can feel is
opportunities that they otherwise their ‘second home’.
may not be aware of. The emerging
16 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 17
CHAP TE R 03
A MORE DIVERSE &
INCLUSIVE FUTU RE to be from black backgrounds, for
example, so too will our industry
those lacking confidence in English.
Administrative costs for visa applications
continue to miss out on swathes of are very high and the process can be
potential talent to drive it forwards lengthy - we must continue to look for
and continue innovating. ways to make the system more efficient.
What more can be done to create a diverse and Among the black community, the Elsewhere, funding barriers remain
demand to be involved in the tech an issue when starting a business. The
inclusive tech industry? What examples of best industry is there - Global Tech Advocate’s Rose Review found that only 10% of
practice can tech companies adopt? Do we need more second largest working group is GTA female-founded businesses were able
Black Women in Tech, with more than to scale to £1m turnover or more, less
extreme action from regulators and policymakers? 500 members. Their mission is to than half compared to their male
build bridges of opportunity in tech by counterparts (21%).
We know the challenge our industry faces However, further steps are required - enabling black female talent to excel and
Government support schemes like the
- our task now is to take action to ensure our industry is growing each day with companies to access to black women
£500m Future Fund risk being restricted
that in six year’s time, we are celebrating demand for talent outpacing supply. In of talent - but it cannot be the sole
to the same small group of beneficiaries,
how far we have come - not lamenting the 2021, there were regularly 100,000 job responsibility of our friends of colour to
as diverse founders tend to more often
work yet to be done. vacancies each month in UK-based tech fight these battles and solve these issues.
than not seek funding through alternative
roles, the vast majority of which are well
To move the needle further, diversity As well as the opportunities on our means, like angel investors and family
paid - the average advertised digital tech
and inclusion must remain a top priority doorstep, we can do more abroad offices. We need to invest in outreach
salary is £50,663, which is 44% higher
for those in positions of power - too. Applications for the Global Talent programmes to alert diverse founders
than non-digital.
government leaders, CEOs, and boards. Visa rocketed last year, demonstrating to the R&D funding opportunities which
If those at the top do not believe and To fill these gaps, we must do more the strong appetite from talented are available.
act on the basis that these issues are to tap into talent in communities overseas workers to contribute to our
fundamental to our collective success, underrepresented in our sector. sector. While the application process Our sector is booming and can truly
then sharing examples of best practice This requires a dual approach, opening for the visa has been made simpler - define itself as thriving as we emerge
alone will have little impact. opportunities up both to those from with candidates now able to apply from the pandemic - our next task is to
abroad and in inner city, areas like themselves without needing a sponsor ensure that opportunities in the industry
Firstly, we must keep up the campaign for and to flexibly change roles after are open to all so that we are truly
Tower Hamlets, Hackney and Newham
the removal of barriers to accessing skills entering the UK without needing to representative of the communities
where London’s tech industry has
across the tech industry. The introduction inform the Home Office - fulfilling the we live and work in.
grown and flourished.
of the Global Talent Visa in early 2020 to criteria can still seem daunting for
attract skilled individuals from abroad was These boroughs are made up of significant
a welcome signal of intent to the rest of numbers of people from black and
the world that talented entrepreneurs are minority ethnic heritage. Yet as long as
welcome in the UK. only 2% of IT specialists in the UK continue
18
81 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 19SH ERIDAN GARRY
ASH B ERNSTEIN
CO - CEO, TECH SHE CAN CHIE F EXECUTIVE , TECHNOLOGY LE ADE RS ,
TECH SCOTL AND ADVOCATES LE AD
There’s a real, pressing need and moments that matter in female Over the last few years, many tech firm boards, we have to
economic case for investing lives. Our ‘Tech We Can’ educational tech companies have invested in ask why well intentioned Diversity
in technology skills in the UK. resources, aimed at children aged 5 specialist support and Diversity and Inclusion initiatives are failing
Unfortunately, many women and - 14, demonstrate the many different Equity and Inclusion (DEI) to deliver the breakthroughs we
girls, who make up half our talent technology careers available and advisory services – and that’s to all want. It might be helpful to
pool, don’t think technology feature a range of young, relatable be applauded. While tech has contrast what tech companies
is for them. Challenging those women working in tech roles. secured its reputation as one of the are doing to create sustainable
perceptions is one of the reasons I We also work with industry and world’s most progressive industries, / restorative operations as part
founded Tech She Can. Our vision schools to deliver Careers Insights the majority of DEI performance of their Environmental, Social
is for women to play an equal role programmes giving older pupils indicators for the sector point Governance (ESG) reporting
in creating and developing the and teachers a taste of prospective to painfully slow and frustrating activities and obligations.
