The Multiverse blog

Amidst all these changes, Multiverse hosted author, Bloomberg columnist, and all-round future of work expert, Julia Hobsbawm, for a Q&A to celebrate the launch of her latest book -“Working Assumptions”. Jimmy McLoughlin, the podcast host and former advisor to the UK Prime Minister, hosted the discussion.

From the discussion, we’ve pulled out five of the most important trends that are shaping the future of work today.

1) It’s early days but AI is already augmenting the way we work

While there are fears about AI potentially replacing human workers, the current reality is that it's being used to augment and assist them in diverse areas from research and marketing, to medical diagnostics.

As Hobsbawm shared, "I use a tool called Perplexity daily. Sometimes I have questions where I need the facts at my fingertips, and the answer comes up very clearly. AI is everywhere - I also went to the eye hospital recently and they were using it for patient diagnostics.”

Hobsbawm also discussed how AI capabilities could help upskill and "level up" workers by taking over specific tasks and automating processes to allow more strategic work. But, there were open questions about whether AI could standardise work too much, depress wages for certain roles, or privilege some workers over others in accessing and leveraging these AI tools effectively.

This continues to underscore the importance of learning new skills, particularly for those in roles at risk of automation or those looking to enter the workforce. As AI improves and our ability to use it matures, it will become increasingly important to ensure everyone can take advantage of the opportunities it brings.

2. Continuous skills-based learning is the future

It’s clear that an iterative skill mindset is replacing the ‘one-and-done’ education paradigm.

As Hobsbawm said, "If I was starting over, I would think about constantly developing and evolving my skills. I certainly wouldn't tell someone, if you go to a certain university, or do an MBA, and you're sorted. That's over."

In this new world, we must adopt a mindset of lifelong learning. Whether that’s shifting our workspaces to provide opportunities and cultivate new skills or learning new technical capabilities and enhancing soft skills like communication. Individuals will need to continuously upskill throughout their careers, not just frontload knowledge through degrees or certifications acquired years ago. The shelf life of a static skill set is rapidly diminishing.

3. The importance of equitable reskilling

AI can help level the playing field, because the least skilled and least qualified tend to get better faster using AI. However, there is still a need to translate access to information into applicable skills among different ethnic, socioeconomic, and generational groups.

For example, Hobsbawm highlighted the paradox that although there has never been more equal access to information, those from privileged backgrounds are still better at knowing how to access and use it. Similarly, she said that “class is fantastically important” for shaping attitudes towards safety, security, and risk appetite when it comes to building and maintaining careers.

Networks and mentorship were called out as potential solutions to overcome systems of inequity. “If you put people in an equal space, and you give them time, and you show them interest, and you teach them curiosity, they will learn. They will have that competence. Nobody is inherently better or smarter.”

4. Gen Z represent a new generation of workers with different priorities (for now)

Compared to prior generations, younger generations like Gen Z have very different attitudes toward job security, career paths, and the types of work they find appealing, As Hobsbawm noted, "They want different things. They don't want the kinds of jobs with rigid hierarchies and linear paths. They want good, purposeful work, and they want flexibility. But the symbol of the fancy office building is no longer enough.”

This generational mindset shift is upending traditional office cultures centred on degrees, titles, and ladder-climbing. As a result, companies will need to rethink how they structure jobs, progression, amenities, and their employer branding to attract and retain this new generation.

However, Hobsbawm asked whether this would persist as Gen Z gets older. “What happens when this generation starts to have babies? Are their values going to shift? Are they going to want stability and mortgages? Or will they have swung to this solopreneur and freelancing mindset?”

5. Flexibility is now (almost) universal

The debate about remote work has been fought fiercely, but Hobsbawm was clear in her view that “fully remote doesn’t work, except for a minority of businesses.” However, the good news is that some degree of flexibility to work from home and the office is now offered “almost universally.”

While some remote-work advocates might want the 100% remote world, the shift to more flexible working patterns still marks a significant shift from the pre-pandemic norms. This is forcing a rethink around city economies, commuting patterns, and even home setups, as people want to spend more time living and working from the same place.

The most profound change in a century

"This is the biggest moment in 100 years” - said Hobsbawm. “Technologically, culturally, politically, generationally. We really haven't seen anything like this since Henry Ford brought in automation."

At Multiverse, we can’t predict the future, but we do know that by helping organisations equip their staff with the skills to take advantage of new technology they will be well-placed to navigate the ever-changing work of work, whatever comes their way.

