A group where all the women are different hair and skin colours

Diversity in the UK tech industry is known to have challenges, with women estimated to represent just 28% of the tech workforce.

In order to address inclusion and diversity in tech, it’s vital that we identify what the current diversity data shows, but also what can be done to improve the situation.

The Tech Talent Charter is a diversity and inclusion non-profit organisation that helps UK tech businesses to improve their workplace culture in order to help more women and other underrepresented groups to join the tech workforce. Every year they collect data directly from hundreds of UK companies, specifically focusing on their diversity statistics and inclusive workplace practices. 

Their 2023 findings have been published into a new 2023 Diversity in Tech report that is free and publicly available to all. Some of the things you can use their report for are:

  • To make a business case for better Diversity and Inclusion activity in your organisation.
  • To benchmarking your organisation’s diversity to others in your region, sector or size bracket.
  • Sharing it as a resource to provide context on D&I to stakeholders in your organisation.
  • Finding out about new lenses of D&I practice and how to start addressing them. 
  • Gathering insight into D&I activity and trends across the tech ecosystem to inform your future plans. 
  • To understand which employers are taking their commitment to D&I seriously

Here are the 8 key diversity in tech statistics for the UK that you need to know: 

28% of tech workers are gender minorities, slightly higher than past years (+1-2%).

Whilst the proportion of women in tech has been the top diversity priority for the majority of UK tech businesses (and with good reason) progress has been painstakingly slow. There is movement towards greater gender diversity, with proportions edging up slightly but there’s much more still to be done if women 

Only 35% of companies are measuring non-binary gender diversity.

In a year that saw the first UK census data on gender identity published, only about a third of organisations are ahead of the curve, by measuring gender identity in their workforce. With issues surrounding gender identity a highly visible area of discussion in the public consciousness, organisations not already doing more to understand more nuanced gender identity will soon find themselves playing catch up.

25% of tech workers belong to ethnic minority groups.

With 1 in 4 tech workers identifying as an ethnic minority, it would seem that ethnic diversity in tech is strong. 16% reportedly identified as Asian whilst 4% identified as Black – both of which outperform the proportion of these groups across the wider UK workforce. So whilst ethnic diversity in tech does seem healthy from this perspective, when you dig a bit deeper, another picture emerges…

Ethnic diversity almost halves in senior roles from 25% to 13%.

When you look at who’s working in tech overall, ethnic minorities are well represented. But when you look at who is progressing to senior roles in tech, ethnic diversity nose dives. So ethnic minorities might be getting into tech, but they’re not getting on.

22% of senior tech roles are held by gender minorities – 6 points lower than tech roles overall.

And when you look at gender diversity in senior roles, there are challenges there too. A drop from 1 in 4 to 1 in 5 occurs when we look at women in senior roles. There are many well-documented systemic issues affecting gender diversity in tech, and businesses need to continue tackling these issues across all areas of their organisation.

Flexible work options are widely available for tech employees and nearly half (47%) have the option to remote work as much as they like, from wherever they like.

Tech is the place to be for flexible working. Organisations are offering a huge array of flexible working options to a large number of their tech employees. As well as more well-known practices like flexible hours and remote working, some organisations are offering uncapped leave, a 4 day work week or a 9 day fortnight, and shorter work weeks during school holidays.  

The number of organisations measuring neurodiversity doubled to 53%, compared to last year.

Organisations are increasingly aware of neurodivergence and in particular, how this might be experienced by female employees differently to male employees. 

Mental health, and reproductivehealth issues such as menopause and fertility are areas of focus for many organisations.

Historically underserved health journeys are gaining prominence, with companies doing more to support employees through life stages that had previously been considered taboo to discuss in context of work.

It’s great to see so many organisations sharing their intentions, data and practices with the Tech Talent Charter to support their mission to make tech more inclusive to every person in society. If you want to find out more about how the Tech Talent Charter can support your organisation for free, visit their website: https://www.techtalentcharter.co.uk/home or follow them on Linkedin or twitter.