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 450 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 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.
The report will evolve and grow over time, but will give an overview of the data, segmenting by company sector, size, etc. There will be no naming of companies or league tables, instead we will creat benchmarking tools which allow companies to measure their own data against the wider membership, companies of similar size, sector, etc.
To get a clearer sense of how we use the data, you can download the latest Annual Report here.
One of the biggest challenges to an organisation hoping to make change is the ability to measure the impact of that change over time. Especially when it comes to understanding diversity in a business, being able to monitor progress, and understand what the real differences are in jobs done by men and women at different levels across tech roles (with anonymised pay benchmarking) is a critical aspect of making effective change.
As such, the Tech Talent Charter will help to collect this data from its membership companies and beyond, and so help its member companies to improve diversity through collection of consistent and comparable tech talent data.
Data gathering will open on 3 Aug 2020. The deadline is 30 Sep 2020. Companies will have two months to complete their submission (a month longer than in 2019)