Diversity and Inclusion with Amy Newton from Inclusively Tech

We recently caught up with Amy Newton who established Inclusively Tech back in 2019 and has went from strength-to-strength. Her company has been successfully training and consulting clients across the tech and financial sectors on diversity and inclusion in their workplaces.

Read what she has been doing and how you can put steps in place to be inclusive and diverse in your business.

Amy Newton CEO and Founder at Inclusively Tech

When did you start the business and why?

I started the business in 2019 following a decade of recruiting technical talent for the tech community in the UK. I started the business because there is a need for training specifically where policy meets practicality; we believe in down to earth diversity, no judgement and no shaming. We also believe that helping companies with inclusive processes improves interview hygiene and leads to a greater mix of diversity within your software development teams. We also think that Diversity and Inclusion training can be fun – no need for fear mongering or extortionate prices. We offer practical, reasonable solutions that are affordable no matter the size of your business.

What do you guys do at Inclusively Tech?

We are a Diversity and Inclusion Consultancy for the Tech Sector. We offer training on Anti-Racism, Mental Health, Neurodiversity, LGBTQ+, Gender.

What are the up-and-coming plans?

As we have strong networks in the grassroots tech event communities and have been organising innovative and ground-breaking events in the sector for a number of years. We are looking forward to building on that experience to bring realistic Diversity and Inclusion solutions that are enjoyable, affordable, and practical.

Anything you would say to a business exploring training options for Diversity and Inclusion?

Yes, Diversity and Inclusion can be easier (and a lot more affordable) than you think!

What tips would you give businesses on how to approach their recruitment process in an inclusive and diverse way?

There are three main things for a client to remember when recruiting for diverse talent;

Diversity doesn’t always mean advocacy (i.e., just because you have someone in the team who is Trans, this does not mean it is their job to be the ‘poster person’ for the Trans movement and it is not their responsibility to educate you on policies. Most often than not, they will actually feel uncomfortable if you are coming to them frequently to ask how to be more inclusive.

Diversity does not equal Inclusion. Even if you succeed in attracting more Diverse candidates through your recruitment process, if the environment they are walking into isn’t ready then you won’t keep them.

Rights vs Responsibilities: Being inclusive does not mean that you are beholden to create the absolute perfect environment for one particular individual; a software team is made up of lots of people and it’s important to ensure that any reasonable adjustments are reasonable for everyone. This theory is better explained in depth!

If you would like to get in touch with Amy on potentially helping your business with diversity and inclusion, head over here and drop her a message!

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