Diversity & Inclusion

The engine for innovation

Collaboration between people with a different background is at the core of our agile roots. It’s at the core of our connected agency with offices in 20+ different countries. 

Valtech is continuing to prioritise embracing diversity and fostering inclusion within everything we do. As one Valtech, we’re here to collaborate globally, and locally implement, ensuring we learn, grow and support each other in this nuanced journey. 

As part of our accountability pillar, we’re sharing our diversity and inclusion reports with you. In these reports, we share all the data we have so far, our key initiatives for the year across our five pillar strategy and exciting Valtech case studies around the world.

Read Diversity & Inclusion reports here: 

• 2024 Diversity and Inclusion Report

• 2023 Diversity and Inclusion Report

• 2022 Diversity and Inclusion Report

Prioritisation is key for any business strategy, and our diversity and inclusion strategy is no different. To make a consistent, measured approach possible, we have created frameworks for all of our regions to tailor and implement in the best way for their localities.

To this end, we have:

• Created a bespoke Valtech D&I maturity index to help us all measure against the group strategy. This index asks a series of questions, which helps leaders gain points based on the level of initiative (Beginner, Intermediate or Advanced). Based on this, we can all see what level we are, and more importantly, where and how we want to progress.

• Set up a Global D&I Council comprising of employees from across the company, which meets bi-monthly to discuss specific topics related to our strategy and initiatives.

• Embedded accountability within our business through clear and regular comms on what we’re doing, how we’re doing and what we’ve learned, through regular reports and global showcase events to our entire company.

• Creating a more inclusive hiring process by rolling out a hiring matrix for our Talent teams to measure how we rate all potential Valtechies across competency-based questions, using data to understand who is/isn’t getting into our pipeline and rolling out interventions as needed.

• Mandated training by default. This has been across our senior leadership on privilege awareness to ensure our decision-makers are aware of their role in creating inclusive environments for everyone, alongside embedding training across all hiring and interviewers on inclusive interviewer practices.

• Embracing community through continuing to reach the next generation of women in tech through our global initiative Tech Girl.

• Prioritising the growth of underrepresented talent by rolling out our Accelerating into Leadership programme which pairs underrepresented talent with senior leaders within their business vertical to aid constructive feedback, visibility and advocacy for their progression.

• Holding ourselves to account with regular data reporting, embedding new systems to allow us regular “temperature checks” on how we’re doing on inclusiveness and belonging and creating metrics to define what success means to us.

• Initiated a variety of local D&I initiatives to promote and increase awareness.

Through our 5 pillar strategy, we enable local and regional impact, recognising that diversity and inclusion is different across regions, countries and cities. Our goal is to make sustained and meaningful change, helping all of us mature, creating an impact that lasts and leaves things better than we found them. 

Using our 5-pillar strategy, we will continue to develop and roll out meaningful initiatives that enable us to make a positive impact on embracing diversity and fostering inclusive environments across all of Valtech.

We will continue to update this page with our diversity, equity and inclusion reports, data and efforts.