Diversity In Data: An Overview Of Our Berlin Meet-Up

Author: David Webb
Posting date: 1/30/2020 10:25 AM
We started the year off right at Harnham Berlin, following the launch of our first ever European “State of Diversity Report” and working in collaboration with Smava to host an amazing event with three inspiring speakers on the topic.

Our second event in Berlin, we wanted to continue with our mission to create a different type of tech meetup, moving away from purely technical discussions and focussing on important non-technical subjects within Data & Analytics and Recruitment. With Diversity & Inclusion more important than ever for both businesses and individuals, we wanted to do our bit to contribute to the discussion and talk about how the industry can move forward.

As we were full on the day, and many of those who wanted to attend were unable to make it, I just wanted to put together a short piece on some of the highlights. Here are some of the top points covered on the day:

Harnham’s State of Diversity Report
David Webb – PrincipAL Consultant | Harnham

  • As industry leaders, we feel it’s our responsibility to share our knowledge with businesses as individuals across the world of Data & Analytics. Alongside our annual Salary Guide, our Diversity report allows us to provide you with a comprehensive overview of the market and, in this presentation, we discussed the state of D&I in Europe and Germany specifically.
  • Research has showed time and again that a diverse workforce drives profitability & increases staff satisfaction, so is it really surprising that having many people from different backgrounds can offer a company a broader range of solutions?
  • Our report surveyed over 3,000 people and shows that not only can you increase profitability and improve staff satisfaction, a full TWO THIRDS of job seekers consider Diversity to be an important factor when analysing a job offer (which Bar Schwartz takes a closer look at during her talk).
  • With a German workforce that’s only 25% female, there is still plenty of work to do in order to achieve greater equality. If you’d like a copy of the full report and want to talk through some of our findings in more detail, please just get in touch

Everyone speaks about D&I, not everyone is ready for it
Bar Schwartz – Head of Engineering | Signavio


  • Diversity is not an outcome of hiring people of different gender or colour; it is an outcome of seeking and accommodating different personalities at work.
  • Integrating diversity to your workplace or team requires education on what diversity is, what personality is, and how people differ. It requires challenging our biases on what the right ways to do things are and what is perceived as good or bad.
  • It has to be a top-down, inside-out solution that covers everything from culture to leadership, every individual, and even your structures and roles. Change can start small. Integrating different people into the hiring process (even if they just observe), exposes people to profiles of diverse people and may challenge your unconscious biases.
  • You can read more of Bar’s thoughts on creating a Diverse workforce here

How the brain asks for Inclusion, not Diversity
Kirsten Brueckner – CMO | mobile.de


  • Our brain asks for inclusion, not diversity. Why? Our brain is incredibly smart in being as efficient as possible. This means that 95% of our decision making is unconscious and 70% of it is influenced by emotions (and we are great in post-rationalising). Most of the time we are on autopilot based on past experiences and knowledge and we don't even know this. We mix past experiences and knowledge with the input we get and form our own version of reality, which is a challenge in communication.
  • What does that tell us about diversity? It’s difficult as we can't be on autopilot if we want to make progress. We need to discard past experiences and question our current knowledge.
  • There are some simple tricks that transform recognising diversity into seeing inclusion; search for similarities (you will always find some), broaden your experience, be consciously conscious and enjoy the ride while learning.

How to better advocate for Diversity & Inclusion
Anna Mikulinska – CTO | Enterroom


  • Why is it urgent to act? Without exposing the bias in Data, we use the inequality which will become a part of the design of the modern world and this is only amplified by the use of technology.
  • How should we approach D&I? With empathy, and by addressing all the possible doubts Diversity & Inclusion raises. For Managers and Investors to spend money on supporting Diversity & Inclusion we need to make sure they truly understand the value of becoming advocates on their own. It’s not enough to convince someone for five minutes, they in turn need to be able to a buy in from their managers and partners as well. It’s time we stop avoiding difficult questions, let’s address them upfront.
  • Everyone can act, but what can be done? Not everyone has to get on stage or into a board room. We can support progression with D&I by:
    • Creating a D&I friendly work environment
    • Bringing up the topic during the interview process as a potential candidate
    • Mentoring a young person willing to enter the Tech world and sharing your story with them
    • Not being silenced by the argument “let’s not do politics”

We will be running more events throughout 2020 which are already being planned and hope to see you all there! If you would like any more information, would like to get involved, or if you’re looking for support with your Data & Analytics hiring process, get in touch with our team of expert consultants and we will be able to advise you on the best way forward. 

