Beyond Quotas: Achieving Authentic Diversity and Inclusion

In today’s rapidly evolving workplace landscape, diversity and inclusion have become more than just buzzwords; they’re integral components of successful business models. However, achieving genuine diversity and inclusion goes far beyond simply meeting quotas. It requires a nuanced approach that values individuals’ unique contributions and fosters inclusive cultures where everyone feels respected and empowered.

Traditionally, quotas have been employed to increase diversity, setting specific targets for recruiting or promoting individuals from underrepresented groups. While quotas may boost diversity statistically, they often fall short in addressing underlying biases and systemic issues. This can lead to tokenism and resentment among employees, undermining the very essence of diversity and inclusion.

To truly embrace diversity and inclusion, organisations must move beyond quotas and adopt thoughtful hiring practices. This approach prioritises quality over quantity, focusing on recruiting high-quality, diverse candidates based on their skills and competencies.

Thoughtful hiring practices involve:

1. Building a Diverse Talent Pipeline: Actively seeking out talented individuals from diverse backgrounds through partnerships, internships, and mentorship programs.
2. Aligning Hiring Practices with Organisational Values: Ensuring fairness and inclusivity throughout the recruitment process by mitigating unconscious biases and fostering transparency.
3. Implementing Blind Auditions and Structured Interviews: Removing identifying information from job applications and using structured interview techniques to reduce bias and ensure fairness.
4. Developing a Culture of Inclusion: Providing training and education for hiring teams, fostering leadership commitment to diversity, and establishing employee resource groups and mentorship programs.

Continuous monitoring and evaluation are essential for measuring the success of diversity and inclusion efforts. Key performance indicators, regular audits, and transparent communication help organisations stay accountable and identify areas for improvement.

Despite the challenges, embracing authentic diversity and inclusion is essential for creating workplaces where all individuals feel valued, empowered, and able to contribute fully. By going beyond quotas and embracing thoughtful hiring practices, organisations can unlock the numerous benefits that diversity and inclusion bring to the workplace and society at large.

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AI in Scotland’s Workplaces: Navigating the Shift

Bringing Tech Into Education is the Key to Fintech’s Future

The rapid growth of the fintech industry in the UK has positioned the country as a global leader in financial technology. However, a significant challenge looms on the horizon: the educational gap in fintech and the broader digital skills gap in Scotland. A staggering 77% of students in the UK have never considered a career in the fintech industry, according to a 2023 survey from Quotezone.co.uk. 36% of these students explain that this is due to a lack of education and awareness about the fintech sector.

Without addressing this gap, Scotland’s future growth could be hindered . The key to ensuring Scotland’s continued success in fintech, therefore, lies in providing tech resources and tech training in education, equipping students with the necessary skills to thrive in this dynamic field. Let’s take a closer look below.

The digital skills gap and its impact on fintech

Besides a lack of education and awareness about the fintech sector, students face challenges such as a lack of relevant experience and pressure to gain such experience during their higher education journey. This educational gap is not unique to fintech but extends to the broader digital skills gap, where up to three-quarters of IT employers report difficulty in finding workers with the right skill sets.

As fintech relies heavily on technology and innovation, a shortage of skilled professionals could hinder the development of new products, services, and technologies. Furthermore, it may hinder the industry’s ability to keep up with rapidly evolving technological trends, ultimately affecting its competitiveness on the global stage.

Bridging the gap through tech in education

To ensure that students are adequately prepared for a future in fintech and other technology-driven industries, it is imperative to bridge the digital skills gap through education. One effective way to achieve this is by integrating tech resources and training into educational curricula. Emphasising coding and programming skills from an early age can spark interest in technology-related careers. Additionally, providing students in higher education with exposure to emerging technology, such as artificial intelligence or data analytics, can inspire innovation and creativity.

One shining example of how tech resources in education can lead to promising fintech careers is the partnership between Edinburgh Napier University (ENU), known for its innovation in computer science and cybersecurity, and FinTech Scotland. Through this partnership, students gain access to the latest academic insights, industry knowledge, and real-life problem-solving experiences.

