Contents
Executive Summary
At Vistatec, diversity, equity, and inclusion are not compliance measures—they are strategic drivers of innovation, resilience, and growth. Our global approach goes beyond traditional reporting frameworks, embedding DEI into every aspect of our business and aligning with international standards such as the UN Global Compact and ISO 26000.
Our definition of diversity spans gender, ethnicity, cultural background, language, age, ability, and neurodiversity, ensuring representation and belonging across all levels. This commitment is reinforced through flagship internal programs that create an inclusive culture.
Externally, we collaborate with clients to embed inclusion into global content strategies and partner with suppliers to strengthen diverse ecosystems. Our supplier diversity program promotes small, and minority-owned businesses, while impact sourcing creates pathways for socio-economically disadvantaged talent. These actions deliver measurable results including gender balance exceeding global benchmarks, active ERGs driving engagement, and a growing network of diverse suppliers contributing to economic empowerment.
Looking ahead, we will scale these programs, deepen client collaboration, and leverage data-driven reporting to ensure transparency and continuous improvement. For Vistatec, inclusion is not only the right thing to do—it is a strategic advantage that drives innovation, client success, and long-term value creation.
A Letter to Our Stakeholders
Dear Stakeholder,
As Chief Human Resources Officer at Vistatec, I am honoured to serve as the executive sponsor of our Diversity, Equity & Inclusion strategy – a commitment at the core of our identity. DEI is not a side initiative; it is integral to how we operate and how we build meaningful partnerships.
Over the past year, we have made impactful strides in embedding inclusion into our organizational DNA:
- Strategic Initiatives in Action: From embedding impact sourcing in partnership with global tech leaders, to launching DCU’s award-winning Access to the Workplace program, we have moved beyond policy toward measurable outcomes.
- Empowering Neurodiversity: Our Neurodiversity ERG provides safe spaces, peer support, and advocacy—and 87% of members in our latest survey said they feel encouraged to be their authentic selves.
- Belonging and Culture: Through leadership training, inclusive design, and continuous measurement, we have built a workplace where everyone feels seen, respected, and empowered to thrive.
I believe deeply that inclusion at scale strengthens both our internal culture and our ability to deliver true innovation.
We are excited to share this strategy with you because we know it aligns with the values you bring to your business. Together, we can co-create solutions that not only meet your needs, but elevate outcomes for our teams, our industry, and the communities we serve.
Thank you for considering Vistatec as your DEI-forward partner. I look forward to the opportunity to collaborate on this meaningful journey.
Yours sincerely,
Siobhán Gantly
Chief Human Resources Officer,
Vistatec
Our DEI Vision
Our commitment to diversity is embedded within our broader Corporate Social Responsibility (CSR) strategy, which integrates environmental, social, and governance principles. Diversity, Equity, and Inclusion (DEI) is a core pillar of this strategy because we believe inclusive teams and supply chains drive innovation and create sustainable value for our clients and communities.
We align with internationally recognized frameworks, including the UN Global Compact and ISO 26000 Social Responsibility Guidelines. These standards guide our approach to ethical sourcing, equal opportunity, and responsible business practices.
We complement this with strong environmental accountability: we are committed to the Science Based Targets initiative (SBTi) and participate in CDP disclosure to demonstrate transparency in climate-related governance and risk management. While CDP primarily focuses on environmental impacts, we use its governance sections to highlight how DEI is integrated into our sustainability strategy—ensuring that social responsibility is considered alongside climate action.
Our definition of diversity spans gender, ethnicity, cultural background, language, age, ability, and neurodiversity, ensuring representation across all levels of our organization. Our workforce reflects a rich mix of backgrounds, cultures, and diverse ways of thinking, strengthening innovation and client service. This global mindset extends to our supply chain, where we prioritize partnerships with small and independent businesses, many of which are women-owned or minority-owned within their local markets.
By embedding DEI into our CSR strategy and linking it to governance and accountability frameworks, we deliver measurable social impact while meeting the expectations of multinational clients who value inclusive and sustainable procurement practices.
Strategic Pillars
Gender Balance
Our workforce reflects a strong commitment to gender balance and inclusive leadership. We are proud to report that women represent 67% of our total workforce, demonstrating our success in creating opportunities for female talent across all levels of the organization.
This commitment extends to leadership roles, where 58% of senior and executive positions are held by women, ensuring diverse perspectives at the highest levels of decision-making. At the mid-management level, women account for 57.5%, reinforcing our focus on developing female leaders and building a robust talent pipeline.
In non-management roles, 70% of positions are held by women, highlighting our ability to attract and retain female professionals across operational and specialist functions. These figures reflect our proactive approach to gender equality and our belief that diversity drives innovation, collaboration, and better business outcomes.
With women representing 67% of our workforce and 58% of senior roles, we exceed global benchmarks for gender equality in leadership. We continuously monitor these metrics through our annual HR reporting and benchmark against industry standards to ensure progress. Our goal is not only to maintain these strong results but to further enhance representation and inclusion across all dimensions of diversity.
Multigenerational Workforce
Our workforce spans multiple generations, creating a dynamic mix of perspectives and experiences that drive innovation and collaboration. We are proud to maintain a balanced age profile:
This distribution reflects our ability to attract emerging talent while retaining experienced professionals, ensuring knowledge transfer and fresh thinking across all levels. A multigenerational workforce strengthens our adaptability and enhances our ability to serve diverse client needs globally.
