FDM Group

FDM takes pride in making a positive contribution to the industry by encouraging and promoting diversity in the workplace, because we know that this is not just the ‘right’ thing to do, it is also the ‘smart’ thing to do for our thriving 21st century business. Inclusivity is one of our corporate values and we embrace the differences that make us stronger as a whole.
Multiple sources of research have demonstrated that companies with more women in their management team outperformed companies with less during the last recession. This was certainly the case for FDM who continues to thrive year on year despite various economic downturns. With circa 50% women in our management team, we benefit from diversity of thought and experiences which directly impacts FDM’s operational and financial performance. Our gender-diverse employee population has innovative ideas, different perspectives and diverse problem solving capabilities; all of which adds value to the business.FDM’s largest corporate initiative operating on a global scale revolves around Women in Tech. Through this initiative, we strive to attract, support and promote the opportunities available to women and we are proud to be leading by example in our industry.

Last year we introduced the FDM Getting Back to Business Programme in the UK (following our success in Hong Kong), which, is designed to provide employment opportunities for returners to work (typically women after a career break), facilitating their re-entry to the workforce at a level similar to that which they left. This adds another level of diversity to the company and brings a wealth of experience back into the business.

This year, we introduced Rising Stars breakfast events around the world for junior women that are excelling across all departments within the business. This provides junior employees the opportunity to get to know the COO (Sheila Flavell), brainstorm innovative ideas for the business and share recent developments within their departments.

FDM promotes inclusion during the recruitment stage and beyond. Our diversity strategy revolves around employing talent from a range of educational and socioeconomic backgrounds, ranging from universities to non-profit training organisations, Ex-Forces, returners to work and refugees. We do not limit our recruitment to the Russell Group of universities because we believe that diversity of education and experience creates diversity of thought which supports innovation. We assess candidates based on their achievements and potential – not on where they went to school, university or where they grew up; giving everyone the same chance to succeed.

We make our assessment process open to everybody who has the commitment and aptitude, and by not dictating UCAS points, preferred University or degree type we attract applications from a diverse group of candidates. By not limiting our subject criteria to computer science only, we also attract more candidates from non-stem backgrounds (particularly females), and consider those with a 2.2 as standard. FDM is a company that has shown true diversity and dedication to inclusion, going by the ethos “It’s not about what you are or where you’re from; it’s about who you are and what you can become.”

The annual FDM everywoman in Tech Awards aim to reward, celebrate and promote the achievements of outstanding women. FDM also works closely with various clients, helping them to increase gender diversity within their own organisations. FDM employees attend the everywoman in Leadership Academy on a yearly basis to help their personal and professional development. FDM also holds events at our offices worldwide for external audiences in partnership with companies such as NY Tech Women and Women who Code London.

The diversity achieved through our Women in Tech initiative inspires women to join FDM. Female Champions are selected internally as role models to support and encourage women within our business, because we believe that ‘one cannot be what one cannot see’. By showcasing role models to our employees, as well as to students on campus, they can aspire to follow in their footsteps. We also offer them mentors when they join FDM to support their professional journey.

We are an early adopter of the UK’s Gender Pay Gap reporting policy, making FDM the sixth company in the UK to release its figures this year. Furthermore, FDM has a median pay gap of 0% and we look forward to seeing more companies follow in our footsteps.

FDM signed the UN Women’s Empowerment Principles (UNWEP) to show our support in bolstering corporate leadership for gender equality. We also signed the CEO Charter of the UK Resource Centre for Women (UKRC) and joined the Think, Act, Report (TAR) initiative of the Home Office, whose aim is to encourage companies to demonstrate greater transparency on gender employment statistics.

We provide everyone a fair opportunity to fulfil their potential at FDM; regardless of background or gender. We are proud to have 31% of our recruitment intake in 2016 be the first in their family to attend university (up from 26% in 2015) and 56% educated at state school.

We also focus on inspiring the future generation of tech talent and address the digital skills gap by engaging with younger students at a grass-roots level. We have a structured programme of work with schools to encourage children to look at digital roles and consider studying STEM to a higher level. On International Girls in ICT Day our centres in London, Frankfurt, New York and Hong Kong hosted creative coding workshops which taught local school girls how to create music by coding with Sonic Pi.