You can download our European Diversity Report here, and our Salary Guide here

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Weekly News Digest: 1st - 5th March 2021

This is Harnham’s weekly news digest, the place to come for a quick breakdown of the week’s top news stories from the world of Data & Analytics.  Analytics Insight: Top 10 analytics and business intelligence buzzwords in 2021 If you are a fan of both buzzwords and analytics, then look no further, this article from Analytics Insight is for you! The team at the global publication identify and explore the top buzzwords that are being used to define business intelligence and analytics techniques across the industry in 2021. A few of these include: Predictive AnalyticsEmbedded AnalyticsCognitive ComputingData ScienceX Analytics Ultimately, there are a whole host of buzzwords and key terms being used in Data & Analytics at the moment, but professionals should keep up to date with the core (and most influential) technologies and insights in their area of expertise. Find out more about the top 10 buzzwords and view their definitions here. Forbes: Diversity is what you see, Inclusion is what you do Writing for Forbes, Paolo Gaudiano discusses how to really examine the values and culture of an organisation: you need to change the way in which you think about – or approach – understanding the unique contributions of your team. “Being forced to think about recreating an organization from the inside out, i.e., by actually thinking from the point of view of the individual employees and their experiences, helped us to clarify how we can think about—and define—diversity and inclusion.” It is in considering diversity and inclusion in two separate approaches, that an organisation can truly make this a core area of focus. Afterall, Gaudiano highlights that, “Diversity is a measure of how an individual’s personal characteristics differ from those of the normative majority of an organisation; inclusion is the act of ensuring that people’s experiences within an organisation are not impacted negatively as a result of their personal characteristics.” We need to provide more support, education and tools to ensure that our companies can sustain a growing level of diversity, and to enjoy an inclusive environment. Read more on this here. Computer Weekly: It’s now or never for UK fintech, government told The contributors at Computer Weekly have this week reported on how a Treasury-commissioned review of the UK’s future in financial technology (fintech) has told the government that it must urgently introduce effective policies in five key areas if the fintech industry is to continue to thrive. Policy & Regulation To include creating a new regulatory framework for emerging technology.Skills To include retraining and upskilling adults in support of UK fintech.Investment To include introducing a global family of fintech indices.International To include driving international collaboration and delivering an international action plan for fintech.National Connectivity To include accelerating the development and growth of fintech clusters. The review was comprehensive and provides a startling call to action for senior government officials. Read more on the future growth of the UK’s fintech sector here.  AdAge: First-party data strategies for advertisers and publishers in the age of privacy Can brands partnering with publishers discover better Consumer Insights? That’s the question that this insight from AdAge explores, as brands consider shifting their marketing strategies to align with privacy regulations (and maintain or regain consumer trust). Some of the ways brands are responding are by looking at: First-party Data Strategies Marketers need to pinpoint the right customers to target for different messages. One way to do this is by partnering with publishers and other companies that can offer granular consumer insights built from first-party data in a privacy-safe way.Direct Relationships With Publishers By creating ties with publishers, through trusted networks or direct relationships, brands will be operating in a premium environment, thanks to the data and insights the publishers can provide.Creating A New Digital World Marketing’s priorities now need to shift to first-party data strategies and building trusted networks of first-party data owners. This gives brands an opportunity to not only gain more control over their advertising but also to rebuild consumer trust in advertising. To find out more about how brands and marketers are working together in a digital world, take a look at the article in full here. We've loved seeing all the news from Data & Analytics in the past week, it’s a market full of exciting and dynamic opportunities. To learn more about our work in this space, get in touch with us at info@harnham.com.

