Diversity and differences should be more than just checkboxes or buzzwords within an organisation—they can be “secret superpowers” worthy of celebration and a means to build culture and stand out, according to Kristian Wright, co-founder and CEO of enhanced.io.
The company’s approach to diversity is pragmatic: It fosters success and normalizes flexible paths into leadership, traits that help employees feel comfortable, welcome and capable of greater things. It’s also a big reason why enhanced.io was chosen by GTIA member voters to receive the UK & Ireland Advancing Diversity in Technology Leadership award for 2025. The organisation was feted for its impact and dedication in helping others navigate evolving IT needs in a respectful and diverse environment.
We asked Wright, pictured above with Hannah Lloyd, enhanced.io co-founder and CRO, to detail enhanced.io’s philosophy that diversity isn’t just ethical, it’s how you build the future. Here’s what he had to say.
What does the GTIA Advancing Diversity in Tech Leadership Award mean to you?
We’re a 75% diverse/neurodiverse leadership team. Personally, I think that’s one of our secret superpowers. Embracing that diversity works in our favour. Security depends on teams that notice what others miss. Diversity is not a moral side quest for us; it is a resilience multiplier. This award signals that the work we have done—broadening our team makeup, working with, not against, our neurodiverse team members and normalising flexible paths into management and security—is making a dent. I am proud, but mostly grateful: People trusted us to build spaces where they could show up fully and grow into leadership. That trust is the real win.
Why are DEI initiatives—and leadership support of those initiatives—so important for businesses?
DEI has had bad press recently and gets dismissed as a negative buzzword in some quarters. We ignore the noise and focus on outcomes: Representation, retention, psychological safety and access to opportunity. Leaders allocate attention. If inclusion is not visible in goals, budgets and hiring decisions, it is performative. Diverse teams correlate with better problem-solving, lower churn and stronger customer alignment across service delivery. You only capture that value if people stay and advance. Executive sponsorship removes structural blockers; when leadership measures inclusion, culture follows.
How has embracing DEI initiatives or programs helped your company?
Embracing DEI has profoundly benefited our company, reflecting a broader trend we observe across the GTIA community. We've experienced a tangible boost in team creativity and effectiveness, as varied viewpoints enrich our strategic discussions. This commitment has also enhanced our ability to attract and retain a wider pool of talent, creating a more dynamic and adaptable workforce, which is crucial for navigating the complexities of the tech sector.
What is the biggest diversity challenge businesses face and how do you overcome that?
One significant diversity challenge businesses face is moving beyond performative gestures to ingrained cultural change. Overcoming this requires sustained, authentic commitment, not just initiatives. It means dismantling unconscious biases in processes like hiring and promotion, fostering a truly inclusive environment where everyone feels valued, and actively listening to diverse voices. GTIA's work in promoting best practices helps guide this continuous journey within our industry.
What advice do you have for ITSPs and other tech companies to embrace diversity?
My advice for tech companies, particularly within the ITSP sector, is to approach diversity with genuine intentionality. Start by assessing your current landscape, then actively seek out and remove barriers to entry and progression. Cultivate a culture of belonging, where inclusivity is woven into the fabric of daily operations. Engage with organizations like GTIA to leverage shared resources and learn from peers. Embracing diversity isn't just ethical; it's a strategic advantage for future success.