This program underscores the council's commitment to continuous learning and development, preparing its workforce for an increasingly digital future. The initiative is part of the council’s 2024-2026 Technology & Digital Strategy to lead the way in harnessing data and technology to drive its services.

The apprenticeships are delivered by tech company Multiverse and include training in Data and Insights for Business Decisions and Business Transformation.

Dionne Lowndes, Chief Digital & Technology Officer at Southwark Council, said: “As part of our Digital Journey, we are focussed on giving our workforce the skills they need to deliver the ambitions of our newly launched Technology and Digital strategy. Enabling our workforce is key to giving the council the opportunity to use emerging technologies like Artificial Intelligence, automation and using Data as a key enabler.

Working with Multiverse has allowed us to make this an organisational wide opportunity. We have over 100 Digital Champions in our network who work across the organisation to support others with training and support on new systems. This has given the opportunity for them to become specialists and potentially move into a career within the technology Industry.”

Launched in March, the first cohort of more than 40 have already enrolled on professional apprenticeships, with 80 more set to start over the next 2 months, and continued launches throughout the rest of the year.

The training will be delivered by tech company Multiverse, which has created more than 15,000 apprenticeships in the UK and US. Multiverse apprentices receive access to on-demand coaching, personalised learning, and an active community where they can learn from peers and grow their network.

Alex Varel, CRO at Multiverse, said: “ A councils’ ability to deliver the best services for residents is contingent on having high quality skills in their teams. Southwark Council has recognised this - and through their investment in people they will be able to better serve the people of Southwark in a more data-driven way.”

The demand for highly skilled software engineers is skyrocketing. There are over 113,000 software engineering professionals in the UK, who need to keep their knowledge up-to-date with the latest emerging technologies, including Artificial Intelligence (AI), cloud computing, and cybersecurity.

Companies are crying out for these advanced skillsets, that can help them reap the benefits of new technologies – and there’s an opportunity for individuals who can learn them to access these jobs.

Our original software engineering apprenticeship has helped those at the start of their career to learn the foundational skills to start coding and access well-paid careers at companies like Vodafone and Sky.

Now, we’re bridging the gap between entry-level coding and advanced skills – and creating a route to the best jobs with our latest degree-level programme.

Advanced Software Engineering at Multiverse

Delivered over 2 years, the Advanced Software Engineering programme heightens the knowledge of software engineering and broadens skill sets. Apprentices learn how to drive complex advanced projects in the field of software engineering including cyber security, machine learning and working with the cloud.

The programme includes live coaching, asynchronous learning, and on-the-job learning. Upon completion, apprentices will gain a Multiverse Degree: a Bachelor of Science Degree (Honors) in Digital and Technology Solutions (Software Engineer).

The first cohort will launch later this year.

Unlocking high-quality careers and business transformation

For individuals, this programme is the key to unlock the best-paid, most prestigious software engineering jobs at companies across industries and across the country. UK workers with advanced digital skills (such as cloud architecture, software development and machine learning) earn 30% more than those with no digital skills.

For companies, upskilling software engineering teams will be key to harnessing the technical innovations that will drive forward their ambitions. Companies and business leaders know that they need to keep investing in technology and improving their products, services, and internal operations in order to remain competitive. But in many cases, too few of the existing employees have the necessary skills required to take advantage of the opportunities presented by AI and other emerging technologies.

But hiring is expensive, and slow. Recruiting a software engineer takes 42 days, and upskilling existing employees is estimated to save businesses as much as £36,000 per employee compared to hiring from outside. Our new programme takes existing talent within an organisation and upskills them to fill in-demand mid-senior level roles.

Our Advanced Software Engineering programme will unlock potential. It will enable individuals to reach high-quality, high-paid jobs in software engineering, while enabling companies to reach their digital transformation objectives by upskilling their teams. And it creates another debt-free route to world-class education and careers.

Transform teams with Multiverse

Want to learn more about how to future-proof your workforce? Explore our upskilling solutions for software engineering teams or get in touch.

It is part of a drive from the energy provider to boost data efficiency, increase insight and invest in its people.

The average team member within EDF’s Retail division spends more than 25 hours a week working with data, and the programme aims to empower colleagues to use that time more effectively.

The training will be delivered by Multiverse, a tech company delivering high-quality education and training through applied learning. Multiverse has trained more than 11,000 apprentices in data and digital skills since 2016.

Apprentices have enrolled on one of two Multiverse programmes. The 15-month Data Fellowship programme delivers best-in-class training in advanced data analysis capabilities, giving apprentices the skills to clean, analyse and model data and tell data stories to non-specialists.

