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Be any ally

Be a role model

Diversify your networks

Be informed and educate yourself on diversity and inclusion

Speak up - on behalf of others or for diversity / inclusion issues

Show empathy

Actively seek out diverse perspectives

Challenge stereotypes and bias

Build cultural awareness

Inspire young people

Insist on diversity at events

Sponsor or mentor someone from a minority group

Talk to women and minorities about their experiences

Expand people and orgs you follow on Twitter to broaden the range of voices you listen to

Create opportunities and connections for others

Mentor a women or someone from a minority group

Give away the glory. Let someone else do the presentation, run the workshop, take the credit.

Encourage both young girls and boys to explore technology

Don't persist gender, culture or racial stereo types. Check yourself.

Build your story on what you have done to create inclusive workplaces or build and develop diverse teams

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Leadership & Culture

Actively demonstrate that diversity is valued  and our culture is inclusive (e.g. long term commitment, senior management support, specific focus/initiatives/investment, value input from everyone, support different perspectives and working styles)

Actively advocate the benefits of diversity and inclusion, commit to driving change & zero tolerance for discrimination

Publicly share your personal & organisational commitment to the principles of diversity, inclusion and respect

Ensure everyone understands the diversity business case;  higher productivity, better client service, innovation and lower attrition.

Active support for flexible working practices (e.g. part time, job share, remote working, flexible hours etc)

Recognise our own biases and don't always be guided by the loudest, most confidence voice

Put diversity & inclusion on the senior management agenda

Accountability for diversity and inclusion - in HR, in leadership, with managers and with everyone

Support and encourage people to speak up for diversity issues that are not their own  i.e. create allies

Be prepared to step outside of our comfort zone and challenge stereotypes

Encourage staff to be allies and actively speak up for issues that are not their own

Create a 'when you see something, say something' culture to encourage people to speak out and provide constructive feedback

Actively seek out and encourage others to seek out different perspectives

Recognise that the 'diversity dialogue' may not always be comfortable and  create a safe environment where people can be their authentic selves

Speak your mind but mind your speak

Set the tone from the top

Acknowledge and praise great behaviour to encourage others to repeat it

Actively celebrate successes

Encourage feedback and listen and respond

Religion agnostic celebrations and events or equal coverage for all

Make space for difficult conversations

Make  time for teams to share stories, ideas and information

Open invitation for feedback from leadership

Get people comfortable with hard conversations

Policy & Practice

Mentoring and sponsorship for women and underrepresented groups

Encourage staff to raise diversity or inclusion concerns and create anonymous mechanisms for feedback

Internal networks, councils & forums

Review / update / create policies that support and will drive diversity and inclusion

Reward / reprimand behaviour that supports / counters diversity and inclusion goals

Reward competence not confidence

Active support for 'returners to work'

Internal networks / mentoring

Create a code of conduct to help people understand what appropriate behaviour looks like

Give people a shared language and appropriate channels to talk about diversity and inclusion topics

Set up employee resource groups

Data, Metrics and Transparency

Describe and share our efforts to increase diversity (e.g. case studies, successes, challenges ...)

Measure and ensure / work towards equal pay for equal work across genders

Set diversity targets for our workforce; track, benchmark and share data

Set diversity targets for interview candidates; track, benchmark and share data

Recruitment - How will we attract and welcome a diverse workforce?

Inclusive hiring practices

Actively seek out diverse candidates if they do not apply. Target different populations and networks

Identify barriers to application and take action to address

Clarity at job advert stage about support for flexible working practices

Use gender neutral language in job adverts

Job adverts that state requirements not wish lists.

Look in different place for different talent - use more channels to find talent

Look at top ranks students at lower ranked universities/schools

Recognise the 'like me' limitations of employee referral schemes and don't use as the only source of new talent

Build your brand and reputation as being an employer of choice for diverse candidates

Show your commitment to seeking out diverse candidates

Offer 'return to work' schemes for those returning after a career break

Diversity on interview panels

Check out https://www.hiremorewomenintech.com/

Offer apprenticeships and on the job training or re-training

Use structured criteria in interviews to assess candidates to eliminate unconscious bias

Create new ways to fuel your talent pipeline e.g. programmes to inspire people into tech who may not otherwise consider it an option

Ask candidates how they would or have contributed to create an inclusive workplace or built and developed diverse teams

Retention - How will we retain and support a diverse workforce?

Career progression, promotion and salary transparency

Identify barriers to promotion or reasons for staff turnover and take action to address

Review 'staff experience' for each diversity dimension and create action plan to improve

Ensure social activities are accessible for all

Continuous diversity and inclusion training & awareness for all staff with extra support for managers (e.g. unconscious bias, stereotype threat, intersectionality, being an ally, working with people with disabilities, cultural awareness, empathy, benefits of diversity ...)

Review new hire experience for each diversity dimension and create action plan to improve

Development & Career Progression

Identify, develop and promote the underrepresented to build a diverse pipeline of managers, executives and board members

Identify needs and put in place additional support for women and underrepresented groups

Sponsorship for women or underrepresented groups

Encourage management to 'sponsor' and support women and minorities to give them opportunities to shine and progress

Encourage senior management to 'give a away the glory' and give the quieter voices the spotlight

Put in place a mentoring programme

Encourage staff to use The Mentoring Canvas on a regular basis as a framework for mapping out what is important to them, what their goals are and steps they can take to achieve them.

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Young People

Diversity work with schools, teachers and students

Support or create engagement programmes working directly with schools to encourage more young people – especially women and those currently underrepresented – to consider STEM subjects.

Encouraging women and underrepresented staff to speak at schools

Support work experience opportunities for young people and encourage women and underrepresented groups

Get involved or support organisations working to equip girls and other minority group with information and skills to succeed in the future

Help to develop the next generation of female tech leaders by supporting Girls Who Code and Black Girls Code

Helping Others

Pay it forward by sponsoring an organisation actively supported the underrepresented or building strong talent pipeline

Encouraging staff to mentor women and underrepresented groups outside of our organisation

Scholorships

Seeding problem areas for others who are looking to apply skills to real world issues

Offer to host a programme or event for a group or organisation that is helping women or underrepresented groups in tech

Work with organisations who are developing young talent to support them

Events

Attending and hosting external events on diversity

Encouraging women and underrepresented groups to speak at events

Raise concerns about lack of diversity with event organisers

Encourage your staff to go to diversity events

Encourage your staff to attend events where they are the 'odd one out'

Say no to 'manels' - all male panels

Commit to a better ratio of female and minority speakers at your conferences or events

Create a code of conduct for your events

Serve non alcoholic drinks or even mocktails to encourage those that might usually drink alcohol not to

Offer your office to host an event supporting women or minorities

Use the various lists of women and minority speakers to find diverse talent to speak at your events

Skills Development

Encourage women and people from diverse backgrounds to take on board and trustee roles outside of our organisation

Encourage staff to go to events/places where they are the 'odd one out' to build empathy

Network

Encourage staff to expand their personal network outside of people 'like them'

Raise concerns about lack of diversity with partner / supplier / customer organisations

Become better connected outside of our organisation

Collaboration

Benchmarking against peer organisations

Reviewing and learning from what others are doing

Collaborate with others in the industry to drive forward meaningful change

Marketing

Publish successes and continue to promote the benefits of diversity and inclusion externally

Publish content that portrays our organisation and the sector in general as welcoming and supportive environment to work in