How DKB Code Factory is Championing Gender Equity in Tech
More diversity, better teams, stronger innovation. DKB Code Factory took action—and the results speak for themselves.
Despite years of progress, gender equity in the tech industry remains a challenge. Women continue to face barriers in career advancement, leadership representation, and workplace inclusion. However, leading organisations are not just acknowledging the problem—they are taking decisive action.
Driving Gender Equity in Tech: How DKB Code Factory is Leading the Way with Radia’s Gender Equity Audit
DKB Code Factory, a software development hub for Deutsche Kreditbank (DKB), is one such organisation committed to building a diverse and inclusive workforce.
The company partnered with Radia Network for a comprehensive Gender Equity Audit. The goal was to assess diversity initiatives, uncover areas for improvement, and implement targeted strategies to drive meaningful change. Following the audit, DKB Code Factory was awarded the Female Friendly Workplace Certification for its commitment to advancing diversity.
We sat down with Anja-Kristin Lorke, Employee Relations and Communication Manager at DKB Code Factory, to explore the company’s motivations, key findings, and how this initiative is shaping the future of gender equity in tech.
Hi Anja! Thank you for taking the time to sit down with us.
What does gender equity mean to you, and why is it important for DKB Code Factory?
Equity matters because tech doesn’t yet reflect the diversity of the world. Women and other underrepresented groups are still far from where they should be.
That’s why we take intentional, targeted steps to the bring more women into tech - it’s a work in progress, and we’re committed to it.
At Code Factory, we strive to build a community that reflects the real world. We believe that diverse perspectives lead to better work and better tech solutions.
Why did you decide to undertake the gender equity audit?
The decision to go ahead with this audit came from two main factors. First, it was driven by employee feedback. As part of our broader diversity efforts, we conduct an internal diversity survey where we ask employees whether they feel they have equal opportunities within the company. And what we found was that women, in particular, didn’t feel they had the same opportunities. That was a clear sign that we needed to take a deeper look.
At the same time, we genuinely believe that we’re already doing a lot at Code Factory to support our female employees and the queer community. So, this audit was also a way to get external validations—or a fresh perspective—to see if we’re really making an impact or if there are areas we’re overlooking. Additionally, working with a partner who has deep expertise in this area gave us valuable insights and support.
Why did Code Factory opt for an independent audit rather than only an internal assessment?
Internal evaluations are valuable, but they have limits. They provide useful feedback, but the perspective is narrow since it comes from within. Employees may also hesitate to share openly, especially when HR is involved in collecting responses.
That’s why bringing in an external partner was so valuable. With an external audit, responses are anonymous, encouraging honest feedback.
Your audit also covered areas we hadn’t considered, providing deeper insights than our internal review. Plus, knowing our team trusts Radia made the process even more meaningful—it reassured us that we were working with experts who truly understand this space.
How does the company benefit from genuinely prioritising and implementing gender equity initiatives?
We’ve seen that prioritizing support for women significantly improves employee retention. Fewer women leave the company, and it’s much easier to attract female talent, especially for leadership roles.
I’m really proud of this—in the last quarter of 2024, 62% of our new hires were women. That’s our highest percentage yet, and for a tech company, it’s a huge milestone!
It’s a big win for us. We’ve seen firsthand that prioritizing gender equity it’s a huge advantage our employer brand—without it, we’d constantly be searching for new hires. It truly makes a difference in creating a positive, supportive workplace culture.
On top of that, we’re creating more opportunities for women to grow within the company. We’ve attracted more junior-level women, thanks to a higher number of female applicants, and now our goal is to help them advance to mid-level and senior roles. This helps us build a strong talent pipeline, ensuring that women can develop and thrive within the company, which is incredibly important to us.
In the audit, we focused on key areas such as leadership representation, promotions, pay equity, and workplace policy. DKB Code Factory performed very well across these categories, and that is why we have also rewarded you with the Gender Equity Leader certificate.
Can you share what factors contributed to this success?
We had diversity insights from a previous internal survey, giving us a solid understanding of key priorities. But beyond that, we’re committed to being an equal employer.