The degree-level Advanced Data Fellowship will empower apprentices to become leaders in data analysis and data science. Apprentices will build core capabilities in areas like statistical testing, data ethics, predictive modelling as well as data security - and will graduate with a BSc degree at the end of their programme.

Lillian Phillip, Senior Leader of Commercial Operations at EDF, said: “Investing in data skills is pivotal for navigating the dynamic landscape in the energy sector, mirroring EDF’s commitment in helping the UK decarbonise to reach Net Zero.

“I’m so pleased we are launching this Data Academy as it focuses on experienced team members, reinforcing many of their self-taught data skills within a trusted framework. By embracing continuous learning and skill enhancement, we are investing in people’s careers, but also driving transformative change, shaping a future powered by data-driven insights helping our customers save cash and carbon.”

Peppa Wise, Vice President of Go-To-Market at Multiverse, said: "The most forward-thinking organisations recognise the need to anticipate future skills needs and actively invest to build those skills in-house. The EDF Data Academy is designed to deliver efficiencies and advanced data analytics, and in turn enhanced service for their customers. It’s great to see this commitment to learning and development that will ultimately benefit both the team at EDF, the business, and their customers."

Searchlight is a talent intelligence platform that uses AI to help companies close their skills gaps.

It was founded in 2018 by Anna and Kerry Wang. As twin sisters who not only look similar in person but also on paper with experiences at Stanford, Google, and McKinsey, they were motivated to create a world where people are understood for their unique skills and matched to the right companies. The Stanford graduates started their journey with Y Combinator, and have since been recognized by Forbes 30 under 30 and raised funding from venture capital funds Founders Fund and Accel.

AI technology

What first drew us to Searchlight was the proprietary AI technology they’d developed to assess both the skills that individuals have, and the skills that companies need.

We know, from working with more than 1,000 organizations globally, that leaders want to maximise the benefits that technology can bring to their teams. We’ve been working to help them bridge the gap between the digital transformation they want to see, and the essential skills required to unlock it.

The technology that Searchlight brings will enable us to turbo-charge our ability to bring digital transformation to even more companies, of all sizes: giving people the right skills to be successful in their careers, and deliver value to their organizations.

They’ll also bring an exceptionally talented team, who we can’t wait to start working with!

A shared mission

Co-Founder and CEO of Searchlight, Kerry Wang, said: “We founded Searchlight to help companies build winning teams equitably and help individuals land meaningful work. From the moment I met the Multiverse team, it was clear that we share complementary goals and have been solving similar problems. By joining forces we can apply Searchlight’s tech and expertise at scale with some of the world’s largest companies, effectively becoming the workforce development platform of the future.”

Co-Founder and CTO of Searchlight, Anna Wang, said: “Over the past six years, Searchlight has built custom data pipelines and proprietary, ethical AI models that understand talent holistically and predict the skills necessary for business success. Merging Searchlight’s existing AI and skills expertise with Multiverse’s rich data offers an unparalleled opportunity: together we will become the leader in leveraging AI for skills development.”

Founder and CEO of Multiverse, Euan Blair, said: “After meeting Anna and Kerry and digging into the Searchlight product, I was really excited at how they were using AI to spot patterns and identify skilling solutions both within and outside of the workforce. Most companies are on a journey of tech transformation and they want to do it in a way that is both equitable and effective. What often holds them back is the gap between the transformation they want to see, and the skills that will unlock it.

“Searchlight’s AI, platform, and exceptional talent will allow us to better diagnose the skills needed within companies and deliver impactful solutions. Combining our scale and world-class learning with Searchlight’s technology and team will ensure even more companies and individuals benefit.”

Applications are now open via the Multiverse website.

AWE’s mission is to support the defence and security of the UK, through developing, manufacturing and maintaining the warheads for the UK’s nuclear deterrent. AWE also provides unique skills and expertise to support the UK’s counter terrorism and nuclear threat reduction activities.

This new programme joins thousands of apprenticeships that AWE has created covering a broad spectrum of professional skills from Engineering to Project Management.

Successful apprentices will be given an exciting and unique opportunity to get involved in work that is critically important to help keep our country safe and secure.

Vacancies are currently open in Reading for apprentices. There are no grade requirements, and those without a university degree are encouraged to apply. It is hoped that the apprenticeship opportunities will draw in candidates from a range of backgrounds, including reaching socioeconomically disadvantaged young people and creating access to an in-demand career.

