The Tech Talent Charter (TTC) is a commitment by organisations to a set of undertakings that aim to deliver greater inclusion and diversity in the tech workforce of the UK, one that better reflects the make-up of the population. This covers both organisations in the technology sector itself, and organisations across all other sectors, who have employees in tech roles. Signatories of the charter make a number of pledges in relation to their approach to recruitment and retention. Although it is very much an employer-led initiative, the TTC is supported in the Government’s UK Digital Strategy.
Just 17% of Tech/ICT workers in the UK are female, only one in ten females are currently taking A-Level computer studies, and yet there is a looming digital skills gap where the UK needs one million more tech workers by 2020. Half the population cannot be ignored, and nor should it be, if there is to be a more diverse, inclusive, fairer and commercially successful tech workforce and industry.
For inclusion and diversity strategies to be truly impactful, we must build an inclusive culture for all. In our early days, the TTC focused solely on the lens of gender. We have now broadened our scope, looking to surface and share what works and what doesn't to create greater diversity and inclusion in relation to ethnicity, age, disability, orientation, social inclusion, mental health, neurodiversity, and wider forms of intersectional diversity.
One of the pledges Signatories make upon joining the Charter is that they will have a plan to improve inclusion; including adopting inclusive recruitment and promotion processes and practices to support the development and retention of a diverse workforce (you'll find loads of examples of what other organisations are doing in our Open Playbook of Best Practice to help with this).
We do not ‘check on’ or request information about this plan and we appreciate we have companies joining at all stages of the journey. Some are well on the way to reaping the benefits of good practice while others are just starting out their journey. We provide our Toolkit to support companies to create their action plan and deliver against it with our Open Playbook, our I&D Directory and our Diversity in Tech Report.The toolkit is open to anyone within your organisation to access.
The charter deliberately and explicitly acknowledges that it will take time for a Signatory to achieve all the pledges in the TTC, and each Signatory undertakes to “define its own timetable for change and implement the strategy that is right for their organisation (acknowledging that all signatories will have different starting points)”.
Keeping your key contacts current
Please keep your company's key contacts current by completing the relevant form when there is a change:
All contacts can update their Communication Preferences and unsubscribe at any time. If a key contact unsubscribes from TTC communications we will require an alternative contact.
To find out more about the questions asked, see the NDA, etc., you can download our 2020 data information pack on data here.
The belief that “what isn’t measured isn’t managed” is a key belief underpinning the TTC. And so, yes, one of the four pledges of a TTC Signatory is to measure their employee diversity and to share that data. All data is anonymised and aggregated, which then allows your organisation to benchmark your own diversity position – which only you can see – across the TTC Signatory group (we have over 500 organisations signed up).
The anonymous and aggregated data provided by each organisation enables us to provide a unique lens on diversity and inclusion in tech in the UK. Our annual Diversity in Tech report enables your organisation to benchmark your progress against others and understand what others are doing to drive progress.
A very basic data set is required from all signatories, that we would expect all organisations to already hold in their HR systems. This data is gathered annually in September and submitted online via a Typeform. Further data can be entered on an optional basis, and over time we expect that more and more employers will also gather this optional information, enabling richer insight and analysis. You will find that you already need to gather some of this data under the recent UK gender pay gap legislation.
Please note that no personal data is gathered at any point and all data is covered by NDA.
To find out more about the questions asked, see the NDA, etc., you can download our 2020 data information pack here.
The company providing this service, Attest, carry out all the data management. Research data is gathered and stored in accordance with the Market Research Society (MRS) Code of Conduct. Attest is a member of the MRS (mrs.org.uk), and is a fully-accredited Fair Data company (fairdata.org.uk). They are also an Information Commissioner’s Office (ICO) Registered Data Controller (ZA120737), use SSL encryption, and run on secure servers based in the EU to ensure all data is treated securely.
Please note that no personal data is gathered at any stage and no company-identified data is held beyond the point when the data is anonymised.
To get a clearer sense of how we use the data, you can view our most recent Diversity in Tech Reports here.
There report allows companies to measure their own data against the wider Signatory group, companies of similar size, sector, etc.
Data is the way in which we cut through our assumptions. It enables us to have tough conversations in an informed and productive way and to identify the most promising solutions. This is why submitting diversity data is one of four things a company must commit to when signing up to the TTC. We know that simply having this data recorded does not result in a more diverse workforce. It’s a vital first step but must be linked to action. Our intention is to support organisations through, particularly those early on in their D&I journey, who wish to develop their D&I data strategy to be as inclusive and thorough as possible. We do this through the various elements within our toolkit.
Our latest Diversity in Tech report uses data from 418 organisations, an increase of nearly a hundred organisations compared to our 2019 report. Our dataset covers 161,859 people working in technical roles in the UK and we estimate this represents around 13-14% of the current UK’s tech-skilled labour force, now making TTC’s dataset comparable in size to the equalities datasets provided by the ONS.
Data gathering will open on 2 Aug 2021. The deadline is end of 30 Sep 2021. Companies will have two months to complete their submission.
The 2021 data collection information pack will be available in the Spring. In the meantime, please use our 2020 data information pack as a guide.