It’s time for our workforces to reflect our society. Let’s make it happen.

Talent is everywhere, opportunity is not. At Multiverse, we're creating a diverse group of future leaders by building an outstanding alternative to university and corporate training.

Collection of images of people at work

Our commitment

Everybody deserves a chance at a life of learning and a top career. That applies to Multiverse’s own people as much as the apprentices we support.


As we build a better system, we're committed to ensuring diversity, equity and inclusion are driving forces in all that we do – from the design and delivery of our programmes, to our recruitment, culture, learning and development.

What do we mean by diversity, equity and inclusion?

Diversity

Diversity includes the full spectrum of human difference and is about ensuring organisations are representative of the communities they serve.

Equity

Equity is about providing individuals with fair access to opportunities and resources by meeting their needs and counteracting systemic barriers.

Inclusion

Inclusion is the feeling of belonging within the workplace, creating a culture where individuals feel valued, respected and encouraged to fully participate.

Our Apprentice Community

To build the diverse, equitable and inclusive workforces of the future, we believe there are three key areas organisations must focus on: Recruitment, Development and Culture.

Our Vision

We're breaking down an old system – and building a better one. To achieve this, we're committed to leading the way in inclusive hiring and making sure everybody has a pathway to success.

Recruitment

We're committed to widening access to apprenticeships for individuals currently underrepresented in the sectors we work with. When recruiting apprentices to place with our clients, we have dedicated outreach programmes like our Schools & Colleges Liaison Programme and our Tech Talent Accelerator. On top of this, our platform includes features that help employers better understand achievements in context – helping to level the playing field.

When partnering with clients to upskill existing employees, we work closely with them to ensure we reach a diverse cohort of individuals. A great example of this is our People Leadership Programme with Westminster City Council. It shows how a local authority can use the apprenticeship levy to bring in new talent, while also providing access to development opportunities for existing staff from a diversity of backgrounds.

Development

As part of the Multiverse applied learning model, each apprentice has their own dedicated coach and tailored 1:1 sessions. Our Apprentice Support Team also provides learning strategies, diagnostic assessments, exam adjustments and referrals to mental health support as required.

Our Community Team puts promoting equity at the front and centre of community activity. We know that not everyone will have access to mentorship through their personal networks, so we're delighted to offer Multiverse apprentices both a mentoring programme delivered by industry professionals and a buddying scheme. Our latest community programme, Elevate, empowers apprentices to develop their public speaking, influencing and leadership skills – all vital tools for career progression.

We're excited that our new Alumni Team will be building a community offer for all Multiverse alumni. As part of this work, we will be seeking to deepen our understanding of the long-term impact of a Multiverse apprenticeship on a learner's career. DEI will be core to this work as we know from external research that there is a range of barriers individuals from underrepresented groups face regarding career progression. As part of this project, we'll work towards having the robust, long-term data we need, to design alumni opportunities that will support all of our apprentices to achieve their goals, far beyond graduation.

Finally, our People Leadership apprenticeship has inclusive management and leadership skills embedded throughout the curriculum. This is something we know is key for any successful leader. It also enables our People Leadership apprentices to build inclusive teams and environments within their workplaces, and advocate for DEI in organisations across the UK & US.

Culture

Community is a core pillar of the Multiverse experience. It's how our apprentices create a powerful network of peers. Through inspiring and thought-provoking events and content, our community amplifies a diversity of voices. These include activities led by our Women's and Multicultural Networks.

We also welcome amazing guest speakers like author and activist for the Trans community, Charlie Craggs, TV broadcaster, presenter and BBC Director of Creative Diversity, June Sarpong and Paralympian, Amy Marren. These events celebrate difference, build an inclusive environment and support apprentices to develop personally and professionally.