Over the 15-month apprenticeship, apprentices will gain skills in data wrangling and analysis techniques. The programme also covers data science, including Python and an introduction to machine learning.

The training will be delivered by tech company Multiverse, which has created more than 15,000 apprenticeships in the UK and US. Multiverse apprentices receive access to on-demand coaching, personalised learning, and an active community where they can learn from peers and grow their network.

Mandy Savage, Executive Director of Engineering at AWE, said: “We always strive to be an exceptional employer, and as part of that we want to ensure we’re reaching people from all backgrounds, and giving them access to world-class training and an impactful career.”

Peppa Wise, Vice President Go to Market at Multiverse, said: “AWE has created outstanding opportunities in Reading for those at the start of their careers to learn new skills and get straight into a vital and exciting job defending the UK. Not only will apprentices gain the most in-demand skills to enhance their careers, but AWE will benefit from the new skills and thinking that apprentices can bring to the organisation.”

Online learning is growing in popularity. Research by the Oxford Learning College found that 78.2% of e-learning students "would recommend e-learning to someone else." Meanwhile, the UK's online education market continues to grow at pace.

Not only is online learning rising in popularity, but it can also help you develop technical job skills that are critical to career success. A recent Microsoft study revealed 82% of UK jobs already require digital skills and that 69% of leaders feel their organisation suffers from a digital skills gap.

To stay professionally competitive — now and in the future — upskilling or reskilling in durable tech skills through online training could be the solution.

The advantages of free online training

Why consider online training to build a more resilient career? There are plenty of reasons to give online training a look — if you haven’t already. But we think these four reasons in particular are key.

Affordability

The first advantage is right there in the name: Free online training is affordable. Unlike paid-for online classes and boot camps, you don't need to self-fund the programme. You also don't need to quit your job to complete the course. So not only will you save money, but you'll continue to earn money as you improve your existing skills or learn new ones.

Flexibility

The second advantage is flexibility. Because your instructor will deliver the training (or share course materials) online, you can complete the learning around any existing commitments.

Variety

The third advantage is variety. When you choose to learn for free online, you can access various courses across multiple industries. From upskilling in tech to reskilling in business, an array of free training courses are available online.

Accessibility

The fourth advantage is accessibility. There's no cost barrier, no strict scheduling requirements, and you can complete the training from anywhere. Plus, there's likely a course available for your existing industry or an industry you'd like to enter. As a result, free online training is accessible by nature.

How to find the best free online courses

Here's how to search for and evaluate the best free online training courses:

Course content

You likely have a specific end goal in mind for your online training. So, the first thing you should assess is the course's content. Specifically, ask yourself, "Does this course cover the topics and skills I need to know to achieve my goals?"

Let's say your end goal is progressing from your current role as a Junior Data Analyst to a Senior Data Analyst. To achieve this, your Manager has recommended improving your artificial intelligence (AI) skills. In this case, you'll need to find online training with course content covering AI skills.

Instructor credentials

When evaluating the quality of a free online training course, take instructor credentials into account. To start, you'll want to learn from someone who is an expert in their field.

Depending on the course, you'll also need to learn from an instructor who has the right level of credentials to begin with. Otherwise, you might not be able to obtain an accredited qualification.

Certification

An accredited qualification might not be necessary if you want to take a short online training course to improve in a specific area. However, a formal qualification is sometimes required if you have a specific career goal. Some roles require a particular accreditation, for example. In that case, double-check that you'll earn any accredited qualifications you need to reach your goals.

Peer reviews

You can learn a lot about free online courses based on what people who've taken the training say about it. To find out what others say about their experiences—positive or negative — check course reviews and testimonials.

At Multiverse, we share learner testimonials and reviews throughout our website. You can see this in action on our AI for Business Value training course page. We also share learner success stories via our blog.

Top platforms offering free training courses

From Coursera to our own offerings here at Multiverse, we discuss some of the top platforms providing free training courses online.

Coursera

Coursera is an online learning platform that offers training in many areas, from data science to arts and humanities. When it comes to free training, Coursera offers courses in tech. However, these options might not come with accredited and industry-recognised qualifications.

edX

edX offers free courses in a range of study areas, including the arts, science, and mindfulness training. Although you can view most edX courses for free, you must be a student registered in the paid verified track to gain a certificate of completion.

Udemy

Udemy offers free courses in multiple areas, including tech, personal growth and wellness. The free courses can range from 30 minutes to over four hours. Still, they're typically not as in-depth as Udemy's paid courses.

