Innovation is more than just the newest gadget or nifty software; it has to do with people—and the best of them come from every background. In the midst of a global transformation, the tech industry still lags when it comes to restructuring its hiring practices. Tech diversity is no longer a question of morality—it’s a strategic edge.
Why Diversity Matters: Innovation Relies on Every Voice
Diversity is incredibly important because tearing down systematic barriers fosters inclusivity. Fundamental to technology is problem-solving, which is made easier by people of different races and cultures. While inclusivity benefits projects in many ways, when people with different cultures and life experiences come together, the solutions they develop are more adaptable and impactful.
For instance, product managers from the LGBTQ+ community can champion broader representation in brand strategy, and women in cybersecurity can identify overlooked threats.
More relevant products that cater to users’ needs can be created by diverse teams as well. From creating accessible interfaces, unbiased artificial intelligence, and cross-culture marketing campaigns, representation guarantees product accuracy. A McKinsey study reported companies with greater diversity within their teams outperform peers in profitability by 33%.
Diversity Issues in Technology
Although people are becoming more aware of diversity, the gaps in representation continue to be quite large. AS per CIO.com, in 2022, almost 50% of working women in the United States were employed, yet they only occupied 28% of the computing and mathematics positions. The data is much worse when looking at women of color, as black and Hispanic women make up only 3% and 2% of the IT workforce respectively.
An Accenture report revealed, by age 35, 50% of women who enter the technology industry will have left their jobs. This number represents a staggering 45% greater departure rate than men. Predominantly driven by a lack of welcoming workplace environments, this is undoubtedly one of the main reasons. Nearly half of applicants claim to be discriminated against during the hiring phase and more than half of them admit to witnessing such discrimination.
The underlying causes include unconscious bias, limited STEM educational opportunities, homogenous recruitment funnels, and out-dated workplace cultures. These barriers are far deeper than simple intention. They require systemic transformation, a collective industry effort, and concrete steps.
Building Inclusive Tech Teams: What Works
Real change begins with taking action. Here’s how organizations can create diverse, high-performing tech teams:
1. Brake the Recruitment Funnel
Encouraging inclusive teams starts with rethinking the hiring process. Traditional sourcing often misses out on unconventional talent. Expand the funnel to consider community colleges, coding bootcamps, and candidates from epidemiological backgrounds.
Adopt skills-based hiring practices, eliminate pedigree bias, and utilize inclusive hiring tools that focus on underrepresented candidates. Collaborating with minority-led tech associations and promoting neutral job advertisements can greatly improve workplace diversity.
2. Cultivate Alignment, Not Just Intention to Hire
As the saying goes, exclusionary diversity is a missed opportunity. Trust and safety are critical when it comes to retention. People are more likely to stay when they are heard and have the opportunity to grow.
Creating inclusivity means training leaders, eliminating structural bias, embedding equity into appraisal systems, and using performance reviews as promotion metrics. Inclusive teams are not only more likely to stay, but they also tend to perform better together, which fuels innovation.
3. Resolve Issues Regarding Bias in the Hiring Process
Bias, whether overt or subtle, can affect hiring choices. In this case, companies have to take measures to reduce it by:
- Blind reviews for resumes.
- Using a predetermined format for interviews.
- Including representation from various backgrounds for decision-making.
Research indicates that firms with gender-diversified work teams generate up to 41% higher revenue as compared to organizations with no such diversity. Also, ethnically diverse teams are 36% more likely to outperform their peers financially. Also, as per Mckinsey closing the gender and racial gaps within the workforce could result in an additional $12 trillion to the world GDP.
4. Put Focus on Making Diversity Training an Ongoing Goal
Education is important. Training and educating employees on topics like unconscious bias, cultural competency, and inclusive communication, companies can foster awareness and empathy across the board. Long-term training happens to increase workplace satisfaction as well as lower attrition rates. For example, after Google implemented such training, the company saw a 20% decrease in employee turnover.
5. Be Data Oriented, but Show Empathy First
Having quantifiable targets is useful in enhancing the diversity level of the organization, but without inclusion, numbers alone does not cut it. Each figure has a backstory, identity, purpose and contribution that adds a lot of value.
All organizations must find a balance between data and storytelling that incorporates real milestones as well as celebrating the voices of underrepresented employees. A study conducted by Harvard Business Review shows that teams that possess a high level of trust tend to be more productive by 32%. Clearly, trust is crucial for inclusion.
There is a Clear Business and Human Case
Diversity should not be viewed as a passing trend, but rather as a strategy that fosters growth. Here’s why:
- An astonishing 76% of job seekers strongly consider workplace diversity when evaluating a job offer.
- Companies with more diverse teams tend to be 70% more likely to successfully capture untapped markets.
- Companies that practice inclusivity in decision-making processes enjoy 87% better business outcomes.
At Stride Digital, we focus on helping organizations build their tech teams by providing them with talent from differing backgrounds. Rather than merely filling roles, we provide IT staffing solutions with strategic talent alignment which includes team extensions, offshore development centers as well as leadership level placements.
With us, you have the agility to scale and the ability to build thoughtfully while leading with representation.
Diversity should not be viewed simply as a way to strengthen a company’s team. Hiring for diversity prepares the business for the dynamic future.
Let’s work towards a better future in technology together. See how Stride Digital supports you
