Getting diversity and inclusion right is a big challenge in the technology world, in some cases a bigger challenge than it is in other industries. There are proven business rewards to be gained from a diverse and inclusive culture, where employees can thrive whatever their gender, ethnic background or sexuality.
During Pride Month, we consider the current state of diversity and inclusion in the technology sector – and the changes companies can make to improve it.
Diversity at the top is currently lacking across the industry. Just 8.5% of senior leaders in technology are from a minority background, according to a report from Inclusive Boards, the UK's executive diversity experts, in 2018. Women make up just 12.6% of board members in the sector, compared to 30% female board representation across all FTSE 100 businesses.
Data from the American Sociological Association shows that tech companies are making a big mistake on both counts. The organisation found that gender diverse businesses are 21% more likely to experience above average profitability than less diverse companies. The difference is even greater for ethnically diverse organisations. Two-thirds of teams described as having 'medium and high levels of racial diversity' report higher than average profitability. The figures speak for themselves – ethnically diverse teams are 33% more likely to be profitable, while the least diverse teams are 29% more likely to underperform.
Why is there such a difference? Uniform groups tend to produce uniform thoughts – so if most of your employees are straight white men in their 30s and 40s, they are likely to think and see the world in similar ways. But a diverse group – in terms of gender, ethnic background, sexuality and age – gives a greater range of experiences and perspectives. This enables your team and your company to be more dynamic, creative and adaptable.
A diverse workforce also understands the customers it is trying to target. Society is diverse, so your teams need to reflect that. A diverse workforce will allow you to better connect with customers and understand how they think and what they are interested in. And it will ensure that your systems are inclusive and not unintentionally biased in favour of or against any particular group in society.
LGBT employees have often been hidden in the tech sector, but technology is beginning to make its mark among LGBT employees. UK LGBT charity, Stonewall, publishes a list of the top 100 LGBT companies to work for every year and tech companies are slowly starting to appear on the list. This year, there are just three companies – Fujitsu, Vodafone and Capgemini, but there is no reason why other tech companies can't follow their lead and break onto the list in the future.
Social class, education and background are all a part of diversity which is often overlooked, but employers can consciously or unconsciously make judgements on new employees based on which universities they attended. To help create a more inclusive workforce, Deloitte hides the schools and universities applicants went to, to ensure interviewers are choosing candidates based on merit and not selecting or rejecting them based on their education. The company was also named by Fortune Magazine as one of the 100 best workplaces for women in the US.
If you think your company is already diverse, or you are ready to take the next step towards greater diversity, the Tech Talent Charter will help you reach your aims and publicise your company's commitment to diversity. A wide range of businesses and organisations of all sizes have already signed up to get practical support in recruitment and retention to help improve representation of women in technology.
The Women in IT Awards is another initiative which seeks to address the gender imbalance in technology. The awards celebrate the achievements of women in the sector and help identify new role models for women who are already working in technology, or who are considering it for a future career.
Gartner is a multicultural, global company operating in over 100 countries which has set up several employee resource groups to promote a positive and inclusive workplace for all of its employees worldwide. This network of groups helps uphold the company's commitment to diversity and inclusion. These include:
• Pride at Gartner– encourages members of the Gartner team to bring their 'whole and authentic selves' to the workplace and is dedicated to engaging, developing and retaining LGBT talent
• Lean In Circles for Women – small groups of women that meet regularly to learn and grow together and are encouraged to step out of their comfort zones and to remain ambitious, even after starting a family
• Mosaic at Gartner – is dedicated to recruiting and engaging with employees from under-represented races, ethnicities and cultural backgrounds, helping to ensure they all feel a part of the company's global community
If your company is just starting to look at diversity, taking a leaf from Gartner's book is a good place to start. Engage with your ethnic minority, female and LGBT staff about what works for them as minorities and what doesn't. Find out what roles interest them and what, if anything, is holding them back. Ask them how they think the company can attract, support and retain a more diverse workforce and embed their recommendations in future policies.
It isn't possible to create a diverse workforce overnight. But by sharing information and having conversations with your employees, you can begin to create a diverse and inclusive culture in your organisation, which will benefit not just your workforce, but your bottom line.