At mthree, we want to inspire everyone to go further than they thought possible – whether that’s the Alumni and Reskill trainees we work with or our people at HQ.
"Every company is looking for diverse hires in tech. We can tackle this at the root cause. Where other companies would rule a lot of grads out, we rule them in. We work with a broad range of universities and remove as much bias as we can from the recruitment process. Our training and their aptitude enables success."
Becs Roycroft, Senior Director at mthree
BELONGING WITHOUT CONFORMING
Inclusion should embrace the diversity within a workforce, not absorb away the differences. We’ve felt the benefits of this at mthree HQ. So we want to keep doing our bit to drive change, from sharing our own struggles and victories to doing away with dress codes.
MAKING MERITOCRACY WORKABLE
“Equality of opportunity” is easy to talk about but hard to put into practice. We recognize that positive action is sometimes needed when a person’s background might hold them back, despite their aptitudes.
VALUE IN DIFFERENCE
By helping under-represented groups excel in jobs they might not have chosen unaided, organizations gain new thinking, new ideas, and new ways of solving problems.
"Our passion is nurturing talent so everyone fulfils their full potential. As a member of the LGBTQ+ community, I lead the Diversity, Equality and Inclusion committee, and we’re always on the lookout for new initiatives that will move us towards where we want to be. Is there room for improvement? Always."
Tom Seymour, Senior Director, HR
Our Alumni population of emerging talent are 35% female and 46% Black, Asian and Minority Ethnic. We know that diversity is about more than just statistics, but by tracking how things are going, we have something concrete to improve on.
In our Reskill training, one of our most popular briefs from clients involves helping non-technical people transition into technical roles. This opens up a whole new demographic, from age to education.
Kat is our Head of Alumni Talent in the EMEA region. In her article about her experiences with dyslexia, she emphasizes that people with learning difficulties add immense value to the organizations they join. Everyone has their own way of working, and it’s about finding yours.
We achieve gender and ethnicity diversity by default in our standard selection process – but we can also integrate bespoke metrics into our recruiting cycle. For example, we ran an all-female cohort of Alumni training for tech roles at a tier one investment bank.