Ever sat in a meeting where everyone pretty much thinks the same way, nods along, and comes up with the same safe ideas? It’s comfortable, sure, but it’s also a recipe for mediocrity. The best teams—the ones that innovate, solve tricky problems, and push industries forward—are the ones made up of people from different backgrounds, experiences, and ways of thinking. And when it comes to tech, diversity isn’t just a nice-to-have, it’s a proven driver of success.
We know this because the research is crystal clear: diverse teams deliver better results. A McKinsey study found that companies with gender-diverse leadership teams are 25% more likely to be more profitable than their competitors. But despite this, women—and other underrepresented groups—are still battling to get a fair shot in tech. That’s why so many businesses and public sector organisations in the UK are finally putting serious effort into EDI (Equality, Diversity, and Inclusion) initiatives. These aren’t just corporate buzzwords; they’re now a vital part of the armoury for any company that wants to stay competitive, innovative, and, let’s be honest, relevant.
Take the UK Government Digital Service (GDS), for example. They’ve made a real push to build gender-diverse teams, not just by hiring more women but by creating an environment where diverse talent can actually thrive. It’s one thing to recruit inclusively; it’s another to make sure people feel valued, supported, and able to progress. GDS has nailed this by championing female leaders, offering strong career pathways, and embedding diversity into their hiring from the ground up. And guess what? It’s working.
The private sector has been making strides too. Salesforce, for instance, has taken gender diversity seriously, with equal pay policies and clear targets for getting more women into technical roles. IBM, a heavyweight in the UK tech scene, has doubled down on mentorship and leadership programmes to ensure women not only enter the industry but stay and succeed. These aren’t just good PR moves—they’re smart business decisions that lead to stronger teams and better outcomes.
Organisations like Code First Girls, Women in Tech, and Her Tech Talent are also stepping up to change the game. Code First Girls has trained thousands of women in coding and digital skills, opening doors to careers in tech for those who didn’t take the traditional computer science route. Women in Tech is spotlighting success stories and making sure companies stay accountable for their diversity promises. And Her Tech Talent is creating pathways for women to access leadership roles in the industry, helping businesses connect with diverse talent at every level. These initiatives are proving that when businesses invest in real inclusion, the whole industry benefits.
So, what can future leaders learn from all this? The women who’ve carved out successful careers in tech often point to the same things: mentorship, resilience, and strong support networks. Having people in your corner who believe in you can make all the difference. And for companies, it’s about building teams where everyone—regardless of gender, background, or experience—has a voice and a fair shot at success.
At the end of the day, diversity isn’t a box-ticking exercise—it’s what makes teams stronger, businesses more successful, and innovation possible. The UK tech sector has come a long way, but there’s still plenty of work to do. The best teams aren’t the ones where everyone looks, thinks, and works the same. They’re the ones that challenge, inspire, and bring out the best in each other. That’s why independent specialist recruiters like Malikshaw Interim & Executive are so important—helping businesses find and develop diverse leadership talent and ensuring they’re part of the solution, not just talking about it. Because in the end, real progress happens when inclusion isn’t just a goal, but the way we do business.
Ever sat in a meeting where everyone pretty much thinks the same way, nods along, and comes up with the same safe ideas? It’s comfortable, sure, but it’s also a recipe for mediocrity. The best teams—the ones that innovate, solve tricky problems, and push industries forward—are the ones made up of people from different backgrounds, experiences, and ways of thinking. And when it comes to tech, diversity isn’t just a nice-to-have, it’s a proven driver of success.
We know this because the research is crystal clear: diverse teams deliver better results. A McKinsey study found that companies with gender-diverse leadership teams are 25% more likely to be more profitable than their competitors. But despite this, women—and other underrepresented groups—are still battling to get a fair shot in tech. That’s why so many businesses and public sector organisations in the UK are finally putting serious effort into EDI (Equality, Diversity, and Inclusion) initiatives. These aren’t just corporate buzzwords; they’re now a vital part of the armoury for any company that wants to stay competitive, innovative, and, let’s be honest, relevant.
Take the UK Government Digital Service (GDS), for example. They’ve made a real push to build gender-diverse teams, not just by hiring more women but by creating an environment where diverse talent can actually thrive. It’s one thing to recruit inclusively; it’s another to make sure people feel valued, supported, and able to progress. GDS has nailed this by championing female leaders, offering strong career pathways, and embedding diversity into their hiring from the ground up. And guess what? It’s working.
The private sector has been making strides too. Salesforce, for instance, has taken gender diversity seriously, with equal pay policies and clear targets for getting more women into technical roles. IBM, a heavyweight in the UK tech scene, has doubled down on mentorship and leadership programmes to ensure women not only enter the industry but stay and succeed. These aren’t just good PR moves—they’re smart business decisions that lead to stronger teams and better outcomes.
Organisations like Code First Girls, Women in Tech, and Her Tech Talent are also stepping up to change the game. Code First Girls has trained thousands of women in coding and digital skills, opening doors to careers in tech for those who didn’t take the traditional computer science route. Women in Tech is spotlighting success stories and making sure companies stay accountable for their diversity promises. And Her Tech Talent is creating pathways for women to access leadership roles in the industry, helping businesses connect with diverse talent at every level. These initiatives are proving that when businesses invest in real inclusion, the whole industry benefits.
So, what can future leaders learn from all this? The women who’ve carved out successful careers in tech often point to the same things: mentorship, resilience, and strong support networks. Having people in your corner who believe in you can make all the difference. And for companies, it’s about building teams where everyone—regardless of gender, background, or experience—has a voice and a fair shot at success.
At the end of the day, diversity isn’t a box-ticking exercise—it’s what makes teams stronger, businesses more successful, and innovation possible. The UK tech sector has come a long way, but there’s still plenty of work to do. The best teams aren’t the ones where everyone looks, thinks, and works the same. They’re the ones that challenge, inspire, and bring out the best in each other. That’s why independent specialist recruiters like Malikshaw Interim & Executive are so important—helping businesses find and develop diverse leadership talent and ensuring they’re part of the solution, not just talking about it. Because in the end, real progress happens when inclusion isn’t just a goal, but the way we do business.
