The UK has a strong track record in innovation, but tech and engineering still have a diversity problem. Women, ethnic minorities, neurodiverse individuals, and people from lower-income backgrounds are underrepresented—especially in senior roles. That’s not just a social issue; it’s a missed opportunity for better ideas, stronger teams, and more inclusive products.

Things are starting to shift. According to the Tech Talent Charter’s 2024 Diversity in Tech Report, more companies are recognising the value of diverse teams and taking steps to improve representation. The Royal Academy of Engineering also highlights that inclusion leads to better engineering outcomes and long-term success.

Why Diverse Teams Deliver Better Results

Diverse teams don’t just tick boxes—they work better. The UK Government’s Diversity in Tech report shows that inclusive teams solve problems faster, come up with more creative solutions, and handle change more effectively. In engineering and tech, where complexity is part of the job, having different perspectives around the table leads to smarter systems and better results.

The Reality in UK Workplaces

Here’s what the data shows:

• Women hold just 16.5% of engineering roles and 21–29% of tech roles

• Ethnic minorities make up 21–25% of tech employees, but are underrepresented in leadership

• Only 25% of neurodiverse employees feel their company culture celebrates difference

• Just 9% of tech workers come from lower-income backgrounds

These gaps aren’t just numbers—they reflect missed chances for innovation, better decision-making, and long-term growth.

Barriers to Inclusion

There are still real challenges. Bias in hiring and promotion, limited flexible working options, and a lack of visible role models all make it harder for people from different backgrounds to progress. Many workplaces still don’t offer the psychological safety people need to thrive. It’s no surprise that one in three women in UK tech is thinking about leaving their role.

What Employers Can Do

You don’t need to overhaul everything to make a difference. Small, consistent actions go a long way:

• Use inclusive language in job ads

• Offer flexible working to support different needs

• Invest in mentorship and career development

• Track diversity metrics—and act on them

• Celebrate difference, don’t just tolerate it

Companies that build inclusion into their culture are more likely to attract and keep great people.

What Job Seekers Can Do

If you’re starting or looking to move up in tech or engineering, show that you can collaborate and adapt—these are skills employers value. Look for companies that are open about their commitment to inclusion. Check for diversity statements, employee resource groups, or inclusive hiring practices. And don’t downplay what makes you different—your perspective is a strength.

What We’re Doing at Seismic Recruitment

At Seismic Recruitment, we know that building diverse teams starts with inclusive hiring. We work closely with clients to write job ads that speak to a wider audience, challenge bias in shortlisting, and highlight employers who are genuinely committed to inclusion. We also encourage candidates to bring their whole selves to the process—because difference isn’t just welcome, it’s needed.

Diversity isn’t just the right thing to do—it’s smart business. Whether you're shaping teams or shaping your career, inclusion is key to building a future that works for everyone.