Khan Academy

Khan Academy provides free training in areas like maths, art, biology, and computer programming. The platform caters to various levels, from the Early Years Foundation Stage (EYFS) to Further Education (FE). Khan Academy also offers online "life skills" courses that apply to most people. That said, in the platform's own words:

"Khan Academy is not an accredited school, and work done on the site does not count towards a diploma or degree program. Khan Academy is best used as a supplement to your normal schooling..."

Multiverse

Multiverse provides high-quality apprenticeship programmes that combine work, training, and community. We focus on developing skills for the future, so our programmes cover the digital, tech and business industries. Courses cover various topics, from business operations to data science and software engineering.

Because we specialise in specific areas, we attract the best coaches and trainers who are experts in their field. We partner with your employer to make our courses tuition-free for learners, so you can develop critical skills at no cost. Upon completion, you'll also gain an industry-recognised and accredited qualification.

Key areas of learning available for free online

Let's break down some of the different categories of free training available online.

• Technology: You'll find courses in data analysis, machine learning (ML) and software engineering under the technology banner. However, you can also find short courses covering specific coding elements or even how to use certain software and tools.
• Business and entrepreneurship: Business and entrepreneurship are broad subject areas. That means you'll find a mixture of niche and more generalised courses. For example, at Multiverse, we offer an AI-Powered Productivity programme combining AI tech, prompting, and data to help busy professionals scale their productivity and take back their time at work. However, there are also more general training courses available online. Some platforms offer training in general business skills (like communication and negotiation) and even how to start a business.
• Science: Biology, chemistry, and physics are all examples of science subjects. However, you can also find free online training in multidisciplinary fields like data science. Data science incorporates methods — including the scientific method — from different disciplines.
• Creative arts: Online training in the creative arts can cover anything from theoretical courses about Asian art and storytelling to more practical courses. Photography, digital painting, or pattern making are examples of more hand-ons courses in the creative arts.
• Humanities: The humanities typically include subjects related to human society and culture. (So the study of languages, literature, the arts, history, or philosophy.)

Tips for staying motivated and engaged

It's easy to feel demotivated when you see everything you need to do to get from A to B in its entirety. Instead, try breaking down your learning journey into manageable steps by setting learning goals. Simply put, these are specific, measurable milestones for your learning.

Setting yourself a deadline for completing assignments or learning specific theories are examples of learning goals. Depending on the course, your coach or instructor can help you structure your learning goals in line with your learning needs and the course itself.

Once you have your learning goals, creating a study schedule will help you complete them around your existing commitments. Even something simple in a spreadsheet, using your email calendar, or a physical weekly planner will help you plan, visualise and stick to your schedule.

Completing online training can sometimes feel isolating. When you feel isolated, it can impact your motivation, but participating in course forums can help. If your training provider has course forums or a learning community, you can speak to others who are completing the same course.

The Multiverse Community is an example of this in action. Through this powerful network of apprentices and alumni, members can inspire each other and learn new career skills as they progress through their training.

Success story: Transformations through free online training

Online training has helped countless professionals — both entry-level and experienced — gain the vital skills they need to take the next step in their careers.

One such example is Multiverse apprentice Jeffrey Owusu. Owusu was promoted to a senior management role during his apprenticeship and helped his colleagues improve their productivity.

"I was able to improve not only what I was doing, but also make the lives of my coworkers easier," Owusu says.

Pro tip: If you've already completed an apprenticeship and want to explore progression routes, consider creating a Multiverse apprenticeship profile. If you're eligible, a member of our team can then discuss apprenticeship levels and opportunities with you.

Certifications and recognitions: Do they matter?

Do nationally and industry-recognised certifications matter? Yes and no. It really depends on your goals.

For example, if you want to complete a short online course for personal reasons (like learning the basics of data analysis to track advanced footballing metrics as a hobby), certification doesn't matter so much. But if after completing your short course, you realise you enjoy wrangling data so much that you want to elevate your current career trajectory to work with it more, then certification becomes crucial.

For the latter, a tuition-free Data Fellowship apprenticeship with online training elements will help you garner the skills you need to use data in the workplace. Aside from hands-on work experience upon completion, you'll also gain a Level 4 apprenticeship standard in Data Analytics. An industry-recognised certification like this will help you stand out in future job searches and progress within your tech career.

