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Moving beyond talk: making a real impact on diversity in tech

25 March 20252 min read
Guest Insights
Moving beyond talk: making a real impact on diversity in tech

I’ve worked in the early and second careers side of the tech industry for over 10 years now. 

At FDM, our approach has always been about creating opportunities for individuals from all backgrounds. 

The most powerful driver of inclusion is the establishment of well-structured career programmes that not only attract a wide talent pool but also prioritise long-term career development. 

Inspiring job seekers with real career stories of individuals who reflect the diversity of society is crucial. People need to see role models who demonstrate that opportunities exist for them. These success stories help shift societal perceptions and build confidence in underrepresented groups, encouraging more people to consider a future in tech. 

The four core areas we focus on at FDM: 

  • Talent Attraction – Establishing a strong employer brand that genuinely champions inclusivity is essential. Companies should actively seek partnerships with organisations that support underrepresented groups in employment. There are many incredible organisations providing access to talented individuals who are often overlooked due to systemic barriers beyond their control. 

  • Talent Assessment – Companies must refine their recruitment processes to ensure all applicants receive fair consideration regardless of their background. Interviewers should complete training on key inclusivity topics like unconscious bias and different ability awareness. Standardising interview questions and incorporating aptitude-based assessments can help eliminate degree-based exclusion criteria. Additionally, providing constructive feedback and encouraging unsuccessful candidates to re-apply can help open doors in the future. 

  • Talent Development – Effective upskilling is vital, particularly for individuals entering the tech industry for the first time. At FDM, we provide an 8–12 week salaried upskilling programme featuring experiential learning in our Skills Lab with in-house coaches. This mix of practical and theoretical training ensures that individuals are fully equipped for specific tech roles, such as software engineering, allowing them to transition seamlessly into their teams. If building such a programme seems overwhelming, partnering with an organisation that specialises in training and development can be a valuable solution. 

  • Talent Support – A truly inclusive culture requires continuous effort. Businesses should foster a safe, supportive, and representative work environment by encouraging the creation of employee-led networks. These networks help ensure diverse voices are heard, while engagement at the board level demonstrates genuine commitment to fostering inclusivity. 

Diversity in tech cannot be achieved through words alone—it requires tangible action and long-term commitment. By implementing structured programmes across talent attraction, assessment, development, and support, companies can break down barriers and create meaningful opportunities for all. Investing in diverse talent is not just a moral imperative; it is also a strategic advantage that drives innovation, creativity, and business success. It’s time for companies to go beyond conversation and take decisive steps toward building a truly inclusive tech industry. 









techUK’s TechTogether campaign, taking place throughout March, is a collection of activities highlighting the UK’s technology sector pursuit to shape a more equitable future. In 2025 we are exploring: Inclusive AI, investing in diverse founders and entrepreneurs, the power of allyship and mentorship, and empowering young people.