The EIG efforts have been focused on four pillars to achieve the following: speaking freely, to create an environment which enables employees to speak openly and identifying actions to improve employee experience.
Educating by facilitating the delivery of targeted education to every employee, to equip them with the knowledge they need to promote a positive and inclusive environment for all.
Cultivating talent by supporting the recruitment, retention and advancement of a more ethnically diverse talent pool across all jobs.
Having an external impact by supporting initiatives as part of a commitment to making the IT industry more accessible to people from ethnic minority backgrounds.
Introduction and Background
Computacenter is a global leader in IT (Information Technology) services, with operations spanning 22 countries and a workforce that reflects a rich tapestry of nationalities and cultures. Our mission is to enable our customers to achieve their business goals through innovative technology solutions, and we recognise that our people are at the heart of this mission.
Diversity, equity, and inclusion (DEI) has become integral to our operations because we understand that the strength of our organisation lies in the diversity of perspectives and experiences within our teams. This global footprint requires us to be deeply attuned to the varied cultural contexts in which we operate. It’s about more than just acknowledging differences – it’s about actively fostering a culture where everyone feels they belong and can contribute fully.
Our commitment to DEI is driven by the belief that an inclusive culture is essential for innovation, employee engagement, and ultimately, our success as a business. By attracting, developing, and retaining diverse talent, we not only enhance our organisational performance but also ensure that we are living up to our broader social responsibilities.
At Computacenter, creating an environment where every voice is heard and valued is not just a goal – it is a core part of who we are and how we achieve our vision.
Challenges and Strategies
One of the primary challenges we faced in implementing our diversity, equity, and inclusion (DEI) initiatives was ensuring that all our people, across various job roles and levels, understood the importance of these efforts and why prioritising them is crucial for our success. DEI can be a complex and multifaceted topic, so it was vital for us to approach it with sensitivity and a clear strategy.
To address this, we identified ‘Cultures’ as one of our core pillars, recognising that this broad topic encompasses critical elements such as religion, language, ideas, beliefs, and customs. We understood that these aspects vary significantly across the countries where we operate, necessitating a tailored approach that respects local nuances while maintaining our overarching DEI goals.
Our strategy involves integrating DEI into our broader business objectives, particularly by linking it to our mission of helping customers change the world. By framing DEI as not just an ethical imperative but also a business enabler, we have been able to convey its value more effectively across the organisation. This holistic approach allows us to articulate how DEI enhances our ability to attract, retain, and develop the best diverse talent, which is essential to our long-term success.
At Computacenter, we believe that our strength lies in our people, and our DEI strategy is centred on creating an environment where every individual can reach their full potential. By fostering a culture of belonging, we enable our people to feel connected and empowered to be their authentic selves. This, in turn, drives sustainable engagement and allows us to better reflect, understand, and serve our diverse customer base.
While we are a technology company, our true focus is on our people, and it is through them that we achieve excellence.
Key Initiatives and Outcomes
At Computacenter, we’re deeply committed to enabling our people to reach their full potential while continually enhancing our workplace. To achieve this, we have implemented several key DEI initiatives that have brought about significant and measurable outcomes.
One of our cornerstone programmes is the Ethnic Diversity Development Programme, which equips our diverse talent with the tools they need to thrive. For example, the ‘Bringing Yourself’ programme encourages participants to bring authenticity and vulnerability to the workplace, fostering deeper personal connections and a more inclusive environment. This programme has had tangible results, with several attendees achieving promotions and progressing within the organisation as a direct outcome of their participation.
Our Ethnic Diversity Employee Impact Group has been instrumental in driving our DEI agenda over the past four years. This group has led a series of impactful initiatives, such as promoting and celebrating South Asian Heritage Month and Black History Month through both internal and external activities. These include office events across the UK and cultural showcases at prestigious venues like Church House in Westminster, which took place in 2023.
We have also embraced cultural celebrations across our global footprint, reflecting the diversity of our workforce. In Canada, we observe the National Day for Truth and Reconciliation, and in the US, we celebrate National Hispanic Heritage Month. These celebrations are enriched by our people sharing personal stories and reflections on their cultural identities. This sharing fosters a deeper understanding, appreciation, and connection across our organisation, making our diverse culture a tangible part of everyday life at Computacenter.
The impact of these initiatives is evident in the increasing engagement and participation of our people. Our Viva Engage platforms have seen a substantial rise in activity, with more of our people volunteering their time for outreach and mentorship.
Additionally, our partnership with Generating Genius exemplifies our commitment to creating a diverse pipeline of talent. By supporting young Black graduates entering STEM fields through keynotes, mentorship, and activity days, we are not only promoting opportunities within our industry but also actively shaping the next generation of diverse leaders. The feedback from these students has been overwhelmingly positive, highlighting the critical role our initiatives play in breaking down barriers and opening doors for individuals who have traditionally been excluded from the tech industry. By making technology careers not just accessible but genuinely inclusive, we’re helping to cultivate a new generation of diverse talent that will drive innovation and growth in the sector.