Future trends in online learning

It's hard to predict the future, but it seems like the future's already here in many respects. According to Oxford Learning College, "Almost half (49%) of e-learning students said that if an online course had a VR element, it would encourage them to sign up." It's no wonder then, that virtual reality (VR) and augmented reality (AR) courses are already on the horizon.

Microlearning, a less futuristic online learning trend but arguably more applicable to most learners, is also on the rise. Microlearning breaks down educational content into smaller, more digestible chunks. This bite-sized learning typically takes place in three—to five-minute intervals.

Given that research shows microlearning helps learners stay engaged, finish lessons faster, and increase knowledge retention, its growing popularity isn't surprising.

Aside from virtual reality (VR) courses and microlearning, the increasing credibility of online credentials is another rising trend. This increase is likely due to the fact that so much of our life and work takes place online now. So why should learning be any different? The advantages that we discussed earlier (flexibility, variety and accessibility) also help to improve the credibility of online training.

How to leverage free online training for career advancement

Maybe you want to advance in an existing career, or perhaps you'd like to pivot and start a new career entirely. Either way, the knowledge and skills gained from free online courses can help you achieve your goals. Let's explore each, starting with how to advance in an existing career through upskilling.

We'll return to an earlier example: You want to progress from Junior to Senior Data Analyst. Your Line Manager recommended improving your AI skills as a first step.

To demonstrate your commitment, you complete a short, free online AI training course. You then update your Line Manager, who recommends you for a tuition-free Advanced Data Fellowship programme. As a result of the training, you enhance your skill set and take on new responsibilities. Midway through the programme, your Line Manager promotes you from Junior to Senior Data Analyst.

Conclusion: the endless possibilities of free online training

83% of UK businesses say technology advancements have increased the need for new skills in the workforce. As a result, we cannot overstate the career value of completing high-quality free training courses online.

Whether you use the training to get a foot in the door of a new career path or to progress in an existing one, there's never been a better time to learn new tech skills. Contact us today to learn how Multiverse can help you take the next step in your career, for free.

The Gender Pay Gap explained

First - some technical bits. The gender pay gap is the difference in the average hourly wage of all men and women across a workforce. The gender pay gap is not the same as unequal pay which is paying men and women differently for performing the same (or similar) work. Unequal pay is illegal and has been in the UK since 1970.

At Multiverse, we welcome people of all gender identities and expressions. HMRC specifies that Gender Pay Gap data sets should only include people who identify as a man or woman, and do not currently include non-binary individuals. So for the purposes of this report, we have aligned with these guidelines, despite this approach not being in line with our internal practices.

Sharing our data

As a reminder, this data is retrospective and looks at the gender pay gap at Multiverse between 5th April 2022 - 5th April 2023.

In the UK, Multiverse’s mean gender pay gap was 11%. The mean is the average pay of women and men. On average, the pay of a man at Multiverse was 11% higher than the pay of a woman.

Multiverse’s median pay gap was 7%. The median compares the midpoints in the ranges of women's and men’s pay. At Multiverse, the median man had pay 7% higher than the median woman.

While our mean gender pay gap was lower than the average for UK tech (16%), as a mission-driven organisation, we know the job here is never done. In this post, we’ll share the details behind the data and what we’re doing to improve.

Explaining our data

Our gender pay gap increased in 2023 compared with our 2022 results because our business, and who we hire, is changing. Our investments in technology mean we are hiring more people from areas traditionally dominated by men, particularly sales and software engineering. This means we are colliding with the systemic issues Multiverse exists to solve.

According to the Tech Talent Charter 'Diversity in Tech' report, women make up 29% of the UK tech industry. At Multiverse in 2023, 35% of our Tech team (Engineering, Product and Data & Insight) were women. In 2022, we reported that 31% of our Tech team were women. This year-over-year improved gender representation highlights our commitment to attracting and sourcing diverse candidates, equitable interview practices, and employee retention strategies.

We will continue to focus on increasing the gender diversity in our engineering and product teams. These roles are some of the highest paid in the industry, so with efforts to hire more women into these teams, we should see our pay gap start to close.

Another contributing factor to our gender pay gap was that we saw a decrease in women at “Director” and above levels. Representation at these levels changed from 69% women in April 2022 to 58% in April 2023. We also saw representation of men at our “Principal” level change from 36% to 47% during this time period.

To understand this data better, we can look at how women’s and men’s pay was distributed. To calculate this, we have split all of our team members into pay quartiles and worked out the proportion of men and women in each quartile. Overall, we have more men in our highest paid roles and more women in our lowest paid roles.