Gender

  • Women 54%
  • Men 46%

Apprentices placed by Multiverse in 2020

  • Women 55%
  • Men 45%

Existing employee apprentices at Multiverse in 2020

  • Women 51.2%
  • Men 48.8%

UK apprenticeship starts 2019/2020

Ethnicity

  • Asian 19%
  • Black 25%
  • White 38%
  • Mixed/Multiple ethnicity 8%
  • Other 4%
  • Unknown 6%

Apprentices placed by Multiverse in 2020

  • Asian 13%
  • Black 8%
  • White 66%
  • Mixed/Multiple ethnicity 5%
  • Other 1%
  • Unknown 6%

Existing employee apprentices at Multiverse in 2020

  • Asian 5.6%
  • Black 3.7%
  • White 84.8%
  • Mixed/Multiple ethnicity 2.8%
  • Other 0.9%
  • Unknown 1.9%

UK apprenticeship starts 2019/2020

Apprentices who are disabled or have additional support needs

  • Yes 22%
  • No 78%

Apprentices placed by Multiverse in 2020

  • Yes 11%
  • No 89%

Existing employee apprentices in 2020

  • Yes 12.2%
  • No 85.4%
  • Unknown 2.4%

UK apprenticeship starts 2019/2020

Socio-economic indicators of disadvantage

  • Apprentice meets 1 or more indicators of socio-economic disadvantage 34%
  • Apprentice meets no indicators of socio-economic disadvantage 67%

Apprentices placed by Multiverse in 2020

  • Apprentice meets 1 or more indicators of socio-economic disadvantage 21%
  • Apprentice meets no indicators of socio-economic disadvantage 79%

Existing employee apprentices in 2020

Our Workforce

We want to be a leader in DEI, so we're creating the change we want to see in the world, inside Multiverse.

Our Vision

As we approach 300 employees, we're putting DEI at the centre of our rapid growth. This means building a diverse workforce at all levels of our organisation – and creating a working environment where everyone can thrive.

Recruitment

Gender diversity has been a long-term challenge for the tech world. We're incredibly proud that 56% of our colleagues identify as women, including 73% at director level or above. We're also proud of our thriving LGBTQQIAAP community, comprising 12% of our team.

We're committed to improving the diversity of our workforce, at all levels. Currently, colleagues from ethnic minority backgrounds represent 27% of junior team members, 23% of middle and senior management, but 6% of director level or above. We also have work to do to improve the representation of colleagues who are disabled – and to support colleagues to share this information with us.

Everything we do in this space is undertaken with the goal of being representative of the geographies in which we operate – and our apprentice community. To help us on our journey, we've introduced a robust diversity data monitoring process with tailored action plans for each team.

We also continue to invest in our in-house apprenticeship scheme – something we know is a fantastic route into our organisation for exceptional talent from a diversity of backgrounds. So far, 9% of staff have joined us via our apprenticeships. In addition, we've developed our first Sales Academy and launched new partnerships with the Black Young Professionals Network (BYP) and TechTree.

Development

All Multiverse staff receive Diversity, Equity & Inclusion training from the point of induction with regular sessions throughout the employee lifecycle, including Building Diverse Teams and Disrupting Bias in Performance Management workshops for all managers. Additionally, our Leadership Team took part in a 3-month reverse mentoring programme where each leader was paired with an apprentice mentor from an underrepresented background to gain an understanding of their experiences as a minority within the workplace.

Through our annual cultural calendar, we have regular opportunities to educate ourselves on a range of topics including themed book clubs, panel events and training webinars ranging from Inclusive Design on Global Accessibility Awareness Day to Talking About Race, led by different champions across the business. Like with our applied learning model, we believe regular reflection, implementation and continuous improvement is crucial to creating an inclusive environment where all staff and learners can thrive.

Culture

At Multiverse, DEI is underpinned by both our social mission and our values. Each week, our staff nominate a Values Champ and they're celebrated in our weekly full-team meeting.

All principles that apply to our community, apply to our staff as well. We celebrate difference, embrace the diversity of our colleagues, and enjoy learning from one another. Our annual calendar of cultural events includes lots of moments for our staff to come together to connect, learn and celebrate.

Finally, each team at Multiverse has a DEI Champion. Their role is to work within their team to embed inclusion into everyday practices, listen to their colleagues, and share ideas and feedback to our DEI Steering Group.

Gender

  • Women 56%
  • Men 40%
  • Non-binary+ 1%
  • Unknown 3%

Multiverse Team

  • Women 21%
  • Men 79%

UK Tech Sector

Ethnicity

  • Asian 10%
  • Black 5%
  • White 63%
  • Mixed/Multiple ethnicity 6%
  • Other 2%
  • Unknown 13%

Multiverse Team

  • Asian 9%
  • Black 2%
  • White 84%
  • Other 5%

UK Tech Sector

Individuals who are disabled

  • Yes 6%
  • No 73%
  • Unknown 21%

Multiverse Team

  • Yes 11%
  • No 89%

UK Tech Sector