The power of diversity in transformation and tech
Change, transformation, and technology roles are all about solving complex problems, making big decisions, and driving innovation. The best teams don’t just rely on technical skills – they bring together different perspectives, experiences, and ways of thinking. That’s why diversity and inclusion (D&I) in these fields aren’t just nice-to-have; they’re essential for business success.
Yet, despite all the conversations around D&I, progress has been slow, especially when it comes to leadership. Women are still underrepresented in transformation and tech roles, and many companies struggle to build truly inclusive teams. So, what’s holding businesses back? And, more importantly, how can they get it right?
The business case for diverse teams
It’s simple: diverse teams perform better. Studies show that companies with inclusive leadership make better decisions, innovate faster, and are more profitable. In transformation and technology, where change is constant and disruption is the norm, having different viewpoints in the room isn’t just beneficial – it’s critical.
But it’s not just about representation, it’s about diversity of thought. When teams are made up of people with different backgrounds, experiences, and ways of thinking, they can challenge assumptions, avoid groupthink, and develop more creative, robust solutions. In transformation and technology, where businesses are constantly navigating new challenges, a mix of perspectives leads to smarter decision-making and better long-term outcomes.
Yet, many businesses still struggle to attract and retain diverse talent, particularly when it comes to leadership roles. That’s where a proactive approach to diversity comes in, not just hiring for today, but building teams that will drive success in the future.
Leading by example
At Levick Stanley, we don’t just talk about diversity, we live it. Our own team has a 50/50 gender split, and we’re committed to ensuring women hold senior leadership roles within our business. But beyond that, we actively work with companies to help them build diverse talent pipelines, making sure they’re accessing the best candidates from all backgrounds.
We’ve supported businesses through complex transformation programmes, helping them bring in a mix of technical, functional, and change management professionals who align with both their culture and business goals. As Gareth Bennett, Programme Director at News UK, puts it:
“Levick Stanley have supported me in recruitment from the start of our transformation programme. They take the time to understand the cultural needs of our team as well as the technical skills required. Adam and Jonathan maintain strong relationships with candidates, demonstrating their care for both the people they place and the clients they support.”
And it’s not just about individual hires, it’s about strategic, long-term impact. Jody Fullman, Group Programme & Delivery Director at Reconomy, highlighted the value of Levick Stanley’s tenacious approach:
“Their approach was professional and clear but tenacious, driving to a successful outcome with clear milestones and deliverables. Communication was exceptional, further amplifying a great customer and candidate experience.”
Helping diverse teams to thrive
Hiring diverse talent is just the first step. The real challenge lies in creating a work environment where everyone can succeed. Businesses that fail to do this risk high turnover, lower engagement, and missing out on the full benefits of a diverse workforce.
So, what does an inclusive work environment look like?
- Flexible working: People’s needs are different – whether it’s working parents, neurodivergent employees, or those managing health conditions. Companies that offer flexible hours, hybrid working, or job-sharing open up opportunities for a broader range of talent and improve retention.
- Inclusive benefits: Standard benefits don’t always work for everyone. Forward-thinking businesses consider parental leave policies, mental health support, and tailored career development opportunities to ensure their benefits package truly supports a diverse workforce.
- Clear career progression pathways: If employees can’t see a future in their company, they’ll look elsewhere. Businesses need to invest in mentorship, sponsorship, and leadership development programmes that actively support underrepresented groups and help them progress.
These aren’t just ‘nice to have’ initiatives—they’re crucial for reducing staff turnover, boosting engagement, and ensuring that businesses get the best out of their teams.
Future-Proofing Your Team with D&I
The most successful businesses don’t just react to change, they build for it. The teams that will drive the future of change, transformation, and technology will be the ones that embrace diverse perspectives, create inclusive cultures, and invest in talent for the long term.
At Levick Stanley, we help businesses not just hire diverse talent, but create the conditions for them to succeed. If you’re looking to build a team that drives real business success, let’s talk about how we can help you build for the future – by putting diversity, equity, and inclusion at the heart of your hiring strategy. Get in touch with the team to get started.