First there was DEI (diversity, equity and inclusion) and now we speak of DEIB, to emphasize the importance of belonging: a sense of community and a feeling of being a valued team member. Last year, Vincit set a value that guides our culture, extraordinary together. With this statement, we aim to build our workplace and the whole IT industry more inclusive. This means that we want all employees to feel valued and respected regardless of their background, identity, or position. This involves promoting DEI initiatives and creating policies that prevent discrimination and bias.
We also believe that the tech industry needs more diversity – and we want to do our share. The more diverse our workforce, the better we understand end-user needs and the better we serve our customers. We aim to increase the share of women and gender minorities at Vincit to 30% by 2025 in line with the industry average (now 24%) and increase the cultural diversity and international country per country to an average of 15% (now at 7,6%). The goals for increasing diversity are ambitious, but possible to reach by for example promoting inclusive culture and creating a sense of belonging to all.
In practice, this all means that we put a lot of effort in recruitment to make sure we have diverse candidates, promote our welcoming culture, grow the share of projects where the work is done in English and create this strong sense of belonging to all our employees. Supportive leadership is needed to achieve this as leaders who take care of their employees well-being can significantly enhance the feeling of belonging.
To get where we want to be, a committed effort from leadership is needed, as well as active participation from all our Vincitizens. That is why we want to support open discussion around these themes and assess where we stand regularly to make sure we are making progress and can make changes when needed.
