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How we’re working to improve diversity at Redweb

8 October 2019

Today is Ada Lovelace day, a celebration of women in STEM and a reminder of why diversity and inclusion is so important to the tech sector. Widely regarded to be the first computer programmer, Ada Lovelace was instrumental in pioneering the potential of computers, paving the way for future innovations.

To us, diversity is not simply a box-ticking exercise. Greater diversity and inclusion promotes greater creativity and innovation, which are intrinsic to our values as a digital agency. Striving to be better and enhancing our offering is central to our ethos.

Since signing the Tech Talent Charter a year ago, we’ve been busy behind the scenes putting our policies under the microscope and reviewing our recruitment processes to ensure we’re doing our bit to improve diversity. Here’s an update of where we’ve got to so far.

Refocusing recruitment

Job descriptions have been a particular focus of ours. In the digital sector, it’s very easy to get bogged down in the details of specific coding languages, software, and platforms, while ‘soft’ skills fall by the wayside. It’s widely thought that this approach can limit the diversity of talent businesses attract.

Some of the things we value most about Redwebbers is how skilfully they articulate ideas and communicate difficult concepts, with passion and enthusiasm. That’s why we’ve shifted our approach to job descriptions, emphasising interpersonal skills, while ensuring we give focus to the opportunities the role presents and what success looks like – and it’s certainly not all about technical know-how.

When it comes to interviewing, we’ve also been mindful of putting together more diverse panels. Redwebbers collaborate closely with a number of other teams and disciplines, so it makes sense for us to reflect these perspectives in our interview process.

Wider working practices

Aside from the frontline recruitment, we’ve also been reviewing our core policies – starting with those that are particularly rooted in gender, like maternity and paternity leave. As part of this activity, we have linked up with other agencies – who have generously shared their time and approaches with us – and are currently now considering how we can enhance our policies further.

We’ve also now submitted data for the Tech Talent Charter twice, helping to paint a picture of gender representation in the tech industry. The resulting reports are enlightening, allowing us to see how we measure up against other businesses and where we might look to make more improvements in the future.

The Tech Talent Charter has proven to be an invaluable resource and ever-helpful community as we strive to learn more and improve. We’re proud to be a signatory and strongly encourage other businesses in our sector to join the movement towards a more diverse tech industry.

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