technology businesses, products, roles in technology. progress, at best.
and services that will ultimately The Environmental data and
shape our world. Change in the industry won’t On the current trajectory, we are practices they are using have
happen unless we all work still decades away from closing been standardised in cross sector
We work together with together to make a continuing the gender pay gap. London’s frameworks like TCFD. The Social
organisations, government, and sustainable impact - and we female led businesses received and Stakeholder Governance
and schools to help inspire more see collaboration as our super less than 0.5% of the £5.3billion practices where DEI reside within
young women and girls about the power at Tech She Can. By invested by VCs in the last four a company have no agreed
fantastic opportunities a career in bringing together the collective months of 2021. Black minority standards or consistent reporting
technology can offer. We’re also experience and expertise of our ethnic entrepreneurs fare even practices. To enact real change and
highlighting that a career in tech 200-plus member organisations, worse, with analysis showing they achieve progress, it’s time to use
can be creative, exciting and a we’re developing and sharing best secured just 0.02% share of VC the global pivot to ESG investment
powerful way to make a difference practices, programmes, and policies investment between 2009 and 2019. to professionalise DEI, and ensure
to the world we live in. to increase the ratio of women these important initiatives get
working in tech and create a more With our mastery of diversity the focus, resources and backing
We’ve developed interventions and diverse and inclusive, and hence data, generous disclosures from needed from all stakeholders.
pathways into technology that can creative and productive, industry. protected groups and commitment
be introduced throughout the key to boosting DEI performance from
20 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 21SAR AH MARIE- CL ARE
LUXFORD FEN ECH
CO - LE AD, TL A WOME N IN TECH , TL A TECH FOR DISABILIT Y & DIREC TOR ,
TL A ADVISORY BOARD MY REC SPACE
I want to recognise that both investing in the education of the Looking back over the last But the greatest loss is to the
building & developing diverse future tech generation. two decades of working in the tech industry itself. Seeing how
talent pipelines whilst also shaping Tech Talent and DE&I space, I those with differing abilities
a culture that supports inclusion We are in crisis mode and more know we have made progress. navigate a seemingly ordinary day
and psychological safety is hard. needs to be done to encourage the From initiatives aiming to in extraordinary ways, highlights just
We see this both in corporates that next wave of talent to understand improve the gender balance of how much creativity and ingenuity
are trying to untangle and catch up there is a plethora of opportunities technology teams, to employee the tech industry is missing out on.
on years of entrenched behaviours in digital and tech, it’s not just about resource groups focusing on
and processes that don’t support ‘coding’. We need to find a creative underrepresented individuals, At TLA Tech For disAbility, we look
inclusive environments, to startups way for recent graduates to share companies are recognising the to raise awareness of tech startups
that have an opportunity to put their learning to students. We need need to hire and nurture diverse working to benefit the disabled
inclusion first and yet still struggle investment and training for our and inclusive cultures. community, but it works both
to find the support in baking positive teachers to learn the latest digital ways. Our Inclusive Conversation
action from the start. techniques and bring them to life But more can, and needs to be events have provided us with
in the classroom. done, with one group in particular many intersectional opportunities
It’s important employers get standing out – the 14 plus million for learning - we may think we
clear on data to understand their There needs to be radical rethink disabled people who make up 22% have understood one aspect of a
current talent pool, review their around our education system of the UK population. disability, only to be presented with
recruitment attraction techniques otherwise we are in serious danger completely new perspectives at the
and onboarding processes. We also of losing our competitive edge here Estimated to have a collective next conversation.
