Karen Blake
Co-CEO, Tech Talent Charter
Tech has the opportunity to build a more socially diverse tech landscape, with only 9% of technologists coming from lower socioeconomic backgrounds.
Tech careers beckon as a gateway to unparalleled impact, innovation and earning potential in today’s job market. In the UK, tech jobs boast salaries between 60% and 80% higher than average, with opportunities for personal and professional growth.
Inclusive tech for socioeconomic diversity
A shift towards a more inclusive approach is underway, recognising the importance of intersectionality in fostering diversity. One critical factor among many protected characteristics is socioeconomic status. Tech careers offer a transformative path for individuals from lower socioeconomic backgrounds, enabling companies to deepen workforce engagement and provide meaningful support to underrepresented groups.
Social diversity for innovation
Research indicates that even modest improvements in social mobility could inject a staggering £45 billion into the annual GDP. Given the shortage of specialist tech talent, tapping into underemployed populations in social mobility cold spots presents a compelling opportunity to drive economic and social value.
Only 9% of technologists come from lower socioeconomic backgrounds, hindering the diversity of thought essential for driving tech innovation and serving diverse customer needs.
The demand for tech workers positions the tech economy as an ideal vehicle for social mobility. With the right skills, individuals can access rewarding tech jobs regardless of background.
Technologists are now entering and progressing through the industry using skills bootcamps, apprenticeships and returner and switcher programmes to gain and develop skills across their careers.
Supporting social mobility: a call to employers
Despite the promise of tech careers, disparities persist. Currently, only 9% of technologists come from lower socioeconomic backgrounds, hindering the diversity of thought essential for driving tech innovation and serving diverse customer needs. Employers must proactively address this disparity and foster a culture of inclusion and diversity.
Key considerations for employers
- Data-driven insights: Track the social mobility of your workforce. Consistent data collection and analysis enable organisations to understand the current landscape, identify areas for improvement and measure progress.
- Hiring practices: Emphasise competence over qualifications in hiring practices. Avoid demanding unnecessary educational credentials that may perpetuate social class disadvantage.
- Career progression: Look at progression rates to ensure that talent does not get ‘stuck’ at the lower rungs of the organisation.
