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Together let's make a technology sector that's inclusive for all
Because working in technology should not be about privilege
Diversity and inclusion is one of the biggest challenges facing the tech industry today. When Google released the industry’s first diversity report in 2014, it kickstarted a diversity and inclusion strategy but with very little action. Today, many people refer to that phenomenon as lip service, which is when organizations talk the talk but don’t walk the walk. Because working in technology should not be about privilege one of our values and goals is to help diversify the workforce of the technology sector by ensuring our own workforce is representative of the society we live in today. We aim to work across advocacy, talent development, and business development and our business focus is on our ‘team behind the scenes’: those who both work and support our digital platforms. We work across information technology (hosting, web applications, email, design, international social media/SEO).
Diversity is not 'optional'.
The state of diversity in UK tech
The global web hosting services market size was valued at USD 56.7 billion in 2019 and is expected to expand at a compound annual growth rate (CAGR) of 15.5% from 2020 to 2027, however, marginalized groups – namely women and minorities – are still severely underrepresented in tech. Its therefore not suprising that diversity and inclusion in the tech sector has received much attention over recent years. From encouraging young women to consider STEM careers to addressing gender gaps in tech boardrooms – a number of interventions have aimed to address a perceived imbalance in representation of some groups. However, despite decades of progress towards workplace equality, women remain woefully underrepresented in the UK’s technology workforce. Additionally, only 15% of the digital tech workforce in the UK are from BAME (Black, Asian, and minority ethnic) backgrounds and despite a burgeoning number of interventions that aim to shed light on, and address the disparity in the boardroom, the proportion of appointed directors of tech companies in the UK has remained almost exactly the same since 2000. However, there is light at the end of the tunnel with startups. Once a company hits a certain number of employees, some argue that its hard to make meaningful change. But if you start from day one, there’s a good chance you can do it right. As such we have implemented crystal clear diversity representation and inclusion goals, and a comprehensive approach to achieving them. Taking the lived experience of the workforce we want to create a more inclusive technology sector, telling our stories through powerful data, and creating solutions and strategies for lasting change at BestKnownHost.
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Our diversity representation and inclusion goals, and a comprehensive approach to achieve them
You can’t be what you can’t see: The importance of visible role models at all levels. To create an inclusive technology workforce, we don’t just have to attract great talent, we need to make sure great people can grow to become great leaders.
- Ensure a minimum of 30% of all new positions — internal and external — will be filled with Black and Latino talent.
- No job-hiring process will end unless a minority candidate is interviewed.
- The number of women in technical roles to be 50%” (of all roles)
- All staff are required to attend diversity and inclusion training
One of our aims is to identify and grow the talent pool from which senior leaders are drawn.
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