Gender breakdown by pay quartile

At the time of reporting, just over half of Multiverse employees received a bonus: 55% of women and 50% of men. Multiverse’s mean gender bonus gap was 34%. This means that on average, the bonus of a man at Multiverse was 34% higher than the bonus of a woman.

The median gender bonus gap was 11%.This means, the median man at Multiverse had a bonus 11% higher than the median woman.The large difference between the mean and median reflects the irregular distribution of bonuses, including some outliers. Effectively a small number of men received proportionally larger bonuses.

The reason behind our gender bonus gap was because Multiverse’s highest bonus receivers were in our Sales team, and at the very top of the scale in this team, women were underrepresented. Additionally, Multiverse employees choose whether to progress their careers as individual contributors or move into management roles.Many of our top performers in Sales who are women choose the management pathway - this is great, as we want more women in leadership overseeing male dominated areas, as it will hopefully encourage the next generation of women to join these professions.

However, as the bonus structure is different for a manager role compared to an individual contributor, this had an accelerating impact on our gender bonus gap.

Our US team data

Gender pay disparities are a global problem, and as a global organisation, we believe it’s important to voluntarily share the gender pay gap for our US team, even though this is not a government requirement. On the snapshotreporting date of 5 April 2023, we had 138 employees in the US.

In the US, Multiverse’s mean gender pay gap was -8%. This means that on average, the pay of a woman at Multiverse in the US was 8% higher than the pay of a man.

Our median gender pay gap was 5%, this means the median man at Multiverse in the US had pay 5% higher than the median woman.

Our approach to gender equality

We’ve been committed to creating an equitable and inclusive workplace since we were founded in 2016. We have a number of initiatives in place to ensure that equity is at the forefront of our People strategy, and we’ll continue to prioritize this work to improve our gender pay gap for the future.

• Pay philosophy - A pay philosophy is the strategic approach that guides an organisation on how to attract, retain, motivate, and reward employees. This philosophy is the guiding force behind all compensation decisions and we have a number of principles in place to ensure our approach is holistic and equitable. One of our principles is transparency. Pay transparency is beneficial both to the organization - in the consistent and equitable application of our pay practices - and to our employees by giving them insight into their position and what their future career path looks like. Pay transparency is a journey, not a sprint, and we’ve been progressing on our journey over the last 18 months. So far, we have created consistent pay bands and managers have communicated to their direct reports what their pay band is, where they sit in the band and how this has been calculated. We’re continuing to progress with this work and are moving towards even greater transparency.
• Inclusive hiring practices - We have recently launched a new hiring framework and interviewer training module to ensure that consistency and inclusivity are at the heart of our hiring process. We also actively partner with a number of organisations for underrepresented communities, including Black Young Professionals (BYP) Network and Flexa, to improve the diversity of our talent pool. Specifically in sales and engineering, we’re focused on attracting and sourcing candidates from a diversity of backgrounds, as we know that these roles have been traditionally dominated by men.
• Leadership development - For us, it's essential to create equitable opportunities for progression for team members from backgrounds currently underrepresented in our leadership teams. We run a 12-month Leadership Accelerator programme that offers mentorship, sponsorship and coaching to support Multiverse employees who hit specific demographic criteria, on their leadership journey. We’ve had two successful cohorts of this programme and we’re looking forward to launching the 3rd cohort soon!
• Equitable performance reviews - We believe that having our eyes open to potential bias in the system is critical to creating equitable outcomes. We have therefore introduced a structured performance appraisal process, with clear expectations and calibration across teams. By applying rigour to this process, we are able to make more accurate decisions for all employees regarding their pay, performance and progression.

Conclusion

While reporting our gender pay gap for the 2022-2023 tax year provides an important moment for us to reflect, our diversity, equity and inclusion efforts are a critical part of every day life at Multiverse. As a mission-driven organisation, we’re striving to provide equitable access to opportunities for everyone - and this work will never be done.

We’re already a way into the Multiverse story, and today we turn the page to an exciting new chapter. But, before you make an assumption based on the blog title, this isn’t the chapter that’s all pictures and no words.

Today we’re unveiling an update to our brand. We’re not changing our name, we’re still Multiverse - just with a refreshed visual identity and a renewed vigour to provide equitable access to economic opportunity, for everyone.

We could spend hours walking you through what’s changed, but if a picture paints a thousand words then we’re confident this video will do the talking.

Design lovers, this section is for you.