Tech resources can include access to modern computer labs, software, and digital learning platforms or tools that promote better learning experiences. Note-sharing platform Studocu.com is an online portal that allows students to study more efficiently using lecture notes and study materials from various universities ”” including the aforementioned Edinburgh Napier University ”” providing resources that can possibly help them transition into fintech careers later on. Beyond fintech-specific skills, such tech training can also equip students with general digital literacy. This enables students to navigate technology efficiently, access online resources, and communicate effectively in a digital environment.

As students near graduation, the implementation of graduate apprenticeships can help students gain practical work experience that will later help them contribute to the workplace before the end of their first year. The Graduate Apprenticeship in Software Engineering at the University of Glasgow additionally reflects in more diverse graduates, with female trailblazers encouraging more young women in the UK to take up software engineering.

As we look to the future, bringing tech into education is the key to securing a prosperous future for fintech and Scotland’s position as a global fintech leader. To stay updated on the latest fintech news, check the rest of our work at FinTechScotland.com.

Image credit: Pexels by Liza Summer

Source: https://www.pexels.com/photo/crop-ethnic-trader-with-smartphone-and-laptop-on-bench-indoors-6347720/

Expansion of auticon ”“ social enterprise helping FinTechs add autistic talent to their teams

The social enterprise tech consultancy auticon which has a base in Edinburgh, has entered into an agreement to unite with Unicus, a similar organisation operating mainly in the Nordics which also seeks to improve the lives of autistic adults through employment. The historic deal establishes a global model for an autistic-majority social enterprise and ESG company, addressing the inequalities in employment for neurodivergent adults. The two combined companies will become the largest autistic-majority organisation in the world with 81% (465) of its 575 employees on the autism spectrum and will operate in 14 countries, including Norway, Sweden, Finland, Netherlands, Poland, Germany, the United Kingdom, North America, Australia, New Zealand, Italy, Switzerland, and France.

Unicus Founder and CEO Lars Johansson-Kjellerød commented: “By our marriage, we create the world’s largest autistic-majority corporation. With the focus on neurodiversity, we will continue to create unique results for our customers and an increased quality of life for our employees. The joint companies have the same DNA and vision to create a more inclusive world, and when we combine Unicus and auticon’s long experience, that is, in my opinion, the best prerequisites to successfully foster change and innovation and to create the leading social company focusing on neurodiversity. I am looking forward to the journey ahead!”

Unicus CEO Lars Johansson-Kjellerød, auticon Group CEO Kurt Schöffer and CFO Markus Weber are photographed in 2023 in Italy where the Management Board met to define details of the deal

Auticon is an award-winning social innovation company and offers organisations a unique way to bring tech and data expertise plus neurodivergent thinking into their teams. They integrate their autistic consultants into client organizations on a project-basis, performing as software developers, data analysts, QA engineers, and more. Clients experience the benefits of working with autistic professionals first-hand, opening minds and achieving excellent results through diversity of thought and creative thinking.

auticon’s clients in Scotland include a number of Financial Services organisations. David Hodgson, Engineering Lead for Engage Me Lab at Lloyds Banking Group said “Over the last year we’ve been working with auticon. Their support and training has helped us understand neurodiversity and opened positive conversations. auticon colleagues have brought strengths to our team both in delivery and contributing to our culture”.

auticon empowers the clients they work with through actionable neurodiversity training and advisory services. They are the first international neuroinclusion services provider offering lived experience, training, advice, technology solutions and experienced coaching to support organisations in their commitment to being neuroinclusive. They have over a decade of experience of attracting, recruiting, hiring, onboarding and retaining neurodivergent talent and want to help their clients deliver business and impact goals, just like they have, by having a diverse organisation that is successfully neuroinclusive.

