D&I annual report 2023-24
Central to our strategy is a commitment to driving an inclusive culture that champions and celebrates the differences and similarities of everyone at Kainos.
Our long-term D&I approach helps us achieve this commitment; creating an environment of fairness and equity where everyone has an equal opportunity to grow, be recognised, and be rewarded for their valuable contribution.
We have accomplished a lot in the last 12 months, and we're excited to continue our journey. But we still have more to do.
In our annual report, we provide you with an update of our diversity and inclusion journey to date.
Jump to view our D&I dashboard data here.
Why D&I matters
At Kainos, we celebrate diversity and are committed to fostering a working environment which allows everyone to be themselves and achieve their full potential.
The case for creating a diverse and inclusive culture is underpinned by research and aligns to the Kainos strategic principles:
Be a great employer
By having more culturally diverse leadership and teams, we are more likely to have increased staff wellbeing and higher rates of staff engagement and retention.
Delight our customers
With a more diverse work environment, we are able to develop more new products than those with homogenous teams, as well as being able to quickly introduce and bring new innovations into market.
Be a growing, profitable and responsible company
With a more diverse and inclusive culture, we can become more agile and adopt better to change in volatile environments, whilst meeting or exceeding global equality standards and laws. We can also achieve growth ambitions with higher return on equity, and become more profitable as a result.
Key pillars
Our focus in D&I is underpinned by three primary pillars:
1. Leadership
Ensuring accountability and inclusive leadership.
2. People
Attracting, developing, engaging and retaining a diverse pool of talent.
3. Culture
Open, inclusive and high performing talent - globally.
Our progress to date
Areas of focus
We have more to do. This year, our top three priorities are as follows:
Inclusive leadership behaviours
- This year we will complete the roll out of our Inclusive Leadership Programme to Leaders.
- Our next priority is working to embed the learning supported by additional learning and continued mentoring and support.
- Introduction to psychological safety learning and materials to support our Leaders and teams.
Achieve Disability Confident Level 3
- Embedding our Reasonable Adjustments process to ensure that people with disabilities are accessing the right adjustments at the right time.
- Continued partnerships with disability inclusion organisations to provide work experience opportunities which improve employment outcomes.
- Introduction of a new employee network group to support people with caring responsibilities including caring for people with disabilities.
Use data to inform strategy
- Thanks to our Count Me In campaign VIBE data disclosure grew from 70% to 99.8% in FY24.
- Previously we reported disclosure by % of people who disclosed one or more diversity characteristic but Count Me In has enabled us to report on % disclosure of all diversity characteristics per person which is currently 82%.
- Despite significant improvement we will continue efforts to improve disclosure rate over the coming year.
- This year, we will compare Kainos diversity and representation to regional population demographics and tech industry data to identify future areas of focus for our D&I, Talent Acquisition and Tech Outreach strategies.
- We will build upon the Count Me In progress by continuing to reduce the ‘prefer not to disclose’ percentages in our VIBE diversity data. Our goal is to attain an 90% disclosure rate by FY25.
Kainos demographics
Our D&I dashboard (VIBE) allows us to see the diversity of our global workforce. It helps to:
- understand, monitor and improve D&I in Kainos
- drive diversity efforts in hiring, promotion and retention
- make better D&I decisions
- track progress against our UN Sustainability Goals.
The following tables show a snapshot of demographics across Kainos from the perspective of gender identity, ethnicity, religion, disability and sexual orientation.
Gender identity |
% |
| Man | 52.0% |
| Non-binary | 0.4% |
| Woman | 30.3% |
| Transgender man | 0.0% |
| Transgender woman | 0.0% |
| Gender identity not listed | 0.0% |
| Prefer not to disclose | 17.1% |
Ethnicity |
% |
| Asian or Pacific Islander | 0.0% |
| Asian/Bangladeshi/Indian/Pakistani/Other | 9.1% |
| Black/African/Caribbean/Other | 2.9% |
| Chinese | 0.7% |
| Hispanic/Latino | 1.4% |
| Ethnicity not listed | 1.0% |
| Indigenous peoples | 0.7% |
| Native Hawaiian or Other Pacific Islander | 0.0% |
| Two or more ethnicities | 1.7% |
| White European/American/Other | 73.7% |
| Prefer not to disclose | 8.7% |
Religion |
% |
| Buddhist | 0.17% |
| Christian | 15% |
| Hindu | 5% |
| Islam | 2% |
| Juddaism | 0.3% |
| No religion or belief/atheist | 22% |
| Prefer not to disclose | 20% |
| Protestant | 11% |
| Religion not listed | 8% |
| Roman Catholic | 18% |
| Sikh | 1% |
Disability |
% |
| Breathing | 0.3% |
| Cancer | 0.1% |
| Hearing | 0.7% |
| I do not have a disability | 51.6% |
| Long-term health condition | 1.4% |
| Learning disability | 0.7% |
| Dexerity | 0.1% |
| Fatigue | 0.2% |
| Vision | 0.3% |
| Neurological | 0.2% |
| Neurodiversity | 1.73% |
| Mental health | 1.0% |
| Disability type not listed | 1.1% |
| Mobility | 0.2% |
| Prefer not to disclose | 40.3% |
Sexual Orientation |
% |
| Asexual | 0.4% |
| Bisexual | 1.6% |
| Gay man | 1.0% |
| Gay woman/lesbian | 0.6% |
| Gay | 0.2% |
| Heterosexual | 68.0% |
| Pansexual | 0.4% |
| Prefer not to disclose | 27.4% |
| Sexual Orientation not listed | 0.3% |
Diversity and inclusion at our core
Creating an inclusive workplace isn’t just part of our culture – it’s core to our success. Explore how we’re building a workplace where everyone belongs.