About the Charter
DETAILS OF THE CHARTER
- Commit to best practice in recruitment by implementing the ‘Rooney Rule’ – interviewing at least one female candidate (where available) as part of the recruitment process
- Encourage and support adoption of diversity best practice by adhering to the ‘tech inclusion’ accreditation scheme (inclusive job descriptions).
- Explore and collectively support initiatives to address longer term programmes to build a strong tech talent pipeline among the younger UK generation
- Appoint a senior level, named representative with responsibility for the Charter commitments from each signatory organisation
- Work collectively with other signatories to develop and implement future protocols that support the practical implementation of the aims of the Charter
- Establish a set benchmark for measurement – signatories agree to share and publish the diversity profile of UK employees and any other work on equality, diversity and inclusion
- To measure and monitor progress of the Charter and its protocols, publishing an annual joint report based on contributing data shared from all signatories
- Best Practice in Recruitment;
- Best Practice in Retention;
- Marketing & Advocacy
- Annual Reporting & Measurement
- Eco-system & Policy
- Education & Talent Pipeline
The Back Story
In July 2014 Caitlin Moran, the novelist and journalist highlighted at her book launch in London that “if 90% of coders are men, developing and owning the language of the future, women won’t be part of the conversation“. In the audience that evening happened to be the Marketing Director of Monster.co.uk, Sinead Bunting. Concerned and inspired to try and do something about it, she set about trying to raise awareness of the tech diversity crisis amongst the HR and recruitment industry. Reaching out and chatting to ‘women in tech’ in this area, she met many inspirational women who were already doing amazing things to raise awareness of the importance of tech and STEM to females and upskill them in all things tech.
These women included Anne Marie Amifidon, Co-Founder of Stemettes, Amali de Alwis, CEO of Code First Girls and Debbie Forster, Co-CEO of Apps for Good. In fact it was during an initial call with Anne Marie, where Anne Marie mentioned that there should be a charter to address the biases and issues faced by females in the recruitment process. Sinead thought Anne Marie’s idea of a charter was an excellent idea and set about trying to make it happen. Calling it the Tech Talent Charter (creative!) making a logo (it now had an identity so it must be real!) and getting the much needed buy-in and support of her bosses such as Andrea Bertone at Monster to support the implementation, she worked side by side with Amali de Alwis of Code First Girls and the charter was written and the steering group and work streams framework born.
But of course, only progress could be made if other organisations joined them to make an industry collective. Sure enough, Stemettes, Apps For Good, RBI, Michael Page, S3 Group and JLR Solutions amongst others stepped up to the plate and have formed the steering group and workstreams to deliver the guidelines and best practice that form the main charter outputs. But it’s only the beginning and we need other organisations to join us to make greater diversity a reality.