“We don’t just jump straight in with off the shelf solutions. It is vital we understand your business and the people working with you. We know very well that one neurodivergent person is different from the next neurodivergent person, and it’s the same for businesses. We take a thorough 360 approach so that everything we do is tailored, collaborative and doesn’t create a silo of neuroinclusion. Instead, we help you to become a fully integrated neuroinclusive employer with practices that complement existing strategies, not create more work.”  Emma Walker ”“ Regional Director Scotland

auticon was established in Germany in 2011 by a father looking to create more opportunities for his own autistic son as he realised that autistic people are too often unemployed or underemployed. It is estimated that only 29% of autistic adults are in employment (Office for National Statistics, UK, 2022) yet many possess cognitive strengths that make them particularly well-suited for careers in science, technology, engineering, and mathematics (STEM). Despite this, they are faced with barriers such as an exclusionary recruitment process, poor autism awareness, and employers feeling unprepared to offer support. This is what auticon and Unicus continue to tackle. The auticon London office opened in 2016, followed by the establishment of the Edinburgh team in 2019. Both offices operate rolling recruitment and are always keen to hear from autistic people with strong tech and data skills. Both offices are also always delighted to explore options for collaboration with new clients.

Find out more at Home – auticon United Kingdom or contact Emma Walker ”“ Regional Director Scotland on Emma.Walker@auticon.co.uk

Over 50% of employers and professionals embrace AI

New research conducted by FinTech Scotland’s strategic partner Hays reveals that a significant majority of both employers (57%) and workers (56%) in Scotland hold a positive view of AI in the workplace, advocating its adoption rather than fearing it.

The study gathered responses from over 8,800 professionals and employers across the UK, including nearly 450 participants from Scotland. Interestingly, 34% of employers remain undecided about the benefits of AI, while only 9% perceive it as a source of fear.

Currently, only 20% of employers report using AI tools, although certain fields, such as marketing, demonstrate higher adoption rates, with 37% of professionals affirming their use of AI tools in their current roles. The utilisation of AI is also notable in technology (30%), architecture (23%), and sales (17%). The primary reason for the limited implementation of AI tools is a lack of awareness or understanding regarding their advantages.

Keith Mason, the Director of Hays Scotland, explains that while the research highlights a predominantly positive attitude toward AI in the workplace, the adoption and usage of AI tools remain low as organisations across all sectors strive to comprehend how AI can benefit their operations. Currently, only 34% of employers invest in staff training to enhance their AI tool and technology skills, with a fraction of this group utilising tools like ChatGPT.

The significant advantages of integrating AI in organisations include cost savings, process efficiencies, and improved productivity. However, Mason emphasises the importance of a balanced approach that focuses on job transformation rather than replacing human workers.

Hays has observed the growth of AI-related recruitment in Scotland, but concerns regarding regulation and ethical use persist. Workers can reap the benefits of AI by transitioning into more engaging and meaningful roles, but this requires employers to invest in adequate upskilling and reskilling initiatives.

Mason highlights the worrisome gap between the rapid progress of AI technology and the lack of appropriate skills within the workforce to harness its full potential. Professionals have a substantial opportunity to upskill themselves and understand the impact of AI on their respective fields, enabling them to leverage AI tools for career advancement. The research strongly suggests that embracing AI and providing relevant training not only bridges the digital skills gap but also positions businesses as innovative and desirable in the evolving job market.

Mason illustrates an example of how AI can enhance recruitment processes, particularly at the initial pre-screening stage for matching candidates with job requirements, especially in high-volume recruitment scenarios like call centers. However, AI cannot replace the human element required to assess cultural fit, individual strengths, weaknesses, and character traits, which are crucial factors that add value to a business. The integration of AI must be balanced with human capabilities.

The study also reveals that the majority of employers (65%) plan to allow staff to use AI tools but will monitor their usage. Five percent of employers have already banned the use of AI tools, and 12% intend to ban tools like ChatGPT. Less than 20% of workers claim to have used an AI tool such as ChatGPT in their current roles, although this figure rises to 37% for professionals aged between 20 and 29.

Photo by ThisIsEngineering: https://www.pexels.com/photo/code-projected-over-woman-3861969/