FDM is the UK’s leading IT graduate employer and one of Europe’s Top 500 Job Creating Companies. In 2016, 1000+ graduates went through the FDM Careers Programme in the UK and we are proud to be championing women in tech at all levels. The statistics below portray a snapshot of the gender diversity that makes up FDM:

• ~50% of the senior management team globally are women
• 50% of the Executive Team in North America is female
• 40% of the Executive Team in DACH is female
• 50% of FDM employees in South Africa are female
• 40% of FDM employees in APAC are female
• 26% of employees globally are female
• 50+ careers launched for returners to work

FDM’s COO, Sheila Flavell spearheads the FDM Women in Tech Initiative and has been recognised in the Computer Weekly 50 Most Influential Women in UK IT list for three consecutive years. She is an inspirational role model for all women at FDM as well as a key figure representing diversity and promoting gender parity externally.

With 75+ nationalities and cultures working together at FDM, we are leading by example beyond just gender and it is this ‘all for one and one for all’ behaviour that has enabled FDM to thrive year after year. As a result of our efforts, FDM was granted the Diversity Recruitment Award at the Target Jobs Graduate Recruitment Awards 2016 and Advocate of the Year at the Info Age Women in IT Awards in 2016. We have also been voted into the Top Companies for Graduates to Work For by the JobCrowd, for the past six consecutive years. This year, we have been ranked in the Top 50 Social Mobility Employer Index and the first Best Employers for Race Listing 2017. FDM has become a true agent of change and deserves to be recognised as TechWomen50 Company of the Year.

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capgemini featured

Capgemini UK

Despite our longstanding commitment to gender balance, like many IT companies we have struggled to significantly increase the percentage of women in our business. In 2016 we launched our Active Inclusion programme, to engage all colleagues in creating a workplace where everybody feels accepted and able to thrive in an environment that supports the career and wellbeing of the individual. Active Inclusion recognises gender balance as a business imperative and a challenge not just for our leadership but all colleagues in our organisation, and provides an opportunity to build on our existing initiatives and bring a different focus to the challenges we face.

To embed our strategy, each business area has an Active Inclusion champion who sets and monitors their own specific gender targets, encourages colleagues at all levels to take action and shares best practice through our UK-wide Active Inclusion Working Group.

Our first step was a UK wide survey overseen by an external diversity and inclusion specialist to understand the demographics and perceptions of our workforce. The survey was completed by 54% of employees and the key insights, shared with all UK employees, have helped shaped our priorities. The survey identified some key themes around the engagement of our women across different levels, a desire for transparency on pay, and greater understanding around inclusive leadership.

Creating awareness and generating conversation is key; Active Inclusion has run an intersectional, targeted communications campaign over the last 18 months, alongside interventions to continue to develop our inclusive workplace. Our vice presidents have taken part in mandatory unconscious bias training, followed by a bespoke workshop on inclusive leadership, outlining the clear expectations of our leaders to support and develop our female technologists.

In terms of attraction and recruitment of the next generation, our well-established schools outreach programme leads with over 6000 student interactions per year – working with key players (Apps for Good (54% girls), Prince’s Trust) to introduce the world of work and showcase IT as a fundamental skill and vibrant career choice. Over a hundred team members regularly participate in our schools programme – including 40 women in 2015, and 45 women in 2016. Our Digital Transformation programme with the Prince’s Trust supports some of the country’s most disadvantaged young women with a one-week digital skills course on coding and app development. In England our work is led by a young female digital entrepreneur: “there aren’t many women in technology, to learn a skill like that makes you really employable.”

In turn, our apprentices and graduates “give back” through their own programme, engaging with local schools and their universities to host workshops, career fairs and digital skills sessions. This face-to-face interaction provides huge ROI – in 2016, 20% (57) of our graduate and apprentice hires had engaged with our teams through recruitment insight events or our schools programme. We have seen some great success with our graduate and apprentice hires, hugely increasing the numbers of young women joining our teams, forged through strong links with schools and universities. Against our target of 40% female graduate and apprentice hires target in 2017, we are currently at 35% for 2017 (up from 25% in 2015), and in 2016, 15% of female applicants and 24% of female hires to our graduate and apprentice schemes in 2016 had previously met our team members or experienced our schools outreach activities.

