In today's rapidly evolving tech industry, the pursuit of innovation and excellence is relentless. But there's one aspect that's just as crucial as any cutting-edge technology: Diversity, Equity, Inclusion, and Belonging (DEIB). At RUSH, we're continually on a journey to foster a workplace that not only embraces DEIB but champions it. 

The tech industry and the DEIB imperative

The tech industry has long been associated with innovation and progress. However, it's also been criticised for a lack of diversity. Historically, tech has been predominantly male dominated, with limited representation of other genders, ethnicities, and backgrounds. This underrepresentation has far reaching consequences, stifling creativity, perpetuating inequalities and limiting the industry's potential for growth.

To keep pace with an ever changing global landscape, the tech industry must reflect the diversity of the world it serves. A diverse workforce brings varied perspectives, experiences, and ideas to the table, leading to more innovative solutions, better products, and improved customer experiences. It also helps to bridge the digital divide, ensuring that technology benefits all segments of society.

Our commitment to DEIB

While we've always fostered an environment that values diversity and inclusion, over the past year, we've elevated our commitment to DEIB by formalising our approach and taking deliberate actions to create a workplace where every team member not only feels valued but also truly belongs. At RUSH, our approach revolves around a structured framework and the dedicated Belonging Steering Group, a team of diverse employees who lead the charge in driving our DEIB initiatives.

*RUSH's DEIB Framework

Practical steps towards DEIB

Recruitment Initiatives: 

To create a more diverse talent pool, we've expanded our recruitment efforts to include advertising roles on platforms and Slack groups dedicated to women and mothers. One platform we are using is Jobs for Mums, a job board dedicated to helping New Zealanders find jobs that meet the needs of families today. Platforms like these allow us to tap into talent pools we may not otherwise have access to.  

We use gender decoders for inclusive job descriptions, host Women in Tech MeetUps, employ diverse interviewing panels, and implement blind scoring to minimise bias in hiring. We also accommodate candidates who need a support person or whānau to accompany them during the interview process. 

Policy and Procedure Enhancements: 

We understand that policies play a pivotal role in shaping workplace culture. That's why earlier this year we launched new parental leave benefits, offering 6 weeks of paid leave for primary caregivers and 2 weeks for partners. We also provide part-time options for primary caregivers and care packages to support employees during significant life events. We conduct gender pay reviews to ensure fair compensation across our business and have established a Bullying & Harassment Policy with an Internal Complaints process for issue resolution.

Celebration and Education:

Our Belonging Steering Group spearheads a variety of initiatives during the year, with a particular focus on culturally significant months and special days. These occasions serve as both a celebration of diversity and an opportunity for us to deepen our understanding of various dimensions of diversity.

The range of events include:

These important events play a crucial role in nurturing an empathetic, informed and inclusive atmosphere where every team member can not only succeed but also thrive.

Partnerships and Community Engagement: 

We believe in giving back to the community and supporting initiatives that promote DEIB. We're proud to support Take 2 by supplying equipment for students, providing guest speakers to both prisons and classrooms, and employing a Take 2 intern. We've also partnered with the Women in Tech Group, hosting an event on Neurodiversity at Work. Additionally, we've sponsored the "Girl Power IT event" at Techtorium, engaging with over 100 female students, encouraging them to explore opportunities in tech.

A Continuous Journey

It's important to note that DEIB is not a destination; it's a continuous journey. While we've made significant strides, we recognise that there's always room for improvement. We're committed to evolving our strategies, learning from our experiences, and actively seeking feedback from our employees to make RUSH a beacon of diversity, equity, inclusion, and belonging in the tech industry.

By implementing these practices and strategies, we aim to create a workplace where employees feel engaged, valued, and supported. We believe that this commitment will not only lead to reduced staff turnover but also position us as a thriving and innovative organisation, capable of making a positive impact on the world through technology. 

Together, we're building a future where everyone can contribute and belong, regardless of their background, gender or identity.