Being a leader in today’s tech market is no easy task.
Rising costs, ongoing market shifts, and a fast-moving talent landscape have left many professionals searching for clarity. In times like this, it’s easy for priorities to shift – but one thing that must remain front and centre is our commitment to Diversity, Equity and Inclusion (DEI).
Especially in tech, where representation remains a concern. As of 2023, women made up only 26.7% of the industry – and that number had declined slightly over the previous two years. Today in 2025, we’re seeing a renewed push for change – and a greater understanding that DEI is not a side project, but a strategic priority.
At Transition Partners, we believe that diverse, equitable and inclusive workplaces aren’t just the right thing to build – they lead to better outcomes, stronger teams, and more innovation. To explore what real action looks like, we spoke to DEI expert Inara Joanethis, a tech talent acquisition specialist who shared her insights with the TP team. Here are her top tips – alongside a few of my own – for building inclusive, high-performing tech teams:
1. DEI is Everyone’s Responsibility – But Leaders Must Lead
DEI can’t be siloed into a department or left to one passionate individual. It has to be embedded across the entire organisation.
Inara shared how Tourlane made real progress with a top-down approach: ‘We decided with the executive team that we wanted to do better – and that intention helped us implement a real strategy.’
Leaders need to signal that DEI is a priority and provide the structure and direction needed for meaningful change.
2. Inclusion First – Then Diversity
Inara explained: ‘If you attempt to achieve diversity without really thinking about inclusion, that’s where the chaos starts.’
Before investing in external hiring efforts, organisations must honestly evaluate their internal culture. If people don’t feel included, heard, or valued, retention will be a bigger problem than recruitment.
Understand the lived experiences across all levels of the business – not just those at the top – and be prepared to make structural changes.
3. Use Data – Don’t Rely on Assumptions
You can’t fix what you don’t measure. DEI efforts need to be driven by real data – and that starts with self-identification.
Once you’ve gathered data, compare it to industry benchmarks and local community demographics. Go further by combining this with engagement and inclusion surveys to understand how different groups experience your workplace.
This gives you the insight needed to set clear goals and track progress with purpose.
4. Review the Hiring Process – Is It Inclusive?
Start by questioning where and how you’re sourcing talent. Are you looking in inclusive spaces?
As a proud community member of Crypto Girls Club, I’ve seen firsthand the importance of creating safe, empowering spaces for women in tech. Founder Zoe Faircloth shared that only 12% of top Web3 startup roles are filled by women in technical positions.
Small steps – like using blind CVs, diversifying sourcing channels, and focusing interviews on behaviours over pedigree – can have a big impact.
5. Be Patient and Consistent
DEI is not a quick fix. As Inara wisely said: ‘It’s a long journey – and the little steps along the way shouldn’t be underestimated.’
Sustained progress comes from continuous learning, frequent reflection, and the willingness to embrace tough conversations.
The payoff? More engaged teams, stronger culture, and better results – even in today’s challenging market.
Final Thoughts
It was a privilege to speak to Inara and reflect on what meaningful DEI looks like in practice. Her advice remains just as relevant in 2025 as it was in 2023.
If you’d like to share ideas, chat about this article, or discuss inclusive hiring practices for your tech team – I’d love to hear from you.
sarah.james@transition-partners.co.uk