Focussing on the recruitment of experienced hires, initiatives have spanned from an enhanced #referher bounty payment for female referrals in March, to female-led development programmes. Increasing our pipeline of female technologists continues to be a focus for our leadership teams and we are delivering a number of programmes on this, including embedding our [email protected] approach to bring talented professionals into the organisation following a career break. The approach is available across the business and provides coaching and mentoring to support the transition back to work (98% of applications for the pilot were female). We have worked with our recruitment teams to re-vamp our job advertisements to use gender-neutral language, instructed recruitment agencies on our requirement for a diverse candidate shortlist (with monthly monitoring and ranking) and re-trained our recruitment teams to ensure that the jobs we post are as accessible as possible for everyone. We developed hiring manager training and a “concierge” service for female applicants at all levels in our organisation, to give the needs of female applicants due attention in the recruitment process. Our actions are paying off: while the proportion of female new joiners in 2015 and 2016 remained static at 25.5%, it has increased up to 26.5% in the year to date - a small increase, but an important one in an increasingly challenging recruitment market, and when we hire over 1000 new joiners every year.

Spanning the purposes of attraction, development and retention, we’re especially proud of our internal role model community – women from all roles, levels and backgrounds, who are active on internal and social channels, sharing their experiences. One female apprentice said: “Being a role model not only allows me to inspire young women into tech, it inspires me to be the better version of myself.” Our Women at Capgemini external page showcases just a few of our relatable, real role models, speaking of their careers. Our role models network and structured development programmes have resulted in an increased proportion of female promotions – in 2016 this remained static at 25.5%, in 2017, this has increased to 28.8%.
Another innovative initiative that we are excited by, is our new approach of discussing inclusion and flexibility directly with our clients. Targeting our top ten accounts, our gender diversity champion, Martin Scott (Vice President) and Active Inclusion Lead, Bal Gill, are speaking with our clients on our mutual desire for talent, and to align on flexibility to increase the opportunities for all team members, especially our female talent.

As 41% of our employees have some form of caring responsibilities, supporting parents and carers to successfully return to work is critical to ensure that all our employees can enjoy a long-term career with the company. In 2016, we joined Working Forward – pledging to make our workplace the best it can be for pregnant women and new mothers. From an inclusion perspective, we have changed the conversation, renaming maternity, paternity and shared parental leave as “family leave” and refreshing our maternity, adoption and return to work policies. We run maternity and paternity coaching, computer-based training and have set up a new private Facebook Family Leave Community to help team members stay in touch throughout their leave and provide a network of colleagues. Over 35 members are active within the group, and HR Managers have reported increased engagement with managers and smoother transitions back to work.

In August 2016, 61% of respondents to our Active Inclusion survey said they had flexibility in how they worked. In October 2016 we launched our "Work Life Harmony" policy and campaign, encouraging smart and effective use of working hours while maintaining delivery – also known as agile working. To put this into practice, our business VP sponsors ran weekly support calls for managers, and promoted a new Client Engagement Guide to help accounts challenge their clients on flexibility. Our Twitter engagement achieved a score over 68.00 on the Social Recruitment Index in our launch week, and we had substantially more "likes" and “hits” on our intranet showcasing work life harmony in practice, including the profile of a male VP in the 2015 Power Part-Time 50. We also joined Hire Me My Way, pledging to recruit professional part-time roles; for example, in one area of business we have gone from hiring zero part-time roles in the past two years to hiring 13 in 2016. Nine months later, the EDGE survey found that 78% of respondents (an increase of 17 percentage points) make use of flexible work arrangements – through both informal and formal options of work life harmony.

As mentioned above, in 2017 we achieved the EDGE (Economic Dividends for Gender Equality) Assess certification, the leading global assessment methodology and business standard on gender equality in the workplace. We received highly positive feedback on our Active Inclusion programme, particularly in senior leadership and communications. The journey does not end here. As part of the certification process, we have committed to a plan which we will focus on over the next two years. As we continue to create opportunities for those from any background, action areas include ensuring an inclusive approach to hiring and improving gender balance at all levels of the organisation.
We are also a signatory to the UK Government’s Think Act Report, initially publishing our gender pay gap in December 2016, and then in the format required by the government in September 2017, seven months earlier than required, alongside our commitment to reduce the gap. At a senior level, female representation is increasing – in 2014, 11% of the country board was female and we are pleased to have a UK Country Board that is now 38% female driving this agenda, a high level of representation within our industry.

