Equality, Diversity, and Inclusion
Our approach to EDI
We work in a global, highly skilled industry where opportunity and progression have not always been evenly distributed. Our approach to EDI focuses on reducing barriers, supporting different needs, and ensuring decisions about recruitment and development are based on merit.
We recognise that inclusion is not a fixed state. It requires ongoing attention, accountability and a willingness to adapt as our team and business evolve.
We’re doing this through an annual EDI strategy with a focus on meaningful and measurable action, annual workshops on topics such as accessibility and unconscious bias, being a signatory of the Race at Work Charter to demonstrate our commitment to racial equality in the workplace, and anonymous team feedback and wellbeing surveys.
What our colleagues say
"People are themselves here, and one thing that stands out is their kindness. There’s always somebody willing to lend a helping hand, whether I need technical help with writing code, or support when jumping on customer calls."
Gender representation
We recognise that gender balance – particularly in senior and managerial roles – remains an area for improvement across the technology industry.
Through internal promotion, we saw a 20% increase in the number of women in management positions between 2023-2024. We continue to focus on fair progression and long-term retention.
Supporting different life stages
People’s needs change over time, and equitable support often means going beyond statutory minimums.
Our policies are designed to support parents and carers at different stages of life, including enhanced parental leave for birth and non-birth parents, pregnancy loss leave, and flexibility for dependent care and family emergencies. These policies aim to support continuity of careers as well as wellbeing.
Menopause support
We acknowledge that menopause can have a significant impact on health, wellbeing, and career progression, and that stigma can make it harder for people to seek support.
To help address this, we provide access to specialist menopause support through our private healthcare plan, alongside efforts to encourage informed and open conversation at work.
Neurodiversity and individual needs
People think and work in different ways, and inclusive environments support a wider range of strengths.
We take an individual approach to neurodiversity, listening to what people need and making reasonable adjustments where appropriate. This may include adapting communication methods, working patterns, or sensory stimuli to help people do their best work.
Equal opportunities and access
We’re committed to fair hiring, clear progression, and support that adapts to different experiences. From early careers to leadership, we focus on potential, not privilege.
We’re doing this through inclusive job descriptions and hiring panels, equal access to development opportunities (£1,200 per year and five dedicated learning days) for all roles and levels, and clear development frameworks that we’re currently building.
Join the team