We regularly calculate the gender pay gap—an essential step today—and identify where managers need more information. Our team is also deeply engaged in recruiting, using tools to make job descriptions more appealing to women. Employees actively contribute by sharing their expertise on inclusive language and writing. It’s a true team effort, driving us toward a more inclusive workplace.
Is there anything else you'd like to improve?
Since the audit, we’ve made progress. We introduced an anonymous feedback tool, a big improvement over our previous face-to-face-only channels.
We also launched mandatory anti-harassment training, which has been well received and helps build a healthier work environment.
How did this audit help you in the long term, particularly regarding your gender equity strategy moving forward?
The audit was really valuable, especially for employer branding. It helped us attract a more diverse pool of candidates and see more women apply.
We've even hired more women recently, which is excellent. We hope this will lead to more diverse teams and, eventually, more women in leadership roles. That’s an area we’re still working on.
Long term, I believe our products will improve as well, because having different perspectives and views will help us handle challenges better.
For companies that are still hesitant about doing a gender equity audit, what would you say based on your experience?
I’d definitely recommend it!
First of all, working with you was a great experience. You guided us clearly through every step, making the process smooth and easy to follow. The audit was divided into two parts: employee experience and workplace data. Both provided incredibly valuable insights, and I felt fully supported throughout.
The data we gathered is something we can continue to build on—it serves as a strong framework for future improvements. Combining workplace data with employee insights is especially helpful because we all have biases, and it’s not always easy to see things objectively. Having an external perspective helped us identify areas for growth while also reinforcing what we’re doing well.
Some leaders still see gender equity as a compliance issue, rather than a strategic advantage. How do you view this?
For us, equity is much more than a compliance issue—it’s the foundation for building, innovating, and staying ahead in our field. You can’t attract top talent without a real commitment to it. It’s not about checking a box; it’s a core belief that drives our actions.
We genuinely believe in diversity and follow a clear strategy to support it. We're also revitalizing our female network to foster connections and strengthen our community. Gender equity is a key focus across the entire DKB group—it’s at our core.
Companies that see gender equity as just a compliance task will struggle. Without genuine commitment, they won’t build an authentic workplace community, earn trust, or achieve long-term success.
There’s often concern about the cost of gender equity initiatives. How do you view the Return on Investment (ROI) in these efforts?
Costs are always a topic, but these initiatives are actually quite affordable when you compare them to the cost of losing employees and having to hire new ones. It’s not just about money—it’s also about the knowledge, connections, and how people feel at work. For example, some of our female colleagues said they didn’t have role models in leadership positions or anyone to talk to. Losing the one person who could have made a difference in a leadership position would be a huge loss.
Every cent we spend on these initiatives is well worth it. And it's not just women who benefit—everyone does.
It is absolutely worth the investment, and we can now build upon it.
The tech industry still struggles with gender parity. What do you think are the biggest barriers to implementing initiatives like this, and what can companies do to accelerate progress?
The biggest barrier is convincing leadership to take action, especially when they’re comfortable and everything seems fine. It takes strong voices to make these issues visible.
In tech, reaching out to women is also a challenge. For us, this means using specialized channels, recruiting events, and platforms that connect us with the right candidates. It’s more effort—it’s easier to hire the first ten men who apply—but we’re committed to balancing our recruitment with equal numbers of women and men. It’s extra work, but it’s essential.
What are your final words to all companies regarding gender equity? How would you like to encourage them to take action and recognize it as a significant business opportunity?
To anyone still doubting gender equity, I can’t recommend enough that you take the plunge.
Gender equity goes beyond just gender—it affects everyone in your community and workplace.
The insights you gain will not only be eye-opening but also give you clear, actionable steps for improvement. The more you invest in this, the more you’ll learn, and the better your workplace will become. It’s always better to understand where you stand and where you can grow than to remain in the dark.
Thanks again to Anja-Kristin Lorke for such an inspiring conversation!
Credits: Indah Harahap, Marcela Mogilska, Angel Poon, Lidia Gorbunova, Karolina Lubaszko