Three must-haves for a strong, diverse and futureproof tech talent pipelin

Lexie Papaspyrou

Co-COO, Tech Talent Charter

More than half of working women are open to a career in tech if they could obtain the relevant skills. Training and development programmes are critical to encouraging diversity in tech.

The UK’s shortage of tech talent is estimated to cost £63 billion in lost GDP. With not enough tech workers available to fuel growth, companies look to hire the best tech talent with high salaries, flexible work practices and broad benefits. However, the majority who benefit from this are men. 

Conditions for upskilling and reskilling to diversify tech talent

Upskilling and reskilling talent in your team can retain staff, preserve valuable institutional knowledge and build an internal source of tech talent. To create talent mobility internally, companies must build a robust internal talent pipeline. This starts with building knowledge and interest in the industry.

Organisations should foster cross-functional collaboration, networking and mentoring to help those outside tech and digital functions.

New styles of tech training, like coding
bootcamps, are becoming the norm.

New tech talent sources: invest in non-traditional routes

New styles of tech training, like coding bootcamps, are becoming the norm and more than half of hiring managers have encountered people who gained their skills this way.

These training models enable those who don’t have a traditional tech education to develop skills for a tech role quickly. Organisations must work closely with training providers to ensure a customised and supported transition from training programmes to the workforce.

Returnships and prioritising workplace culture

The shortage of diverse tech talent is most acutely felt at senior levels where experienced female tech professionals show a trend of leaving the workforce for various reasons, such as care responsibilities. Unfortunately, many of them will not find a route back into the workforce.

Inclusive talent management should provide thoughtful and scaffolded career and skill programmes that help returners update their technical experience and leverage their professional skills. Employers should also offer an inclusive and flexible culture for employees with various personal needs.