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Morning Data

It is often the large organisations that gain profile coverage of their efforts to create good working conditions and increase women or any other sector into the team. However out of the Est 1.2M SME’s with employees in the UK 71% are classified as Family Businesses. The statistic may relate to how many of the staff or board are or were related by blood but the trend in those companies when compared to the large firms (over 250 employees) is to promote an ethos that sees low staff turnover and very low sickness rates. This would suggest larger firms could reflect from the mentality these SME’s develop.

Morning Data has 23 staff, and is currently expanding both is rural Dorset Development centre and its London Business Centre.

The Managing Director, Kirstin, daughter of the founder Dr Market Cropper took over in 2006 a small £300k turnover company, with no specific strategy to grow the business past the 4 clients and 4 staff at that time. Kirstin revised the strategy during the financial crisis of 2008 and in 2009 looked to drive the company forward to meet a market need. Kirstin has grown T/O by 20% year on year for last 5 years. MDL operates in a niche market, supplying software to the Lloyd's of London insurance broker & MGA market, made up of only 300 companies. This means that the company does not have all the luxury of diversification and regional expansion without changing fundamentally what it offers.

The balance of the right working environment and the requirement to maximise profit have long since been at odds, and here we enjoy an environment which is focussed on Clients and staff in equal measure.

In 2016 year we returned a 20% net profit yet whilst striving to ensure every employee male or female has flexible hours, support for hobbies & sabbaticals, and an environment that is more than just a place to work, both tangibly and emotionally.

The Dev centre in Dorset has breakout social rooms, space to enjoy without piling in desks per square foot. It is located in a beautiful rural location, and lunch times we will often see members of the team wander off around the roads for a walk, even feeding the local animal life, including our adopted local Donkey!

Kirstin set up the "Health and Well being" top up to our salary to fund Gym membership, Pilates classes or pairs of walking boots, whatever gets us active as IT is notorious for a sedentary life style. The options are tailored to the individual whether is it support to buy a bike, or a National Trust pass for hiking we are encouraged to think outside the box.

We're supported on own educational program, this starts with the required Cii Insurance Exams to bring the whole team - developers, support staff and Client services, to a level of knowledge in our Clients business not just ours. Once completed we are then consulted to develop a pathway for continuous learning in our area of expertise and interest both professionally and personally. For many of these we are rewarded financially on exam completion.

The make of the team is relatively divers given the market and location in which we operate. The age range is 18 to 76, 40% of the team are female, and even Support team are fully trained to provide Technical support in our product, expanding hteir skills from Administrtion to Technical. 50% of these women are at Management level and the Management Team itself is 50% female the Board 30% (board of 3!) The Management Team is 50% female including the OpsMgr and DevMgr, & myself who's also the Board Co Secretary. The salary gap between lowest and highest paid employee is just £30k. The whole team is 45% female, some have what the world labels as educational needs Asperges, as well as conditions such as depression, rife in the IT industry etc, in fact those with such labels often just bring new styles of working and thinking to the table. Kirstin always offers students work experience & just landed a gamechanger year, securing a £1.5m 4 year contract, and now we are turning our attentions to the next one.

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Women Who Code

Women Who Code is a global community of over 100,000 women tech professionals, with local Networks in 60 cities and 20 countries. We host over 1,500 free technical and educational events each year, and have a Leadership program where we are working with 500 members to help them gain valuable experience and opportunities to accelerate their career. We also give away more than $1M in scholarships and tech event conference tickets annually. Through these efforts we are working to support women in their tech careers, while giving them the tools to accelerate to leadership positions.

Women Who Code partners extensively with top companies like Capital one, eBay, Google, and Snap Chat to help them improve their hiring and retention process, and institute more inclusive policies that create a better environment for female technologists to grow and succeed. We've also developed an employment program that ensures a more fair, open, and inclusive process for women looking for opportunities in the industry.

