An Update on Spektrix Team Demographics: 2024

Data on the diversity of our team, management and board in 2024, and our ongoing work to build a more inclusive workplace.

Beginning in July 2020 we've regularly measured the demographics of our team, as part of our commitment to build, measure and continually improve the overall diversity of the team and the experience of every individual working at Spektrix. Since 2021, the questions and response fields have been consistent enough for us to track and share changes to the team over time, whilst continuing to improve our approach year after year. 

If you have questions about any of our plans or approach, we’d be delighted to speak with you - please reach out on consultation@spektrix.com.

Building an inclusive culture

We know that a more diverse workforce brings with it a greater wealth of ideas and lived experience, and we’re working actively to build a team and culture that’s increasingly representative of the communities in which our offices are based.

We use tools provided by our fellow B Corporation, CultureAmp, to monitor team sentiment and demographics. By monitoring and analysing results across office locations, team membership, job level and personal identity, we can identify and prioritise those initiatives with the greatest potential to positively impact team members’ wellbeing and engagement with our purpose.

In 2022-23, that focus was on hybrid working, careers and training, and the delivery of effective feedback. This year, we're also working to grow increasingly high performing teams, exploring themes of trust and accountability with team members, and bringing together people managers to provide peer support, offer informal advice, and consider how company initiatives and focus areas are implemented at the team level.

WEBINAR: RECRUITMENT & CULTURE

How to read the data

Previous data: 2020 | 2021 | 2023 
(we ran the survey in winter 2021 and spring 2023, so 2022 saw a delay, rather than a full year's omission)

The most recent survey was run in March 2024 and reflects the makeup of the team at this point in time. It doesn't reflect any changes that have happened since then.

96% of all team members responded to the survey in 2024.

Board: 100%
Senior Leadership Group (SLG): 100%
Managers & Leads: 94.8%
Team members: 95.9%

All figures are shown as percentages. Team members who did not participate in a given year are excluded from the data for that year, but may be included in data for other years. Percentages are therefore a proportion of participants, rather than a proportion of all team members.

At Board and SLG level, we’re looking at small numbers of people, meaning that a single change within the team can have a significant impact on percentages. This year, we expanded our Senior Leadership Team (SLT) to a Senior Leadership Group (SLG), with 11 members compared to 8. We're comparing the two groups side by side, just as we continue to compare the wider team as it grows.

We've also separated whole-team data for 2023-2024 to look separately at Managers and Leads (Mgrs), and other team members. This will allow us to map diversity and progression more continually as people build their careers at Spektrix. We do not have this data for earlier years.

Throughout, we describe data changes from 2023 to 2024 in one of two ways:

• As a percentage point (pp) change. In most cases, we’ve used this approach to highlight a change in group size - for example, if 10% of team members identified as female in 2023, and 15% did so in 2024, this would be a change of 5 percentage points.

• As a percentage (%) change. In some cases, smaller group sizes mean that a minor percentage point change can represent a significant shift within a specific group. In the same example, a change in group size from 10-15% represents a 50% increase in the proportion of team members identifying as female.

In our commentary, our aim is not to draw conclusions or comparisons to society, or to suggest that the changes we've highlighted are positive or negative. By selecting certain data points to describe in writing, our intention is to ensure that the data's accessible to all readers, and to identify the largest changes since our last survey in 2023.

The colours used in these visualisations have been chosen to be visible to as many viewers as possible, including people with colour blindness or other visual impairments. Numerical data is also included to support anyone unable to view the visualisations. If you struggle to access the data in either format, please get in touch.

Blank, grey cells represent data which was unavailable or not asked in a given year (e.g. we did not collect separate data for Managers & Leads in 2021). White cells with a dash mean the question was asked, but no-one gave this response. 

Spektrix team data: 2023 - 2024

What was the occupation of your main household earner when you were aged about 14?

This question looks at the socio-economic background of team members (i.e. how privileged/affluent a background people have come from). There is no perfect way to measure socio-economic background, however we have taken the approach recommended by the UK's Social Mobility Commission. Respondents selected one of seven categories, which have been aligned to three economic background levels in this data in line with Social Mobility Commission guidance.
A free text field was not offered for this question.