Our balanced age profile ensures fresh perspectives from emerging talent and deep expertise from seasoned professionals.
Multicultural Workforce
Our organization thrives on the strength of its global talent. With employees from 40+ nationalities who speak 30+ languages, we bring together a rich mix of cultural perspectives and linguistic expertise. This diversity is not just a statistic, it is a strategic advantage that enables us to deliver truly localized content solutions for our clients, foster innovation through varied viewpoints, and create an inclusive environment where every voice matters.
By embracing cultural diversity, we ensure that our teams reflect the global markets we serve, allowing us to anticipate client needs and connect authentically with audiences worldwide.
Social Mobility
Impact sourcing is a core element of our DEI and wider CSR strategy. By advancing social mobility, we open doors for underrepresented talent, creating equitable opportunities that strengthen our workforce and deliver meaningful change for society.
In partnership with a client and one of the worlds most influential technology companies, we have embedded impact sourcing into our delivery model as a shared strategic priority. Together, we have set clear, measurable targets to hire talent from underrepresented communities and established a robust accountability framework that includes transparent progress reporting. This collaboration demonstrates that impact sourcing is not just a guiding principle, it is a tangible, measurable business practice driving inclusive growth and societal impact.
Turning these commitments into action requires more than intent, it demands collaboration. One such initiative is our participation in Dublin City University’s Access to the Workplace (ATTW) program – an award-winning initiative designed to provide pathways for students from socio-economically disadvantaged backgrounds to gain access to third level education and career defining professional experience.
Through this program, we provide funding to ensure its sustainability, and commit to hiring participants into meaningful roles within our organization. Our involvement reflects our belief that diversity and inclusion extend beyond internal practices, they must also create tangible pathways for underrepresented talent to thrive. By partnering with DCU, we help bridge the gap between education and employment, fostering social mobility and strengthening our talent pipeline with individuals who bring fresh perspectives and skills.
Our commitment to impact sourcing reflects a broader ambition: to redefine how business can be a catalyst for equity, opportunity, and lasting societal change.
Access To The Workplace – Employers | Dublin City University
Neurodiversity
At Vistatec, we recognize neurodiversity as an essential dimension of inclusion and a powerful source of innovation. Our approach is grounded in respect, we never seek to change individuals but instead embrace the unique perspectives and problem-solving approaches they bring.
Turning this commitment into action requires more than statements; it demands structures and support that enable neurodiverse talent to thrive. One of the most impactful enablers of this strategy is our Neurodiversity Employee Resource Group (ERG), which provides safe spaces for dialogue, peer support, and advocacy. This community has received outstanding feedback for creating an environment where employees feel valued and understood. And furthermore, has helped drive future strategy with valuable insights and feedback.
We also equip managers with specialized training to lead neurodiverse teams effectively and deliver annual organization-wide sessions to build awareness and foster inclusion. Practical supports such as flexible work arrangements, assistive technologies, and tailored wellness initiatives like Neuro Yoga ensure that employees can work in ways that suit their strengths.
Importantly, our most recent employee survey revealed that for some, Vistatec was the first employer where they felt confident being open about their diagnosis, which is a testament to the culture of trust and belonging we strive to create. By embedding these practices into our DEI strategy, we are not only supporting individuals but unlocking creativity and innovation that benefits our clients and communities.
Celebrating Neurodiversity Week at Vistatec
Supporting Neurodiversity in the Workplace
Amplifying Belonging in Global Business Culture – X Cultural Episode 4 – #WIERD #Belonging #Culture
Reinforcing Belonging
While diversity defines who is represented, true inclusion is about how people feel, and belonging is the outcome that matters most. It does not happen overnight or by chance; it is built through intentional actions that create trust, connection, and shared purpose. At Vistatec, we reinforce belonging through:
Training & Capability Building: Annual inclusive leadership training for managers, neurodiversity awareness programs, and organization-wide DEI workshops ensure our teams have the tools to lead inclusively and collaborate effectively.
Employee Resource Groups: Active communities that champion inclusion across gender, culture, LGBTQ+, family status, and neurodiversity. ERGs partner with leadership to shape policy, deliver awareness campaigns, and foster authentic connection.
Accessibility by Design: Our internal platforms are fully accessible, allowing employees to customize how information is presented based on their preferences, removing barriers and enabling authentic participation.
Measurement & Accountability: Annual workforce surveys, DEI scorecards, and transparent reporting aligned with global standards keep us accountable and drive continuous improvement.
Wellness & Support Programs: Initiatives like Neuro Yoga, flexible work arrangements, and mental health resources support diverse needs and promote holistic wellbeing.
Belonging is not a destination, it is a culture we build every day. By embedding these practices into our DEI strategy, we create an environment where every individual feels valued, connected, and empowered to thrive.
Consumer-Driven Inclusion Strategies
At Vistatec, we do not just embrace diversity and inclusion internally, we actively help our clients leverage these principles to unlock commercial growth. Today’s consumers expect brands to reflect their values, and research shows that 72% of consumers are more likely to purchase from companies that demonstrate diversity in their messaging and representation. Our approach ensures that global content and brand strategies are inclusive, culturally relevant, and resonate authentically across markets. By embedding DEI into localization and communication strategies, we enable our clients to build trust, strengthen brand loyalty, and capture new market opportunities. In short, inclusion is not only the right thing to do, it is a powerful driver of business success.
Published Content