Our in-house creative team started this project to create a distinct and robust, yet easy-to-use design system that could flex across the entire Multiverse ecosystem. By collaborating with our learning and product teams (and supported by some talented design friends) the output will help us better communicate with our apprentices, our business partners and all our stakeholders.

Our new design system has been built around some of our signature brand elements and you’ll see this is simply an evolution, not a revolution.

Whilst our logo remains the same, we’ve dialled up the use of our signature (Ultraviolet) introduced a more accessible colour palette, streamlined our typography and doubled down on what makes us unique.

We’ve also introduced a playful illustration style to reflect the diversity and creativity of the team that makes Multiverse so unique. We live and breathe our values and don’t see the need to take ourselves too seriously.

What you see today is a look through the keyhole of how our brand and digital ecosystem will evolve over the coming years. We want you to come on this journey with us as we build a learning platform that’s led by people, powered by data and supercharged by tech.

Today, we’re setting a new course for our brand, for Multiverse and for work in general. If you’re inspired by what you’ve just read and what we’re building, take a look at some of our open roles.

Hosted by Multiverse royalty Sarah Olubunmi - Product Manager, panelists for this discussion were Chloe Barker - Head of Governance, Hilary Cymrot - Director of Coach Enablement and Crystal Williams - Business Development Representative. They each drew from their extensive personal experiences in the workplace, sharing stories, helpful insights, and valuable nuggets of advice.

Chloe: The art of balancing work and life

Kicking things off, Chloe offered a refreshing viewpoint on the hot topic of work-life balance. Drawing from her experiences, she sees work-life balance as a critical skill for achieving work success - rather than a wishful luxury. In her own words, she says, "It's about developing the right mindset and skills.” She further emphasized how balance doesn’t just relate to managing time, but also involves handling different responsibilities. She says, “Work life balance also involves asking yourself questions like ‘Am I the only one who can do this?’ If the answer is no, you should delegate."

Chloe advocates nurturing resilience, actively seeking assistance when needed, and embracing an efficient mindset as the key to successfully juggling professional and personal lives. Chloe’s feedback was especially stand-out for soon-to-be parents in attendance, with Chloe herself only recently returning from Maternity Leave.

Hilary: Confidence and the importance of personal values

"How do I make sure that I am being strong and standing in my power in my own light." Hilary’s discussion centred around the importance of being self-assured and driven by personal values, especially in leadership positions. Ask yourself, she shared, "What is the spirit of the thing that I care about? What do I deeply believe?". If you can answer that and stand up for it, it will give you confidence in yourself, in the room and throughout your career.

Hilary shared a practical tip for bringing this to life when facing a challenging conversation at work: write down on a piece of paper ahead of the conversation “This aligns with my beliefs because of X or Y” to centre the conversation around your personal values. This advice aligns well with another favourite quote from the panel; “women can do hard things!”

Hilary also shared an interesting perspective on the infamous ‘fake it 'til you make it’ catchphrase. Hilary believes instead that there’s power and confidence in saying “I don’t know but I’ll find out”. We don’t need to have all the answers in order to be a successful and inspiring leader.

Crystal: Staying authentic and trusting your gut

Finally, Crystal offered insightful advice on dealing with the societal pressures faced by women in the workplace whilst staying true to oneself. Crystal believes women should never consider diluting their self-worth or accepting anything less than what they are due. With conviction, she said, "First and foremost, you've got to know yourself. And regardless of a yes or a no, a win or a failure, you're still going to be you at the end of the day." This was particularly poignant in Crystal’s experience of working in Sales when you often have to deal with rejection.

Crystal also shared advice about trusting your intuition. In her experience, this isn’t just a gut feeling that comes from nowhere, your intuition is a highly calibrated and experienced feeling that we develop and refine over time - just like any other skill.

Encouragement for women trailblazers

The discussion concluded on a high note with each of our panelists encouraging women to embrace and showcase their unique strengths and talents. A resounding message was for women to treat themselves with the same empathy and support they extend to others. Chloe summed it up eloquently, "We so often lead others with kindness and we lead ourselves with cruelty." Let’s replace this pattern with compassion towards ourselves.

True success in the workplace lies at the intersection of personal and professional balance, staying authentic and aligned to your values, and accepting yourself wholeheartedly. Each speaker at the panel discussion shared this in their own unique ways.

Here's to all the women who are carving their own paths and setting new benchmarks. As we pay homage to women's contributions during Women’s History Month, let’s pledge to be more understanding, supportive, and encouraging towards one another. Together, we can shape a more diverse and inclusive future.