As all companies in Great Britain with more than 250 employees are required to publish gender pay gap information to the Government Equalities Office (GEO) over the coming month, Incremental CEO, Neil Logan, explains why a 50% gender split and equal pay are good for business and by design at Incremental.

Incremental Group is committed to diversity and equality. We value working with talented people with different points of view and experiences irrespective of their: gender, gender identity, religion or belief, age, disability, sexual orientation, ethnic origin, political belief, relationship status or caring responsibilities. The greater diversity, the wider range of ideas we bring to the table, the better the solutions are that we deliver for our customers. We need to attract the widest range of exceptional people.

Women are a group that is underrepresented in the technology industry – only 17% of employees in the UK tech sector are women[1]. The stats are equally depressing when looking at the pipeline of women achieving a degree or equivalent for STEM subjects, with only 9% of women compared to 29% of men.[2]

When thinking about where we wanted to be as an organisation, without even looking at our gender split, it was clear to us that we wanted to target 50%. This is a reflection of the society we operate in and anything less just didn’t feel right.

At Incremental 44% of employees (March 2018) and 50% of our management board are female. For a tech company this is way above average and something we are proud of, but there is always room for improvement.

Why the balance is so important

You need to have diversity of thought in your organisation to continue to drive innovation and gender is one way of achieving that. For me it is about trying to break the cycle industry is in right now.

Incremental is taking positive steps to try and change the game. I am a firm believer that more women in technology will create more female mentors and this will encourage more women into the industry, creating a positive upwards effect.

A recent study from PwC found that just 27% of female students would consider a career in the technology industry (for men the proportion is 61%). Hopefully this is an area we can positively influence by presenting strong female role models across the industry.

What we are doing to improve

We have several initiatives that are helping us to drive up the number of females working at Incremental.

  • Flexible attitude – Flexible working is offered as standard to everyone. We also have several employees who work remotely, reduced or compressed hours to suit young family, caring and other commitments. If the best person for the job needs a 3 day working week then I would love to have them.
  • Female leaders – With 50% of our management board being female, we have several strong role models within the business. Find out what Jennifer Adams had to say about managing her career as Corporate Development Director at Incremental.
  • Returnships – As a partner of Women Returners Scotland we offer paid placements to professional women who have had an extended career break and are looking to re-enter the workplace.
  • Gender reporting – Data on our gender split and salaries is produced every month. We track this against our equality targets and this drives the right behaviours.
  • Digital Xtra Fund – We are a partner of Digital Xtra Fund who to support the development of digital skills in young people. Digital Xtra Fund focuses on targeting underrepresented groups in the digital space; young girls, as well as those from rural and ethnic groups for example. We believe that exposure to digital skills at a young age will boost the number of individuals that will enter STEM careers in the future.

 

[1] https://www.recruitment-international.co.uk/blog/2017/08/only-17-percent-of-employees-in-uk-tech-sector-are-women-research-reveals

[2] https://www.wisecampaign.org.uk/resources/2017/11/from-classroom-to-boardroom-the-stem-pipeline-2017