need better visibility, helping to in the UK. And for those who are still household spending power of
develop further platforms for talent pondering the day to day actions some £274 billion per year, their Whether supplying food, taxi
to have a voice, the opportunity to move the dial on diversity and user experience leads to over services, or medicines, it is said
to develop talent via mentorship inclusion - joining TLA/GTA you 70% clicking away from a website that every company is now a tech
schemes or sponsorship and the are in a family made of incredibly they find difficult to use. That’s a company. If companies are to
need for clarity of messaging diverse communities, you couldn’t loss of more than £11.75 billion in provide these goods and services
around inclusion from the top down. be in better company to ask those the UK alone. to all, then tech needs to be
But for me, right now the message awkward questions or join us in accessible to all.
is crystal clear - we need to be driving collaborative solutions.
22 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 23ADVOC ATES SU RVE Y
Q3
What percentage of your senior
leadership team is female?
Q1
0-20%
Do you think UK tech has become
more diverse and inclusive over 31%
the last five years?
21-40%
32%
Yes Not sure No 41-60%
14% 20%
59% 27% 61-80%
9%
81-100%
8%
Q2 Q4
Do you think the pandemic and Brexit What percentage of your senior
has made D&I-related issues less of a priority? leadership team identifies as BIPOC
(Black, Indigenous, and People of Colour)?
0-20%
Yes No Not sure
71%
36% 18%
46% 21-40%
16%
41-60%
2%
61-80%
5%
81-100%
7%
24 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 25ADVOC ATES SU RVE Y
Q5 Q7
Do you think we will see truly diverse Do you feel included within your company?
and inclusive tech companies in By included we mean able to disclose personal needs,
the next ten years? able to define and ask for adaptations and are aware
of policies to support needs in the workplace.
Yes No Not sure Yes No Not sure
33% 25% 16% 6%
42% 77%
Q6
Do you think diversity issues could cost
London and the UK its world-leading
tech leadership position?
Yes No Not sure
33% 16%
51%
(data as of 25/03/2022)
26 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 27CONCLUSION
Throughout this report you have heard There’s no two ways about it – diversity
from our TLA Working Group leaders, levels in tech are nowhere near good
and voices from the UK tech sector enough. However, as a grassroots
leading world-class D&I-related initiatives community, all we can continue to do is
and programmes. support one another and drive home
the messages that diversity and inclusion
All have shared their contributions are not only morally imperative, but
and insights with the aim to inform the economically beneficial.
next steps of the Tech for D&Iversity
campaign – and the overarching effort Collectively, we’ve made a great deal of What that really speaks to is the wider That path starts with how tech
of the TLA network to continually drive progress in the past six years – since the tech ecosystem within which this debate companies recruit, where they hire from,
change and improve levels of inclusion last TLA Diversity event – but it’s clear is taking place. London, and the UK at and what type of initiatives they have
and diversity in the sector. that we’re not there yet, and there’s no large, is now a serious player in the global in place to introduce new talent to the
simple solution to getting us over the line. tech landscape, and our tech sector has sector. The ball is squarely in the court
What’s clear is that the tech community come of age. of the private sector. There’s no point
is full of the right type of ideas and Despite an increase in education in waiting for government intervention,
initiatives that can help tackle the on diversity and inclusion and the A true sign of maturity is indicated by apprenticeship opportunities, or
sector’s diversity challenge once and establishment of D&I committees in the levels of funding that flow into the recruitment incentives – the time to
for all. tech companies in recent years, we UK on an annual basis, the type of act is now, and only tech businesses
remain an industry of 80% white men. world-beating companies and tech themselves can enact real change.
