How can we improve diversity in Engineering, and why is it important?

Sarah James
7th January 2022

So why is diversity within engineering tech teams so instrumental to organisational success?

In Germany, less than 17% of tech specialists are women according to the German internet industry association Eco.

While data on ethnic diversity is scarce, a 2019 survey of 1,200 European tech founders by venture capital firm Atomico found 84% identified as White or Caucasian and less than 1% as Black, African or Caribbean.

Engineering is a traditionally white, male-dominated industry. Creating a more diverse workforce requires a collective and coordinated effort to present an alternative view of engineering careers alongside meaningful investment in workplace inclusivity.

With greater diversity of talent comes greater diversity of thought, but why is that important?

Tech jobs are not hard to come by in Berlin, which is home to a thriving start-up scene employing about 80,000 people.

We live in a complex, interconnected world where diversity, shaped by globalization and technological advance, forms the fabric of modern society.

A Boston Consulting Group study found that companies with more diverse management teams have 19% higher revenues due to innovation. This finding is significant for tech companies, start-ups, and industries where innovation is the key to growth. It shows that diversity is not just a metric to strive for; it is an integral part of a successful revenue-generating business.

Engineers with a diverse range of experiences, perspectives, and backgrounds are crucial to innovation and the development of new ideas. As problem solvers, they should be able to provide solutions.

So how can we support this and encourage a positive change?

Embody an inclusive Culture:

Newer generations are different and have their own ideas. Studies show, for example, that most individuals under age 30 value company culture more than a high income compared to individuals over age 45. Given today’s competitive market for talent, perhaps it’s time to develop a culture that welcomes all. Encourage management to create a culture where everyone feels valued, included, and accepted.

Broaden your talent pool

Widen your talent pool to invite those from different cities, backgrounds, universities etc., to identify diverse talent who have been on different journeys but ultimately want to work towards a common goal. The global pandemic has shown that remote working is sustainable for business continuity with the proper infrastructure, processes, and support.

Build diversity and inclusion to your overall brand and promotion strategy

Importantly, diversity is about empowering people by appreciating and embracing our differences. To attract and identify a diverse range of high calibre talent, you need to raise awareness through thought-leadership, promotion, brand identity and awareness.

Partner with an agency that is D&I advocates

At Transition Partners, we celebrate diversity and inclusion; we believe that an equal and diverse workforce drives innovation.

As Diversity and Inclusion advocates, we are committed to ensuring fairness and equality in the service we provide. Our focus on diversity extends beyond the nine protected characteristics, including disability, ethnicity and gender. We also consider social mobility, education attainment, and diversity in backgrounds.