Talent and training partner, mthree, which supports major global tech, banking, and business clients to build job-ready teams, has revealed the encouraging findings of its fourth annual Diversity in Tech research report. The 2024 ‘temperature check’ of the UK market reveals that diversity gaps in the sector are narrowing and young tech talent are noticing the improvements. However, the findings also underline that there is still work to be done to fully address the industry’s longstanding workforce challenges.
This year’s research found that the percentage of organisations reporting gender diversity issues dropped from 40% the previous year to 26% this year, while ethnic diversity challenges decreased from 41% to 24% and socio-economic diversity issues reduced from 34% to 26%.
Positively, it seems that it is not only the employers that are taking note. Almost half (45%) of young tech workers report "very diverse" teams (up 6%), and a majority (77%) believe their employer has effective diversity efforts in place. In fact, 43% of young workers report that they have noticed increased efforts from their employers to improve diversity beyond what has been delivered historically.
Khadijah Pandor at mthree commented:
“Each year, we look at how the UK's tech workforce is evolving – and how employers and young talent feel about the current state of play. It was really encouraging to see such positive progress evident in this year’s results - from the lower proportion of organisations facing diversity challenges to the positive ways in which many young employees perceive their teams’ make-up.
“The industry is clearly taking heed of the well-documented diversity challenges it faces and making proactive interventions to rewrite that narrative. This is something we've experienced first-hand, as employers of tech talent increasingly look for our support to hire candidates from different backgrounds, provide job-ready training, and enable talent to thrive when deployed into tech teams.”
While this year’s research reveals a marked step in the right direction for diversity in tech, the data indicates that some challenges remain and there is still work to be done.
Sadly, 60% of organisations acknowledge that their tech teams still lack diversity. Meanwhile, over half (54%) of young tech workers report feeling uncomfortable because of their gender, ethnicity, socio-economic background, or other identity aspects. This is down only marginally from 60% last year. What’s more, the tech sector’s reputation as male-dominated remains a barrier for over a third of young people (39%), and concerns over ethnic diversity have risen from 8% to 14%.
Khadijah continued:
“While we should see this year’s findings as a positive step forward and celebrate the industry’s efforts, we must acknowledge that longstanding diversity issues in tech and perceptions of the sector don’t just go away overnight.
“Indeed, the number of organisations reporting specific diversity issues is down year-on-year, but over half of organisations still note a lack of diversity in their teams. But it’s perhaps even more concerning to see young tech workers – many of which will be getting their first taste of working in the sector – reporting discomfort as a result of an aspect of their identity.
“Going forward, tech employers must ensure that their recruitment and retention efforts are equally tailored and effective. To cultivate and maintain diversity in tech teams, the focus must be on not only encouraging talent from different backgrounds to enter the workforce but also supporting them to find a sense of belonging and thrive once in post.”
As stated earlier, this is the fourth edition of the report, but it should be noted that mthree was acquired in May 2024. The 2022 and 2023 versions were published under the former brand name, Wiley Edge.
This year’s report delves into a range of issues and opportunities impacting diversity in tech. It covers topics including remote and hybrid working practices, approaches to reskilling and upskilling talent, and employer strategies to support diversity and inclusion. To find out more about the research and discover the data, read the Diversity in Tech 2024 report.
ENDS
Notes to editors
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About mthree
mthree helps organisations succeed by building job-ready teams with the most in-demand skills.
We bridge the skills gap at every level in technology, business and banking. Whether we’re deploying trained emerging talent and seasoned experts or reskilling existing employees, we provide the people and skills you need across the globe.
In this era of rapid change and economic uncertainty, traditional hiring methods can only get you so far. Innovating your workforce strategy to access highly skilled talent without taking on significant risk has never been more important. At mthree, we help you achieve this in three ways.
Our Alumni programme delivers custom trained emerging talent. Through our ‘Hire Train Deploy’ model, we place job ready graduates into your team for 12 to 24 months. Afterwards, you can convert them to your own employees at no extra cost. The vast majority continue their careers with our clients.
Our Expert programme offers high-impact professionals with 4-15+ years’ experience. Experts are deployed as mthree employees, allowing you to quickly expand expertise without increasing headcount. We take on all the recruitment and onboarding risks, allowing you to focus on the bigger picture.
Our Reskill programme provides custom training for your existing employees. Whether you’re looking to upskill tech teams in AI or help customer service specialists transition into IT support, we offer a catalogue of training courses that are tailored to your specific needs.
Together, our talent and reskilling programmes build pipelines of skilled talent – complementing traditional strategies like recruitment, internal graduate programmes, and the big consultancies.
