Articles
Making it easy to build diverse tech teams
We know that diverse teams lead to greater business outcomes, and yet it is so hard to create and maintain them. It's time to take a practical approach to bridging the gender gap in your software engineering and technical leadership teams.
Trusted by the best companies in the world
Removing bias from your people processes
Transforming a culture to be more diverse and inclusive take a lot of time and effort. Many well-intentioned technical leaders find they are unable to make a lasting change, despite their hard work.
We have invested that hard work, time and effort into understanding how to build and sustain a diverse and inclusive team, so you can get back to solving the problems of your business.
Features
Our product
We make it easy for CTOs and engineering managers to build and sustain diverse, high performing software engineering teams.
The core of our platform is an objective and detailed Engineering Growth Framework that recognises and rewards 'glue work' as well as technical contribution, identifies strengths in underrepresented groups that are usually overlooked, and creates career and growth plans to ensure everyone has equal access to opportunities.
Recognise and reward diverse contributions
Build diversity in to your foundations: proactively recognising and reward behaviours and tasks that lead to greater business outcomes
Hiring support
Easily create Job Descriptions and Interview guides that will help you appeal to a diverse candidate pool and hire in the skills to support inclusion
Employee reviews
Make expectations clear and performance assessments consistent across teams
Career growth
Create stronger retention with less-ambiguous, more explicit career growth goals and opportunities
Uncover skill gaps
Understand where to invest in learning and development to get the most from your software teams
Build inclusive practices
Diversity brings nothing without inclusion and belonging. Understand how rethinking dev practices can lead to greater innovation and performance
Matt Cannon
VP of Marketing at Facebook
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Kathie Corl
Head of Growth at Twitter
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Sophie Moore
Head of Marketing at Pinterest
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John Carter
Head of Retention at Amazon
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FAQs
Frequently Asked Questions
Will building for diversity lower the bar?
From the outset it can seem this way. If we emphasise other contributions, wont that reduce our technical capability? We have found the opposite to be true: everyone is held to higher standards. Technical skills and capability are also recognised and assessed, but in a much more objective way. Attribution bias and mistaking confidence for competency becomes less of a problem in decision making. Our tools will not lead to hiring or promoting someone who simply can’t code or learn to do so.
What do you mean by “high-performing” teams?
Our favourite quantitative measure of a high-performing teams is that of the State of Dev Ops report. Those that develop and deliver quickly are better able to experiment with ways to increase customer adoption and satisfaction, pivot when necessary, and keep up with compliance or regulatory demands. This ultimately leads to better business outcomes.
Why focus on gender diversity?
True innovation comes from highly-diverse teams, with people from a range of backgrounds from a myriad of underrepresented groups. We have started with gender as By population size, gender is the most underrepresented group. Building inclusion for gender builds empathy in general, and leads to higher diversity overall. Our founders have lived experiences working as women in tech which means we can accurately represent