The mentoring programme Tech pioneers we’re consistently producing,
London Advocates is introducing this Women and minority ethnic groups are and the increasing amount of British Ultimately, the tech industry needs
year is hopefully another key initiative underrepresented at all levels in the tech tech businesses that are now reaching to set the standards it wants to see
that will add to the collective effort to sector, but the problem is particularly the public markets. implemented across the board in
not only bring more diverse voices and acute in C-Suite positions and among the future – and the UK has a golden
perspectives into the sector – but also investors. More needs to be done to These are all impressive metrics, and the opportunity to lead the global
to help them thrive. start creating a truly inclusive culture – UK is ahead of its peers on all of them. technology field in this space.
whether that’s ensuring everyone feels But real maturity does just lie in driving
The attitude we’re noticing in our fully valued and able to contribute to a economic growth – it’s about setting Fundamentally, technology is inclusive
community is the right one, and there’s business’ strategy and direction, or just global standards and it’s precisely why and open to everyone. There’s no reason
a clear passion and dedication to having the opportunity to start a new we need to improve our diversity record. for poor diversity levels to keep dragging
improving the current state of play. role in the sector at the ground floor. on, and if we seize the opportunity now,
The tech sector is inherently a future we can set the foundations for a future-
It’s encouraging to know that the We started off this report by stating that facing industry, and in order to be facing sector that can keep growing and
sector is prepared to better itself, Tech for D&Iversity 2022 is a campaign sustainable and truly fit for the future, maturing, all the while bringing along
and those in leading industry positions that says enough is enough. we need greater levels of equity, everyone to reap the benefits.
– predominantly white men – will inclusion and diversity of talent
ultimately sit at the heart of the solution. coming into the sector.
28
82 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 29M ENTORING
PROG R AMME
In 2016, Tech London Advocates
released a Diversity in Tech Manifesto.
One of the key recommendations in that
report was to ‘Develop skills and mentor
future talent.’
Six years later, to coincide with
the Tech for D&Iversity 2022 hybrid
event on the 31st March, Tech London
Advocates is proudly launching its first
mentoring programme.
Working with the community of 13,000
Advocates, the mentoring programme
will connect established tech leaders with
young people and those looking to enter
the tech industry.
To establish the mentoring programme,
Advocates willing to become mentors
will be listed on the Tech London
Advocates website.
To become a mentor, please go to
the TLA website and register your
interest. Advocates who commit to
the programme will be working with
a mentee over a three month period.
All mentors will be listed on the TLA
website, along with the LinkedIn profile,
and potential mentees will be invited to
contact mentors via LinkedIn to connect.
Tech London Advocates will work closely
with the TLA Young Entrepreneurs and
TLA Education Working Groups to deliver
the Programme.
www.techlondonadvocates.org.uk
30
03 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 31D&I
DIREC TORY
Many outstanding organisations and initiatives exist in the UK, working with individuals
and companies to improve access and increase diversity in the sector. Here are key
examples that every tech entrepreneur, founder and employer should be aware of.
TECH FOR
DISABILITY
BLACK WOMEN
IN TECH
32
23 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 33SPONSORS ABOUT TL A & GTA
We would like to thank our sponsors and TECH LONDON ADVOCATES
partners, whose support has made the
production of this report possible: Tech London Advocates is a private It strives to support London’s tech
sector led coalition of over 13,000 startups and high-growth businesses
expert individuals from the tech sector in finding new investment, new talent
GTA PARTNERS and broader community who have and continued success.
committed to championing London’s
potential as a world-class hub for tech Tech London Advocates is an
and digital businesses. independent organization, that is
supported by: Future Energy Ventures,
Shoosmiths, Credit Suisse, Interxion,
KPMG, Penningtons Manches Cooper,
Here East, Globalization Partners,
Hiscox, Lakestar and Dell Technologies.
www.techlondonadvocates.org.uk
@techlondonadv
TLA PARTNERS
GLOBAL TECH ADVOCATES
Global Tech Advocates is the only Global Tech Advocates, founded by Russ
truly international grassroots tech Shaw, is the voice of tech worldwide,
community with more than 20,000 championing tech ecosystems and
tech leaders, experts and investors campaigning to address the challenges
connecting more than 20 of the world’s facing tech companies.
fastest-growing tech hubs and regions.
Through a collection of networks in
multiple cities, each with their own
working groups dedicated to specific
initiatives and verticals, Global Tech
Advocates inspires tech leaders to
volunteer their time to support each
other, make connections and
campaign for change.
GTA is an independent organisation
supported by Future Energy Ventures.
www.globaltechadvocates.org
@globaltechadv
34 TECH LONDON ADVOCATES ° TECH FOR D&IVERSITY REPORT 2022 35You can also read