Through our content publishing platforms and CODE Review Newsletter we work to highlight stories about incredible women in technology, who are doing things to change the world right now. Thsi acts not only as inspiration, but is also a conscious effort to shift the perception of the tech industry to include a broader idea of who can be an engineer. By transforming the way people think about tech, we can make it inherently more inclusive.

80% of all Women Who Code members report that being a part of our organization has helped their career. Our members have access to programs, services, community, and support, and our leaders gain opportunities to improve their professional profiles through speaking engagements and industry events.

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news uk

News UK

news uk

Our mission is to attract, retain and develop talent and a large part of this is creating a diverse workforce through empowering women. Listed below are some of the initiatives we've implemented.

- Role profiles: Review and redesign our role profiles to be gender neutral: Several studies suggest the importance of gender neutrality when writing role profiles. We’ve worked hard to ensure the language we use is reflective of us and our audience.

- Social Media: Reviewed our use of social media and advertising platforms; we were already doing great things but needed to share these externally enabling us to attract a more diverse workforce.

- Partnership: Improving diversity and being proud of our culture is something we would never achieve if it wasn’t for the great work our partners do both with us and in the broader market. This has seen us partner with FDM, Code First Girls, Makers Academy, Pivigo, HackerEarth and Apps for Good; hosting an event in partnership with Apps for Good at the News Building.

- Networking group: Our executive team is split 50/50 and they are fully behind our commitment to create a diverse technology team. This commitment saw the launch of The Network which was sponsored by Rebekah Brooks (CEO) and Christina Scott (CTO). This is about connecting with the wider business and creating a platform for honest and open feedback. It aspires to be a wrap around for groups focused on areas of interest including gender and LGBT.. News UK has since gone on to sponsor London Pride having purchased a table at the pre pride gala dinner earlier this year.

- Community: To address the market perception of the Technology team we made a commitment to host more events, talk at more seminars and to enter - and win - awards so our teams can be recognised for the great things they do.

- Communication: As of last year communication was a common theme when asking our employees where we could improve. As a result we’ve introduced fortnightly newsletters, internal videos highlighting successes and showcasing the talent we have.

- Digi Academy: In previous years we’ve run News Academy aimed at supporting young journalists to start their career. This year we’ve made the move to digital where journalists will work alongside 10 budding developers and designers to produce a multimedia digital news product. The aim is to increase awareness of digital in the newsroom by setting the tone early for collaboration. Our cohort has a 50/50 gender split.

- The introduction of an Agile Academy; Having hired two female graduates we’ve developed an intensive training programme designed over the next two years this programme will introduce them to digital and help them become strong female delivery managers.

- Apprenticeship scheme: We’ve partnered with Ada College who aim to use digital skills as a tool for social mobility and have a 5-year goals of recruiting 50% of their students from low-income backgrounds, as well as a 50/50 gender split. This further supports our ambition to be a destination of choice for all. 25% of our intake is female.

- Engagement platform: Whilst it’s important to increase diversity it’s as important if not more so to ensure those already working for us and our new recruits are engaged and that we live up to our promise to them. Our platform allows us to hear everyone's feedback in a safe environment. We’ll use this platform to sense check how employees from different backgrounds feel and why. This will enable us to make any changes to improve their employment journey.

- Working groups: We're setting up quarterly drop in sessions so we our contractors or those that aren’t comfortable using a platform for engagement are able to voice their ideas or concerns in a safe environment.

- Mentor scheme: our mentor scheme will be designed with the employee in mind to offer support from imposter syndrome to upskilling.

The results:

To sum up we’re immensely proud of what we’ve achieved and that the bar is set high for all who work here regardless of their background. So far we’ve achieved more than we’d hoped and it’s this that gives us the determination to strive for greatness. Females account for 25% as of February 2017 of our team up from 15.6% in April 2016 whilst our attrition has improved from 19.3 - 17.9%. We have ambitious targets which we hope to realise with gender reaching 30% and attrition tracking at 15%. In the last year we’ve won seven awards including most improved diversity and IT partnership of the year through Real IT with an ambition to win more!

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