It’s the middle of the month, which means it’s time for our comundo conversation. Today, we’re speaking with Ingrid Tappin, founder and CEO of Diverse Leaders in Tech – a community-driven platform that helps companies accelerate their DEI (diversity, equity and inclusion) efforts.

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How do they do this? By showing, not telling. And that’s just the start of it.

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Who are you and what do you do?‍

I’m Ingrid Tappin, living in Haarlem, the Netherlands, with my wife and two teenage daughters, Sophie and Lotus, who are 15 and 17. We’re in an exciting new chapter of our lives!

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I’m the founder and CEO of Diverse Leaders in Tech, a platform that supports tech companies in accelerating their DEI efforts. We do this through a community of diverse leaders who showcase their experiences and represent diversity in the European tech ecosystem. We’ve also developed a benchmark that helps organisations assess their maturity in DEI – essentially, how well they’re performing in the key areas of diversity, equity and inclusion.

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From there, we provide tools, roadmaps and a bit of AI to help companies accelerate their progress and take practical steps toward their goals. We partner closely with ecosystem players, including some big tech companies, to help scale our efforts across Europe.

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How did Diverse Leaders in Tech start?‍

It all began as an assignment I took on at Techleap, the Dutch tech ecosystem builder. I’ve always worked at the intersection of culture and leadership, helping companies grow by improving their people capabilities – what’s often called the 'soft side' of business, but I consider it the 'hard side'. DEI has always been a part of that; if you want to innovate, you need high-performing teams, psychological safety, diverse voices and inclusion.

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Initially, my assignment was to explore if a community like this would add value to the industry. It turns out, it did. We realised that bringing together an intersectional community – combining groups like women in tech, people of colour in tech, and LGBTQ+ in tech – would amplify our voice and allow us to learn from each other. That was the first step in building the platform.

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At the time, Techleap was 100% subsidised by the Dutch government, but we knew this funding would eventually end. So, we designed the platform to stand on its own after the subsidy ran out. We officially launched in March last year, and in January of this year, we spun out of Techleap and became an independent social impact venture.

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While it’s meaningful work, it has attracted attention – some of it political.

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I’ve read that DEI programs are facing backlash right now. Why do you think that is?‍

It’s a complex issue. There are several reasons for the so-called backlash, but we shouldn’t exaggerate it. People often focus on the U.S., but there’s still a lot of positive progress happening in Europe.

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Fundamentally, it’s hard to argue against the need for diversity, equity and inclusion.

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Part of the problem is that using the acronym DEI can make the actual words feel impersonal. I don’t believe anyone, especially in tech, is truly against diversity, which is simply about bringing different perspectives to the table to solve important challenges. Nor do I think anyone is against inclusion, which is about creating environments where people feel safe to speak up – a key ingredient for innovation.

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Equity can be a harder conversation because it’s complex and touches on deeper systemic issues. But fundamentally, it’s hard to argue against the need for diversity, equity and inclusion.

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What some people, especially middle-aged white men, resist is the idea that if space is made for others, they will lose something. They don’t yet see that by creating space for people who haven’t had it before, the pie actually gets bigger, not smaller. As people speak up about their identities, it challenges those in power to rethink their perspectives. That can be uncomfortable, and it’s easier for them to lump everything under DEI and push back against it.

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It’s important to remember that this is not just a trend. It benefits everyone, and those who understand the work must be mindful of the language we use to avoid fuelling the polarisation.

Is helping companies understand this part of your mission?‍

Absolutely. At Diverse Leaders in Tech, we focus on showing, not telling. The companies in our community already understand the importance of DEI. They get access to our knowledge bases and networks because they know this work benefits their bottom line, culture, talent acquisition, innovation, and competitive advantage. Rather than wasting energy convincing the skeptics, we focus on supporting the ones who are already on board. If they succeed, others will see the results and follow.

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Does the tech industry struggle with DEI more than others, or is this a universal issue?‍

The challenges are universal, but the tech industry is uniquely positioned to drive change. Tech is shaping the future and addressing major global, societal, economic, and environmental challenges. To solve these problems, we need diverse perspectives – not just input from people who look and think alike.

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You can easily see how tech, especially AI, can be limited when it lacks diversity.‍

Exactly. Look at the medical industry, for example. AI is increasingly used to diagnose and treat diseases, but much of the data is based on white, male bodies. Who is developing these solutions? On what kinds of bodies, skin colours and anatomies are they being trained?

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Diversity, equity and inclusion aren’t just ethical or social imperatives – they’re business imperatives.

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Diversity, equity and inclusion aren’t just ethical or social imperatives – they’re business imperatives. Without them, you risk building products that aren’t fit for everyone, and the voices demanding representation are growing stronger.

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How does focusing on DEI impact recruitment?‍

If your team is homogenous, you might want to hire diverse talent, but they won’t be attracted to work for you if they don’t feel welcomed. It’s essential to start building inclusivity early because as you grow, it gets harder. Many companies start with groups of friends who often look and think alike – not out of bad intent, but simply because it’s natural. Recognising this early is key.

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You need to make an effort to connect with people outside your immediate circle. When you hire diverse talent, nurture them. Being the “only one” in a room can be isolating, so you must be as inclusive as possible to attract even more diversity.

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How can a startup or scaleup take that first step towards diversity if they missed it early on?‍

This is why we built our community – to help companies that want to become more diverse but struggle to attract talent. Posting a job ad on LinkedIn and saying you’re open to diverse candidates isn’t enough; you have to step outside your bubble, meet new people and build those connections.

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Posting a job ad on LinkedIn and saying you’re open to diverse candidates isn’t enough.

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And once you hire diverse talent, you need to create an environment where they want to stay. I’ve heard from many women working in male-dominated spaces that companies focus on hiring them but don’t adjust their behaviours or norms, which creates environments that aren't very welcoming.

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We often talk about a culture fit, but we also need to have a culture add – let new hires add to your culture, not just fit into it. It’s not just about identity; it’s about lived experiences. These experiences give people different perspectives, and as leaders, we need to practice radical compassion – empathy in action. It’s unfair to say, “I don’t understand your experience, so I won’t do anything about it.” We need to ask more questions and be open to change.

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Any tips for startups and scaleups looking to build a more diverse and inclusive workforce?

First, ask yourself why it’s important. Why does your organisation want to make DEI a priority and how does it tie into your business strategy? Understanding this will help focus your efforts.

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Second, set measurable goals. Treat DEI as you would any other critical business objective. We take a data-driven approach, starting with a DEI scan of your organisation and creating a roadmap for the next six to 12 months.

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And finally, step outside your bubble. This is a human experience that will help you understand inclusivity on a cognitive, emotional and unconscious level.

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If you’d like to learn more about Diverse Leaders in Tech and take the DEI scan, head over to their website. It’s never too late – or too early – to start!

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