As a British technology startup, we believe that success is more than just how powerful our technology is. It’s about the right talent and the right environment to fuel innovation. We set out in 2017 to make diversity and inclusion a core part of our business. This is our story.
Founded in 2013 in Plymouth, Devon, iotec are today a rapidly expanding business with offices in London and Berlin and plans for further global expansion. Our company culture needed to reflect this global ambition and we wanted to attract the best talent. An inclusive culture is imperative to achieve this.
In March 2017, having restructured the business around a new management team, we set out to make inclusion and diversity a core part of our business proposition. We had no specific budget for it, nor a single dedicated resource, we made it a collective responsibility for everyone in the company.
iotec’s People Plan focuses on recruitment, flexible working and maternity support, being industry advocates for diversity and employee development.
We have proactively overhauled our hiring approaches, starting with appointing more women in the senior management team (CFO, VP Client Services, VP Marketing, HR Director).
This focus on gender balance is in place across the company and we’ve had success in attracting more women across all departments, notably hiring a senior female engineer (September 2017) into our Engineering Department, which historically had been almost exclusively male.
Initiatives we have implemented:
Partnership with Plymouth University which has opened doors to international talent, whilst the nature of the work attracts candidates from around the world.
Partnerships with regional STEM Groups such as Women in STEM Plymouth and WISE, to encourage more women into engineering jobs, whilst positioning ourselves as an employer of choice.
Commitment to gender-neutral language and imagery and non-gender specific jobs.
Flexible working and maternity/paternity support
A recent stat from Opportunity Now states ‘’54% of mums leave the workplace as they need a better work/life balance.’’
iotec recognised this in H2 2017 by rolling out flexible working hours (between 7am - 6:30pm). This has allowed our employees, especially working parents, to better manage personal commitments with their working agendas and has contributed considerably to employee moral and overall output.
Our commitment to flexible working means we are able to retain knowledgeable and valuable members of the team when they have a change in circumstances. This was illustrated when an engineer decided to relocate to Geneva, rather than lose her as an employee, iotec supported the move by giving her the flexibility to work remotely.
Advocates for diversity
According to Recruitment International, women make up only 17% of employees in the UK tech sector, highlighting the lack of diversity in adtech.
Within the adtech industry we are champions for change and advocates for greater diversity. Our CEO, Paul Wright, has spoken at numerous industry events, including DIMA (Diversity in Marketing and Advertising Summit), The Women of Silicon Roundabout conference and the Adtech Inclusion Summit on the importance of diversity and how it can be achieved.
Ensuring our staff feel valued and that the company are invested in their development is critical to creating an inclusive culture. We have encouraged open working practices by:
Onboarding a performance management tool (Small Improvements) to encourage feedback. Its ‘Praise’ functionality enables peer-to-peer recognition and has fostered greater inclusivity and collaboration between teams whilst encouraging a culture that celebrates success.
Introducing ‘Lunch and Learns’ to allow employees to share expertise, fill knowledge gaps and foster cross-departmental collaboration and innovation.
Organising quarterly company updates at our headquarters in Plymouth to promote team building and continued collaboration among employees.
iotec are committed to inclusivity and creating an open business culture around these four pillars to support our long term strategy.