Equality, Diversity and Inclusion

Known to us as ‘Shedders’, the people that make up our team are a curious and supportive bunch. As our CEO would say ‘You could be purple with yellow spots. As long as you can do the job and you share our 5 core values then that’s what’s important’. Every member of our team is chosen based on their aptitude and ability and are given help and encouragement to develop their full potential and utilise their unique talents.

Like many other organisations we recognise the importance diversity plays in creating a successful, balanced, and fair organisation which is why The Data Shed prides itself on having an inclusive culture that welcomes diversity. At The Data Shed however, we think Diversity has an even more important role to play based on the nature of our work. As Data and Analytical specialists, we are tasked with seeing patterns of behaviour in data. We all come with our inherent bias, so in our mind, the more diverse brains we have on the job, the better.

We know how important it is to have a good work-life balance and do our best to allow every member of the team a working pattern that suits them, whether that’s being around for school pickups or taking a longer lunch to walk the dog. As long as your team and clients have been considered then we’re confident in our approach to treat everyone like adults, with wellbeing as a priority. We regularly collect feedback from the people who keep the wheels turning and make sure everyone knows that their opinions and values are respected.

Our staff handbook or as we more aptly named it, ‘The Shedders Guide’ ensures that no member of our team is treated differently on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, nationality, national origin, religion or belief, or sex and sexual orientation. We are opposed to all forms of unlawful and unfair discrimination.

Our Vision

The Data Shed is a place where everybody is welcome and you are celebrated as a thread in the diverse fabric of our organisation.

We will relentlessly pursue this in our recruitment, structure, and evolution.

Where are we up to?

  • We have implemented a blind hiring process for applicants and only work with recruitment companies who share our values and can provide a D&I policy. We have also introduced a questionnaire to collect demographic data from candidates to better understand which parts of the process need to be improved.
  • We have formed a D&I panel who will review the policies and processes in place to eliminate discrimination and reinforce The Data Shed’s commitment to providing equality and fairness.
  • Every line manager must complete mandatory Mental Health training and every Shedder must complete Diversity, Equality and Inclusion training within 3 months of joining the company.
  • We have 4 Mental Health First Aiders available during work hours to support the team and offer an EAP program as we recognise mental ill health doesn’t work the same hours as us, and sometimes it’s easier to talk to someone outside of the organisation.
  • We are part of the following charters and initiatives to better enhance our teams understanding of local resources and ways we can support both new and existing Shedders:
    • Tech Talent Charter
    • Disability Confidence Scheme
    • Mindful Employer

Our Commitments

  • To proactively challenge our biases and call out inequalities to support the industry as a whole to become more diverse.
  • To create an environment in which individual differences and the contributions of all team members are recognised and valued.
  • To create a working environment that promotes dignity and respect for every Shedder.
  • To not tolerate any form of intimidation, bullying, or harassment, and to discipline those that breach this policy.
  • To make training, development, and progression opportunities available to all.
  • To promote equality in the workplace, which The Data Shed believes is good management practice and makes sound business sense.
  • To encourage anyone who feels they have been subject to discrimination to raise their concerns so we can apply corrective measures.
  • To encourage employees to treat everyone with dignity and respect.

2021/2022 Objectives

  • To promote equality in our recruitment process
    • Increase applications from non-white British people by 10%
    • Increase applications from women and non binary individuals for engineering roles by 10%
    • Increase applications from LBGTQ+ people by 10%
  • To have a workforce who are diversity, equality and inclusion aware
    • Mandatory training as part of individual objectives
    • Quarterly external speaker training on our 4 focal point; Race, LGBTQ+ rights, Gender and Disability.
  • To have a diverse workforce
    • Increase the number of BAME team members by 5%
    • Increase non-male engineers by 5%
    • Increase LBGTQ+ Shedders by 5%

Our Mission

To develop diverse talent both inside and outside the organisation, providing broader opportunities for all.

To be a role model in the tech and local community, where candidates and clients from diverse backgrounds actively seek us out.

The Data Shed equality and diversity policy is fully supported by senior management and will be monitored and reviewed annually to ensure that equality and diversity is continually promoted in the workplace.

 

 

We Love Data

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geek speak to a minimum (unless
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