More and more research points to the same conclusion: to succeed in the face of current and future challenges, organisations cannot rely on workforces where everyone thinks alike, works alike, and follows the same paths. Diversity does not just contribute to greater wellbeing and stronger collaboration \u2013 it is simply a business advantage.<\/p>\n
The evidence is difficult to ignore: organisations with more diverse leadership teams consistently outperform those with more homogeneous leadership structures. Yet many industries continue to lag behind, and the tech sector is no exception. With that in mind, we sat down with Vibeke Morthaug, Head of HR at Tribia, to discuss why progress remains slow and what organisations can do to build a more inclusive workplace culture.<\/p>\n<\/div><\/div><\/div><\/div><\/div>
Diversity and inclusion in tech: Where do we stand today?<\/h2>\n
In 2015, McKinsey & Company<\/a> published Why Diversity Matters<\/a> \u2013<\/i> a groundbreaking contribution to the conversation surrounding diversity in the workplace. Among its findings was a clear link between diversity in leadership and financial performance: for every 10-percentage-point increase in gender diversity among leadership teams, companies saw an average 3\u20135% increase in earnings before interest and tax (EBIT). And now, more than a decade later, McKinsey continues to track diversity in the workplace \u2013 <\/span>and one thing is clear: raising awareness is not enough. T<\/span>urning good intentions into lasting change has proven challenging across many industries.<\/span><\/p>\n “When there’s a good balance at the leadership level, you’ve already done a lot of the heavy lifting. But no single leader or department can carry the company culture on their own. It’s a shared responsibility across the entire organisation.” For Vibeke, building a workplace where people feel seen, heard, and valued is fundamental. She believes employees should not only be encouraged to contribute, but also feel responsible for shaping the culture: “It’s strictly a good thing when employees feel a genuine sense of responsibility to influence the company’s direction.”<\/p>\n<\/div><\/div><\/div><\/div><\/div> Vibeke joined Tribia with more than 20 years of experience in HR and organisational development. Today, she works closely with culture, leadership, and recruitment \u2013 and values any opportunity to listen and be open to new perspectives. “If everyone keeps thinking the same way or doing what they’ve always done, stagnation is inevitable,” she emphasises.<\/p>\n “I am passionate about building a work environment where everyone genuinely enjoys what they do and want to stay with the company for a long time. In order to do that, we need to challenge both our own and others’ established ways of thinking \u2013 particularly in industries with long-standing traditions.” Professional communities with long-standing traditions, such as the construction industry, provide significant value. But they do not shield us from the changes happening around us. For technology companies, however, change is constant.<\/p>\n “We continuously evaluate the skills, experience, and perspectives within Tribia to identify how we can improve and work smarter. For me, that’s particularly important when it comes to recruitment. New talent with fresh perspectives is a huge source of inspiration for others,” says Vibeke. “Our current ways of working are not a finished product. They’re constantly evolving.”<\/p>\n<\/div>\n
\n\u2013 Vibeke Morthaug, Head of HR<\/strong><\/p>\n<\/blockquote>\n![\"Medarbeidere](\"https:\/\/interaxo.com\/wp-content\/uploads\/2026\/06\/R8A1098.CR2-1-1-1200x800.jpg\" "\\"p\u00e5")
<\/span><\/div>\n
\n\u2013 Vibeke Morthaug, Head of HR<\/strong><\/p>\n<\/blockquote>\nTaking action: Three steps towards greater diversity, inclusion, and equity<\/h2>\n