The Reliability Of Sleep Trackers For Sleep Data

One in three of us regularly suffer from poor sleep. By this we mean not entering the correct stages of the sleep cycle often enough. During the optimum eight hours of slumber, we should be getting per night, the body should enter three different stages of sleep on a cyclical rotation: light, deep and rapid eye movement (REM). The most important stage of this being deep sleep, of which a healthy adult should be entering for around one to two hours.  Unfortunately, it is often the case, for a vast number of reasons, that many adults struggle to wake up feeling refreshed. From absorbing too much blue light from screens before bed, poor dietary habits or increased levels of stress, there are many factors into why good sleep eludes nearly a third of us daily. Over the past year especially, as a direct result of the pandemic, our sleepless nights have become increasingly worse. It seems anxiety related to COVID-19 has spiked our inability to get good rest. What are the dangers of persistent low-quality sleep? Continual restless nights can have profound effects on both our bodies and our minds. It can place immense stress on the immune system, increasing the risk of becoming seriously ill. Other life-threatening diseases also linked with poor sleep include obesity, heart disease and diabetes.  Our mental state can also be incredibly damaged by consistent poor sleep. Not only does our ability to concentrate reduce, but our susceptibility to mental ill-health, such as depression, increases too.  It is no surprise then that, as a global population, our obsession with the amount of sleep we get per night has skyrocketed in the past few years, consequently seeing the boom of sleep tracking technology. From wearable tech such as the Fitbit and Apple Watches, to other bedside devices and bed sensors, the market for sleep trackers is estimated to reach $62bn in 2021 alone. But is this technology a reliable source of data for our sleep patterns? The problems with sleep trackers Wearable technology can only go so far when it comes to measuring our quality of sleep. Watches especially can usually measure aspects of our body such as heart rate and movement – all of which can be used as indicators of restfulness. However, their consistent accuracy is questionable. According to research, sleep trackers are 78 per cent accurate when it comes to identifying whether we are awake or asleep, which is a pretty good statistic for developing technology, however, this drops dramatically to 38 per cent when estimating how long it takes for users to fall asleep. For true accuracy, sleep should be measured through brainwave activity, eye movement, muscle tension, movement and breathing – all of which can only be looked at through a medical polysomnogram.  Additionally, much like many other sources of technology, sleep trackers have become a troublesome culprit for obsessive behaviour. In 2017, scientists coined the term Orthosomnia, the recognition of a real problem many were, and still are, having with become obsessive, to the point of mental ill-health, around tracking sleep. As stated by neurologist, Guy Leschziner; “If you have a device that is telling you, rightly or wrongly, that your sleep is really bad then that is going to increase your anxiety and may well drive more chronic insomnia." However, sleep trackers aren’t all bad. While not a tool to be used for sleep disorder diagnosis, they can be useful gadgets to help rethink our sleep habits to aim for a better night’s sleep.  The positives of sleep trackers While questions around the accuracy of this technology are prominent, trackers, overall, are pretty good when it comes to recording total sleep time. If used as a guide rather than an aid, sleep trackers can help users get into better sleep habits which in turn will undoubtedly improve their quality of sleep.  If the data is showing that users are only achieving five hours of sleep per night, and they are going to bed very late and rising early, then users may be encouraged to practice better sleep hygiene. From removing any blue light from the bedroom space, to taking an hour before bed to engage in less stimulating activities, such as reading, and practicing methods such as mindfulness or meditation to induce relaxation.  Sleep data from trackers can also be a useful tool to begin conversations with health professionals. Someone who regularly finds themselves groggy in the morning, with the notion that their sleep is badly disturbed, may find solace in sleep tracking data and it may give them the confidence to seek relevant help. While this sort of technology and its data will not be the end point for a diagnosis, it may give both the user and their doctor insight into any potential problems or issues they may be having with sleep.  Ultimately, those using sleep trackers shouldn’t be losing sleep over the data they present. Instead, ensure you are taking the analysis provided with a pinch of salt, and explore this in tandem with how you feel in yourself to assess whether you need to make changes to your sleep routine or seek help for a potential sleep disorder. Data is an incredibly important too, but using this in the right way is absolutely critical. If you're looking for a new role to get you out of bed in the morning or to build up your dream data team, we may be able to help. Take a look at our latest opportunities or get in touch with one of our expert consultants to find out more. 

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