Diversity by Numbers: The Data, The Cause, and The Response

What does it really take to move the needle on diversity, equity and inclusion in 2025?

As regulatory tides shift and the data pours in, it’s clear that progress is anything but linear. From financial giants to tech startups, the numbers tell a story of both gains and gaps, but this is underpinned by a deeper question: are we simply ticking boxes or are we building workplaces where everyone truly belongs?

Only 20% of Software Engineers are Women, and Only 29% of UK Tech Professionals are Female or Non-Binary

Why? Persistent gender stereotypes in STEM, a "leaky pipeline" where women exit at mid-career and leadership stages, lack of visible role models, and workplace cultures that fail to support women through key life transitions.

What Companies Can Do:

• Launch targeted recruitment and mentorship programs for women and non-binary professionals.

• Provide sponsorship (not just mentorship) to advocate for promotions and stretch assignments.

• Foster inclusive cultures, address microaggressions, and offer flexible work and parental leave policies, e.g. International Women’s Day celebrations.  

• Invest in leadership development and ensure transparency in promotions and pay.

Source: Diversity in Tech report 2024

71% Of LGBTQ+ Employees Fear Coming Out at Work, and 44% Have Left Jobs due to Discrimination

Why? Ongoing workplace discrimination, lack of explicit inclusion policies, insufficient leadership support, and fear of negative career consequences.

What Companies Can Do:

• Enact and enforce explicit anti-discrimination and allyship policies.

• Provide inclusive benefits, such as transgender healthcare coverage.

• Offer regular training on LGBTQ+ inclusion and unconscious bias.

• Visibly support LGBTQ+ employees through leadership advocacy and employee resource groups. See how Delta Capita celebrated Pride Month.  

Source: Creating An LGBTQ+ Inclusive Workplace: Best Practices For Leaders

93% of Machine Learning Engineers Report Operational Issues with AI Models, and Only 22% of Data/AI Professionals are Women.

Why? Underrepresentation of women and minorities in AI, flawed or non-diverse data sets, insufficient bias mitigation in model development, and lack of accountability in AI deployment.

What Companies Can Do:

• Increase diversity within AI and data science teams. Check out Delta Capita’s Data, Tech & AI Hub.  

• Conduct regular bias audits and invest in bias-mitigation technology.

• Require transparency and documentation for AI models.

• Provide ongoing training for all staff on ethical AI development and deployment.

Source: IWD 2024: Artificial intelligence is inherently bias - here’s how to remedy it

76% of Employees More Likely to Stay at DEI-Supportive Employers, 61% of Gen Z Would Not Apply to a Company Lacking DEI Commitment.

Why? Growing employee expectations for inclusive workplaces, increased awareness of social justice, and the reputational risks of DEI rollbacks.

What Companies Can Do:

• Maintain a visible and authentic commitment to DEI, regardless of regulatory changes.

• Align internal and external communications with DEI values.

• Involve employees in shaping DEI strategy and regularly measure engagement and belonging.

• Recognise and reward inclusive leadership at all levels.

Sources: Risks of retreat: The enduring inclusion imperative | Catalyst, Study: Scaling Back DEI Initiatives Comes With Risks | Convenience Store News

UK Gender Pay Gap Remains at 7.0% for Full-Time Employees, with a 29.6% Mean Bonus Gap

Why? Occupational segregation, slower promotion rates for women, bonus structures favouring men, and lack of transparency in pay and progression.

What Companies Can Do:

• Conduct regular, transparent pay and bonus audits.

• Adjust bonus criteria to ensure fairness.

• Set and publish gender parity targets for all levels of the organisation.

• Provide clear, accessible career progression pathways and address barriers to advancement.

Source: Gender pay gap in the UK - Office for National Statistics, Mandatory UK Diversity and Gender Pay Reporting - Beyond the gender pay gap - PwC UK

Taking Action

These statistics signals of where the greatest needs and opportunities for change exist. By understanding the root causes and taking decisive, evidence-based action, companies can move beyond compliance and create workplaces where everyone truly belongs.

“Strong, inclusive cultures where diverse perspectives prevent groupthink and support better decision-making.”

— Emily Sheppard, Chief Operating Officer, UK Financial Conduct Authority (FCA)

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