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How to get a diverse team of Software Engineers in your business.

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And why it matters. 

Diverse teams perform better. That’s a fact.

The moral imperative for diversity and inclusion in business and society alike has never been greater. It is not enough for businesses to just talk about it, there must be clear changes made across the software engineering sector.

Let’s talk about gender briefly. We know that only 31 per cent of UK tech jobs are held by women, and within this, they hold just 10 per cent of leadership roles. There is a clear need to increase the representation of women across the sector.

Yet, what is alarming is that data for other underrepresented groups is not as easy to access. This highlights the work that needs to be done to make positive change in how our teams are made up.

So, we know that having a diverse team of Software Engineers in your business is key. But how do you achieve that, and why is it really that important?

Why diversity matters so much

Let’s be clear; diversity is something that cannot take place without inclusivity, and vice versa. We need to see a seat at the table being pulled out for underrepresented groups so that companies can benefit from the range of thoughts and perspectives that can drive their success. Hiring managers must first understand that diverse teams help to boost the bottom line of a business and are integral to their sustained growth.

Yet, for the full effect of this to be realised, it must happen in tandem with inclusion. This looks at how all the Software Engineers in the room can work in an environment that accepts their individual needs, while working towards a common goal.

Organisations need to prioritise these two areas when pinpointing their talent management strategy. 

Build your own diverse talent pipeline

One of the most common barriers to providing diverse talent with the initial opportunity is that the pipeline of talent coming through just isn’t wide enough.

Now, we know that isn’t quite the whole truth. It’s all about where you look to find that talent. You can’t expect passive candidates to just stumble into your talent pool. Hiring managers need to engage and entice this talent, building lasting relationships that go beyond a tickbox exercise. 

Seeking the help of a recruiter can help to open these new channels, networks and platforms with which to engage with diverse candidates. If you are stuck on how to make these positive changes, engage with a recruiter who truly knows your market inside and out.

Revisit your hiring processes

To bring in the best talent, you must consider the pathways that potential Software Engineers may take before reaching your door. It is becoming increasingly common to see people today building up their own skills, rather than through a more traditional degree-level qualification.

To welcome in a wealth of talent, consider which skills are the most important to your business and demonstrate that you have the learning and development platforms in place to support everyone. 

Retention is also just as important as recruitment. Once you have brought talent into the business, ensure that you have measures in place to keep them there. Software Engineers need to feel that the culture of the firm is inclusive, and provides them with a voice (and the tools) to succeed.

Organisations must welcome in greater diversity within their teams in order to experience greater success. Signalling that the software engineering industry is an inclusive one, with support for each employee’s specific requirements is therefore critical to attracting talent. There is a long way to go still but actioning some simple changes can make all the difference.

We want to create a more diverse and inclusive industry. We also want to help you to boost your bottom line and drive projects across the finish line with thriving and talented group of Software Engineers. Get in touch with us to make that a reality.
 

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