Ultimately, these initiatives are about more than just celebrating diversity; they are about embedding it into the fabric of our company and ensuring that Computacenter is a place where all our people can thrive, contribute, and succeed.
Organisational Growth and Learning
Our focus on diversity, equity, and inclusion (DEI) has profoundly influenced Computacenter’s growth and development, shaping a more dynamic and innovative workplace. Central to this transformation is our commitment to education, which is the cornerstone of our evolving inclusive culture. By embedding education into our DEI activities, we ensure that inclusion is not just a goal but a continuous journey of learning and development for all our people.
Our people surveys have been instrumental in measuring the impact of our DEI initiatives. These surveys provide critical insights into how our efforts are being received across the organisation, enabling us to take informed actions based on real feedback. Acting on this feedback has been vital in driving inclusion and ensuring that we are effectively addressing the needs and concerns of our diverse workforce.
One of the most significant lessons we’ve learned is the importance of identifying and breaking down barriers that may hinder the progression of individuals from diverse backgrounds. Our Growing Together programme, aimed at women in tech, is a prime example of how we’ve responded to identified challenges. By creating targeted initiatives like this, we have made strides in addressing gender imbalances and fostering an environment where women can thrive in technology roles.
Furthermore, we have implemented mentorship and reverse mentorship programmes, which have proven essential for our ethnically diverse talent. These initiatives facilitate the sharing of perspectives, skill development, and career advancement, all of which are crucial for building an inclusive culture. By promoting mutual learning within the organisation, these practices help harness the full potential of our diverse workforce, creating a supportive environment where everyone at Computacenter can thrive.
Overall, our focus on DEI has not only enhanced our organisational culture but has also contributed to our business success. The inclusion of diverse perspectives has driven innovation, improved decision-making, and strengthened our ability to serve a broad range of customers. The lessons we’ve learned – especially the importance of continuous education, feedback-driven action, and targeted support for underrepresented groups – will continue to guide our efforts as we strive to create an even more inclusive and successful future.
Future Plans and Goals
In the future we want to ensure that our organisation is a place where all our people:
- Understand our commitment to D&I and their role in making sure Computacenter is a diverse and inclusive organisation.
- Value their colleagues for who they are and what they bring.
- Enable others to succeed by being supportive, providing them with the right tools and environment and offering fair access to opportunities.
We will achieve this by embedding D&I into everything we do. This includes:
- Training and learning opportunities
- Policies and processes
- Activities and events
- Internal and external communications
We will also continue to focus on specific topics and issues that are particularly relevant such as:
- Healthy leadership training
- Improving our gender diversity
- Attracting more diverse talent
- Improving our digital accessibility
- Supporting an ageing workforce
Advice for Other Organisations
At Computacenter, we recognise that fostering a truly inclusive and equitable workplace is a continuous journey. While we’ve made meaningful progress, we are always striving to improve and learn. Our goal is to create an environment where everyone can thrive, and we remain committed to this vision as we move forward.
Here’s some advice based on what we’ve learned so far:
Leadership Commitment: DEI efforts must be visibly championed by senior leadership. Leaders should actively demonstrate their commitment through consistent actions, policies, and communication. It’s crucial that DEI initiatives are adequately funded and supported with the necessary resources, signalling their importance across the organisation.
Engagement and Education: Engage your people early and often in DEI conversations. Create opportunities for open dialogues that encourage everyone to share their perspectives and experiences. Education is vital; provide training and resources that help employees understand DEI issues, biases, and the benefits of diverse perspectives.
Tailored Initiatives: Recognise that every organisation is unique, and there’s no one-size-fits-all approach. Tailor your initiatives to reflect the specific needs and dynamics of your workforce. Conduct surveys or focus groups to gather insights and inform your strategies.
Data-Driven Approach: Use data to measure the impact of your DEI initiatives. Regularly assess progress and solicit feedback from employees to identify areas for improvement. Transparency in reporting progress can help build trust and accountability.
Mentorship and Development: Establish mentorship and sponsorship programmes that focus on underrepresented groups. These initiatives can empower individuals and help them navigate their career paths more effectively.
Celebrate Diversity: Create opportunities to celebrate cultural diversity within your organisation. Acknowledging and appreciating different cultures fosters understanding and strengthens connections among employees.
Continuous Learning: Foster a culture of continuous learning, where DEI is seen as an ongoing journey rather than a one-time project. Encourage individuals to seek out additional training and development opportunities.
Feedback Loop: Create mechanisms for employees to provide feedback on DEI efforts, ensuring they feel heard and valued. Act on this feedback to demonstrate a genuine commitment to improvement.
Ultimately, the key to successful DEI initiatives lies in commitment, openness, and a willingness to learn and adapt. By embracing these principles, organisations can create an environment where everyone feels included, valued, and empowered to contribute their best.
