Notice Board
Digitalisation to diversity
Digitalisation has led to new digitally integrated products that require whole new skillsets to create. For example, almost every supermarket now has a smart locker array, integrated with several digital apps that are designed with both delivery drivers and customers in mind.
People have to build these new digital products, and in my experience, the new fields and teams within them have a greater share of women than traditional access control. Whether it’ s the digital designers responsible for creating user interfaces, or coders responsible for building the back end of the applications that allow integrated solutions, there’ s more representation in these areas.
This view is supported by recent research from the Department for Science, Innovation & Technology. Its Diversity in UK Tech report shows a fast-moving and evolving industry where diverse groups are starting to gain more visibility. But it also points out ongoing challenges, like poor gender diversity, both unconscious and conscious bias, and a trend where women and minority groups are mostly found in junior roles. That’ s a sign of limited chances to move up the ladder into senior positions.
Diversity = value
The value of promoting diversity doesn’ t just come from the fact that it’ s the right thing to do. As I touched on above, it has instrumental value. Through a process known as‘ cognitive diversity’, the more diverse a workforce is, the better its output. A diversity of perspectives gives an organisation a wider set of insights and approaches that would have otherwise been absent.
Importantly, diversity helps to prevent design teams from overlooking the needs of users. It contributes to making products that are inclusive and meet the needs of more people. For example, in healthcare, fitness, and workplaces, there are scenarios where user privacy and dignity are paramount. At Codelocks, we’ ve addressed this with our Do Not Disturb( DND) lock solution, which helps to enhance user privacy in these spaces. The inputs of our diverse team
and their perspectives were central to the development of this product.
Alongside products, the material and services that support access control customers also benefit from a diversity of inputs. Colleen Walsh, PR and Communications Manager for Codelocks Americas, highlighted the way that working directly with sales teams enhances the creation of compelling sales and marketing materials.
“ By engaging with sales reps, I receive valuable insights and feedback that we can work into Codelocks marketing materials that help end users. If they tell us end users are commenting about product literature or instructions, we can adapt and change them to be more helpful.”
Creating welcoming workplaces and shaping an open future
My conversations with the team and industry experts show that the access control industry isn’ t stuck in the past; it’ s evolving. Progress may be quiet and
gradual, as is often the case, but it’ s still real. More inclusive products are being built, and more companies are realising the value of a wider range of voices and skills.
Still, inclusion doesn’ t come as a happy accident all on its own. It takes commitment, from top to bottom – the C-suite to the warehouse and shop floor. It’ s about creating the kind of workplace where people feel seen, supported, and safe to grow. As our European colleague, Elisa Burgos Martínez, Sales Manager at Codelocks Europe, put it:“ I think the positive influence of doing your job well, in a healthy environment where you can trust your supervisors and feel comfortable making mistakes, can sometimes be forgotten.”
Our brand values underpin the culture we foster at Codelocks. Our diverse team and good workplace breed positive influence. Such combinations are good for people, culture and business. And as long as we continue to design based on inclusivity and train for tomorrow’ s skills, we’ ll keep making progress that works for everyone.
www. codelocks. co. uk / about-us
MARCH 2026
15
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