Great companies + diverse teams = better tech

Even the best organisations can find it hard to achieve gender diversity in technology teams. We make it easier by identifying the hidden barriers, and guiding you to remove them.

Find out more about our accreditation and how gender equity in tech can support your company’s success.

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We help you create diverse, equitable and inclusive cultures, that foster growth and help you preserve your greatest asset - your people

By uncovering and addressing baked-in systemic barriers for women, we help your organisation attract and retain the people who can help you reach your strategic goals and take your company to the next level.

We certify organisations and advise you on your journey towards achieving gender diversity

Thanks to our unique accreditation you’ll clearly see what you’re doing right, what you still need to do and how to achieve it. Our comprehensive roadmap and process will help you stay on track for the long-term health and success of your organisation.

With your commitment and our methodology, you can achieve great things.

Our process

1. Pulse Check

In getting a Pulse Check, you’re starting the important journey towards greater gender diversity. The Pulse Check is a way of finding out where you sit on a Diversity, Equity & Inclusion (DEI) maturity scale, so you can assess your readiness for the Project F accreditation process.

2. Roadmap

The roadmap is where we take a deep-dive to uncover the systemic, structural barriers to gender diversity within your company. We’ll present you with tangible data and the actionable steps you need to take to reach our stepped accreditation levels.

3. Long-Term DEI Maturity

We know that sustainable DEI takes time and involves a lot of moving parts. That’s why we stay with you through the whole journey, reviewing progress and helping you stay on track.

We certify organisations as they move through our process

As you progress through the accreditation levels you will see incremental improvements in your business, as you begin to remove the hidden barriers to achieving gender diversity. You’ll be awarded with certification badges as you move to each new level. Your accreditation serves to amplify the work you are doing, both internally and externally.

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How is your company doing? Find out

Our Pulse Check is an easy way to get a benchmark of where your organisation sits on our Tech Diversity Equity & Inclusion (DEI) Maturity Scale.

To get a pulse check for your organisation, click the button below, answer a few simple questions and we’ll send you a valuable report showing where your organisation sits on our DEI maturity scale.

Talk to us and see how we can help

If you’d like to set up a meeting with our CEO, simply check availability and book yourself in below.

Case studies

Start Up Participant
Start Up Participant
Project F Program Participant
Project F Program Participant

Frequently asked questions

It’s well documented that girls are not readily being nurtured into STEM careers in many countries and cultures. This has resulted from a cultural history that dates back to the mid-1960s, when the male stereotypical “computer geeks” or “nerds” emerged. Before this, all computing was done by women. You can find out more in our blog post here.

Because of these ingrained stereotypes, fostering gender equity in tech requires a different approach and this is what we provide through our accreditation.

Technology is increasingly powering the world we live in and our future lives, and women should be a part of it, in terms of designing, building and leading (but currently are not). It is predicted that 70% of jobs by 2050 will be STEM-related. If we do not act now, gender equality and our economy will experience a dramatic setback.

Balanced teams are proven to be more creative, better at problem-solving and faster to innovate. These are all critical elements of creating great technology products and services. Diverse perspectives are also critical in representing the diversity in the world the technology is built to serve.

Our accreditation is not an employer branding tool, which many other endorsement-type of companies are. Organisations partnering with Project F are addressing the issues with a long-term view and cannot give lip service to the issue by ticking boxes or simply window dressing.

Our accreditation methodology focuses 100% on technology teams. We help you surface systemic barriers for women and support you in removing them.

We only accredit companies for a demonstrated commitment to closing the gender gap, this confirms action, accountability and measurable outcomes, not smoke and mirrors.

The work is not necessarily complex or arduous, however, it focuses on the unique challenges faced by technology’s historical subculture.

Any organisation with a genuine drive to close the gender gap in their technology teams and leadership. Organisations that recognise there’s no shortcut and are prepared to commit to the long-term view, the commitment and the action required.

Companies whose leadership see balanced teams as a business imperative, who value accountability and who call “BS” on lip service.

Companies part of the program will also need to have an executive-level program sponsor, usually a CEO or Founder. This ensures accountability for deliverables and sustainability of outcomes, just as with any other major change program in an organisation.

Research has shown that the biggest obstacle to the success of such programs is a lack of effective change sponsorship from senior leaders.

Part of your Roadmap will be to provide you with a list of “less effort, maximum impact” initiatives specific to your company so you can get started as quickly as possible and help you prioritise what to focus on.

In some areas, you might see results straight away. For example, we immediately pipeline talent to support your growth. When an organisation pledges commitment to this program, it sends an incredibly powerful message to the female technology community, Project F has access to an incredible pool of talented women who trust our accredited partners.

Existing employees are boosted too as they can see that their employers are genuinely tackling the causes of gender inequality in tech where others aren’t. An Equal Parental Leave policy can notably have a very impactful effect in a short period of time.

The journey through the accreditation levels can take time just like any other change journey. But measures begin from day one and without a doubt there will be a few quick wins along the way.

After your free Pulse Check assessment which gives you a baseline and current state on our DEI Tech Maturity Scale you will be presented with the option to start your accreditation.

If you do, Project F will conduct a deep dive into your company’s processes, structures, policies, and systems to be able to present you with a Roadmap and recommendations on how to reach your DEI goals in technology teams. You will gain ongoing access to powerful resources that will guide you on your journey through our accreditation levels and quarterly advisory reviews to check on your progress and help you stay on track.

Please find more details about our process here.

The cost is made up of 2 main components; a one-off joining fee which includes your diagnostic and a monthly subscription from month 2. Please send us a request at to get an estimate and include the following information:

  • Name
  • Surname

  • Company
  • Email
  • Company overall headcount

In addition, clients are charged a fee each time they hire from our women-in-tech talent pipeline, which is entirely optional and discussed on enrolment.

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