background and a lack of understanding of challenges they face when it comes to embracing, promoting and delivering a truly what diversity and inclusion really is. diverse and inclusive business culture. “Age discrimination was tackled many years ago by not asking people how old For this, the first in a series of blog posts they are in an interview or an application,” I’ll be writing over the coming weeks she explained. “I remember when this was and months, I spoke to Dawn Sherwood, a new thing and felt unusual. Now it is the Programme Director at Intechnica, I’ve worked in the Tech Recruitment norm and we accept the belief that age a specialist tech business that help Industry for over 21 years and in that time is not a barrier or factor for someone’s companies to optimise their websites I’ve seen huge changes; changes that have ability to perform a job, the same way that and cloud-based systems. Her job entails had profound impact not only on the way people eventually accepted the world building teams from the ground people are recruited but also in the way was spherical. But it will still take time up and she has worked in IT people think about the workplace and their before Diversity is accepted as ‘the and Tech for 20+ years. roles within them. norm’”. I started by asking her Technology has driven many of these Dawn is also cautious of what Diversity meant changes of course, but other, perhaps more making it mandatory for to her. “Diversity is subtle, things have also found their way into companies to publish data on everyone,” she said. the day-to-day lives of human resources Diversity. “I would ask what the “It’s not just one and hiring managers within businesses of benefit of doing this is. Nobody thing to me; it is an all shapes and sizes. wants to be a statistic or part of opportunity for us as a box-ticking exercise. If I were a group to grow with One such change is ‘Diversity and people with different looking for a new role, I would Inclusion’. want to be recruited based on my perspectives, ideas and ability to perform and do the job and I think backgrounds”. Go back fifteen or so years and the words everyone feels the same.” ‘Diversity’ and ‘Inclusion’ were simply Intechnica has grown from 50 to 80 staff in not heard in a recruitment context. For just the last six months which is impressive, I then asked whether she felt Manchester many it was seen as a liberal idea that based businesses were doing enough to especially if you consider how competitive was only taken seriously by public sector embrace Diversity and Inclusion? “I deal the Manchester tech market is right now. organisations. with a lot of organisations in Manchester Dawn put this rapid growth down to being and experience first hand different client truly diverse in their recruitment approach. Today though, not only is it a legal cultures. Manchester is in a good place requirement, but more and more “We do some direct recruitment and we generally; however, I think we can always companies are tuning in to the fact that a also work with a select few specialist tech improve. I see many businesses and clear and robust policy on diversity and recruitment agencies. We always look organisations encouraging schools to inclusion can have major business benefits. for people with a mix of skills, ideas and engage with kids at a young age. Schools But is this the case for every tech business? experience, regardless of background and have a huge role to play in changing always ask the question: “What can this ideas and perceptions on not just what a How seriously do people take this? Are person bring to Intechnica?” programmer looks like but also pushing the Manchester based tech businesses leading right message on Diversity and Inclusion. the way? Do people understand and see “Tech is moving so quickly,” she continued, We need to have courage and confidence the real benefits for their organisations? “so you cannot afford as a business to in the younger generation to change How can we all do more to embrace stagnate. Our people, our clients and perceptions and that will naturally help us Diversity and Inclusion? ultimately our business, benefit from having all become more diverse in the future.” a variety of experience and skills which In my role as Client Solutions Director for help us to grow. Everyone has a voice.” What about Inclusion? Dawn is clear that Oscar I am in contact with a large number companies have a responsibility to make of Manchester-based tech business For Dawn, the biggest barrier to diversity people feel comfortable and included in leaders, influencers and ambassadors and I in the tech sector is the sub-conscious the workplace. “It’s possible to go too far wanted to find out from some of them what bias people have, based on their own with this, but getting that blend right is
Diversity and Inclusion: A box ticking exercise or a huge benefit for tech businesses?
“Nobody wants to be a statistic”
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achievable and I feel that an agile approach diversity requirements when it comes really helps us.” to recruiting Technology based staff for their businesses. To find out more visit As many of you will know the word ‘Agile’ https://www.oscar-tech.com/specialist-itin tech is used to describe a methodology technology-recruitment for software development. A modern, more efficient way of delivering projects by using Sam Mikkelsen is Client Solutions Director short, sharp programming periods, called for Oscar Technology. Sam is responsible ‘sprints’. for developing Oscar’s existing client relationships as well as ensuring new Dawn felt that instead of a structured clients receive the best solutions to suit approach that can limit or suffocate ideas, their business from day one. Sam also has a more ‘Agile’ approach could play a key responsibility for initiating new solutions factor. “Agile is not just for tech, it is a way and service lines and has a strategic of thinking, a mind-set for growth and view on all things recruitment, regularly change. Perhaps we can all benefit by attending industry events so that Oscar are using a more Agile approach to Diversity continually at the bleeding edge of ever and Inclusion”. evolving recruitment innovation.
Sam has worked in recruitment since 1996 working for one of the biggest IT recruiters in Europe and went on to lead the startup of two IT recruitment businesses. Prior to joining Oscar, Sam spent 3.5 years working internally with a software company helping them to launch a web based software solution to media and advertising agencies throughout the UK, Australia and the US, giving him a strong understanding of the internal workings of the technology industry. If you’re interested in contributing to future blogs or would like to get involved in any of our events for 2018 please get in touch with Sam directly 07854 245 390 / sam.mikkelsen@oscar-tech.com
In conclusion it’s clear that talking to Dawn, she believes passionately about Diversity and Inclusion. She has seen so much change in the last twenty or so years and she totally understands that, for Intechnica to not just grow but to be better, it has to be diverse without consciously thinking about it. My next blog will feature the thoughts of Marketing, Technology and Futurist expert Dan Sodergren as we discuss AI and Machine Learning and the danger of unconscious bias. Thanks to Kirsty Devlin, Vimla Apadoo, Jacqueline de Rojas and Naomi Timperley for their assistance with this blog post. Oscar Technology is an award winning recruitment agency delivering the brightest talent across the IT and Technology markets. We are committed to helping our clients achieve and go beyond basic
Sam Mikkelsen - Client Solutions Director
www.oscar-tech.com Dawn Sherwood, Programme Director at Intechnica
0161 828 8140