In 2024, we added the option of Long-term unemployed for people whose main household earner had claimed an unemployment benefit for more than a year. 

In the team, there's been a 21.5% reduction in the proportion of team members from professional backgrounds since 2021.

There are 6% more Managers than Team members from professional backgrounds.

2024

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What is your age?

A free text field was not offered for this question.

Team members and Managers/Leads are generally younger than SLG and Board members.

At the same time, among the Team and Managers, the number of people aged 55-64 has increased noticeably. In 2021 this group formed 0.9% of the aggregated group; in 2024, 2% of Team members and 3.4% of Managers/Leads are aged 55+.

2024

What nationality(ies) are you?

Spektrix offices are based in the UK and US, so we offered two specific options - American and British - as well as ‘Nationality(ies) not listed’ and ‘Prefer not to say’.

20.4% of the whole team listed an additional or different nationality. In total, 28 different nationalities were listed - one more than in 2023.

These were:

American, Australian, Austrian, Brazilian, British, Canadian, Caribbean American, Colombian, Congolese, Danish, French, German, Greek, Hungarian, Indian, Irish, Italian, Lithuanian, New Zealand, Nigerian, Norwegian, Polish, Portuguese, Scottish, Swiss, Taiwanese, Thai, Trinidadian

Which language(s) do you speak at home?

Spektrix offices are based in the UK and US, so we offered English as an option as well as ‘Language(s) not listed’ and ‘Prefer not to say’.

16.4% of the whole team listed an additional or different language. In total, 24 different languages were spoken compared to 29 in 2023.

These were:

Bengali, Cantonese, English, French, German, Greek, Gujarati, Hindi,  Hungarian, Igbo, Italian, Lingala, Mandarin, Marathi, Ndebele, Polish, Portuguese, Serbo-Croat, Spanish, Swati, Thai, Welsh, Xhosa, Yoruba, Zulu

Which of the following categories best describes your race and/or ethnicity?

The options presented for this question were based on a combination of census categories from the UK and US. Before asking people to choose a category, we invited them to self-identify using a free text field. The combination of free text and categorised data allows us both to recognise and list people's self-described identities, and to draw useful comparisons over time and across the team.

The proportion of Team members identifying as Black doubled from 2021-2023, and has grown by another 3pp in 2024. At Manager and SLG level the proportion of Black respondents has reduced.

The proportion of Managers identifying as White reduced by 6pp from 2023-2024, but the number of Managers identifying as White remains 4.1pp higher than the same group of Team members.

2024

Members of the wider team provided 40+ different free text responses. These included:

African, African American, Asian, Asian American, Asian/Southeast Asian/Filipino, Black, Black African, Black African/American, Black African American/Puerto Rican, Black British African, Black British/Caribbean, Black Caribbean, Black Caribbean American, British, British/South Asian, British Indian/South Asian, Caribbean, Caucasian, Caucasian/White, Chinese, Chinese/American, English, Hispanic, Hispanic/Latina/o, Indian, Jewish, Mixed, South Asian, South Asian Indian, South East Asian, White, White American, White British, White British/English, White British/English/European, White British/Irish, White British/Welsh, White European, White European/Greek, White Irish, White Latin American, White Slavic, White/Hispanic, White/Jewish, White/Mixed

Which of the following categories best describes your gender?

The options offered were Agender, Female, Male and Non-Binary, although nobody selected Agender on this occasion. A free text field was also offered.
This and the next two questions follow guidance produced by UK charity Stonewall.

Female representation on the Senior Leadership Group has grown to 45.5%, or just under half of that team.

1.3pp more Team members are Male than Female, whereas 8.3pp more Managers are Female.

2024

Do you identify as trans?

We know it’s important to recognise demographics as part of people’s innate identity and not as a choice or preference. 

Trans people are only represented at Team level. Since 2023, there’s been a 0.7 pp reduction in the proportion of team members who identify as trans.

In the last two years, a small number of Team members and Managers told us they preferred not to answer this question. 

2024