Bristol Tech Fest showcased the dynamic tech ecosystem of Bristol and the Southwest, bringing people and technology together to explore the thriving digital scene. As part of the event, Opus Talent Solutions hosted a panel discussion focused on building a future-ready tech workforce, featuring perspectives from prominent industry leaders. Our very own Eva Perkins, UK Director at _nology, sat on the panel, alongside Jemma Holmes, Hybrid Cloud Platform Automation & Self Service Engineer at QBE, who is an Ex-nologist.
We are incredibly grateful to have been part of such an impactful panel discussion, where the energy and engagement highlighted the strength of the tech community. Thank you to everyone who attended, engaged, and asked insightful questions.
The session provided actionable insights on attracting top talent, fostering diversity, bridging skills gaps, and gaining a competitive edge. The panel comprised:
- Oli Monks, Talent Acquisition and Mobility Lead, Made Tech
- Ana Tzionis, Head of Cloud, PayTech
- Judith Greeves, Scrum Master, Chair of Women in Tech EO, QBE
- Jemma Holmes, Hybrid Cloud Platform Automation & Self-Service Engineer, QBE (ex-_nologist)
- George Aldridge, Head of Business Development, Tech UK, Opus Recruitment Solutions
- Eva Perkins, UK Director, _nology
WATCH THE FULL RECORDING
DE&I in Tech
The discussion began with an acknowledgment that despite some improvements, significant work is still required in diversity, equity, and inclusion (DE&I) within the tech sector. According to a report from the Tech Talent Charter, only 29% of UK tech employees identify as female or non-binary, and only 9% come from low socio-economic backgrounds. Additionally, even fewer females and non-binary individuals hold core engineering roles.
Building Diverse Teams and Inclusive Cultures
Inclusive recruitment processes are central to building diverse teams. _nology’s hire, train, deploy model aims to close the diversity and tech skills gap by providing inclusive training programmes designed to attract a diverse cohort of students to kick-start their careers in tech. Encouraging participation from underrepresented groups in the tech field, they ensure their advertising and course materials use accessible and gender-neutral language and carefully choose where they advertise to reach the broadest audience. Made Tech employs skills-based hiring and anonymised applications to minimise bias, and diverse interview panels offer candidates a welcoming first impression.
Creating inclusive cultures requires more than just hiring diverse talent. PayTech’s cultural appreciation forums and QBE’s ‘Women in Tech’ networks foster understanding, collaboration, and mentorship, enhancing engagement and retention. _nology also partner with the companies that they deploy their newly trained software engineers to, providing on-going support and helping them build inclusive workplace environments to support retention.
Modern work environment must be adapted to accommodate for diverse teams, including neurodivergent employees. Offering support mechanisms like body doubling and accountability sessions can improve inclusivity. Encouraging open conversations about neurodivergence helps to dismantle stigma and creates a supportive environment. During the hiring process, inviting candidates to visit the office allows them to assess the work environment and determine if it suits their needs.
While setting DE&I targets is debated, internal incentives focusing on the value of diverse teams are crucial. Diverse teams bring fresh perspectives, providing different approaches to problem-solving and driving innovation.
The Role of Purpose in Attracting and Retaining Tech Talent
Purpose was highlighted as foundational to effective talent attraction and retention strategies. A Deloitte study showed that organisations with a clear and strong mission see financial outperformance and 30% higher retention rates. The panel stressed the need for every employee to understand and embody the organisation’s purpose, from leadership to entry-level roles.
Effective communication is key, utilising authentic storytelling on platforms like LinkedIn to align internally on the company’s mission and turn employees into brand ambassadors. Purpose-driven hiring, including diverse interview panels, ensures candidates align with company values. Workplace flexibility, such as remote or hybrid working, was also emphasised as crucial for accommodating personal lives.
Notably, a clear sense of purpose can motivate employees beyond monetary incentives. When employees believe in their work and see their impact, engagement and loyalty increase, fostering high team performance.
Bridging the Skills Gap to Stay Competitive
With technology advancing rapidly, bridging the skills gap is paramount. According to Tech UK, nearly 48% of companies report insufficient skills to maximise AI’s potential, and by 2030, 20% of the UK workforce may be under-skilled for their roles.
Continuous learning and development are vital. Companies should provide time and resources for upskilling, focusing on new programming languages and AI tools. _nology offers training that enhances adaptability and technical skills, while Opus Recruitment Solutions partners with clients to predict future skill needs. QBE’s initiative to engage with schools, emphasising female participation, helps combat misconceptions about tech careers.
AI is revolutionising the workplace, and organisations must prepare employees to leverage its potential. As 88% of students already use AI, these skills are entering the workforce. Proper training is essential for realising AI’s benefits.
Leveraging Competitive Advantage in a Turbulent Market
The panel highlighted that diversity and skills development offer strategic advantages. According to McKinsey, companies with diverse leadership are 35% more likely to outperform financially, with teams excelling in agility, innovation, and customer focus. In turbulent markets, these advantages become even more critical, as diverse teams bring enhanced problem-solving capabilities, broader market insights, and strategic flexibility. This not only helps companies adapt and thrive during change but also positions them for long-term success and resilience against uncertain market conditions.
Avoiding cultural fit biases in hiring is critical. Celebrate diversity by focusing on cultural addition, not cultural fit. Success stories from non-traditional graduates through _nology showcase the potential in diverse talent pipelines. Companies prioritising development and inclusion position themselves to navigate market challenges resiliently.
Modern Working Environment
The shift to remote work has brought unique challenges in maintaining team cohesion and nurturing company culture. To effectively address these challenges, organisations need to create opportunities for employees to develop meaningful relationships within the team. While building these connections can be difficult when relying solely on digital interactions, one effective strategy is to invite new hires into the office for activities such as shared meals, games, and team-building sessions. These face-to-face interactions can significantly contribute to fostering a strong team culture.
While flexibility is essential in modern workplaces, ensuring some level of human interaction and in-person office time remains important. Companies like QBE have embraced innovative solutions, such as implementing a four-day workweek. By extending work hours from Monday to Thursday and offering Fridays off, they strike a balance that provides flexibility and enhances work-life balance.
In addition to fostering personal connections and flexibility, it is crucial that modern workplaces are both accessible and inclusive to accommodate diverse employee needs. An accessible environment ensures that all employees, regardless of physical ability, can participate fully in the workplace, whether it be through ergonomic office setups or digital tools that support remote accessibility.
By integrating these strategies, organisations can create a modern working environment that not only champions flexibility but also emphasises personal connection and inclusivity, fostering a workplace where all employees can thrive.
Looking Ahead
As we plan for 2025, executive involvement in DE&I initiatives will be crucial. Companies that emphasise diversity and skill development achieve financial success and resilience in shifting economic landscapes. Educating executives on diversity’s impact enables them to champion these initiatives.
By addressing the technology skills gap and fostering diversity and inclusion, _nology is transforming careers and driving innovation and growth on a global scale. Learn more about how we can help you power a more sustainable and inclusive future.
If you’re ready to explore how we can support your D&I objectives, contact us today.
