Innovation, imagination, and problem solving are the most vital aspects behind any business in the technology world. Diversity, however, is the key aspect in innovation.
It is obvious that different demographic teams offer new approaches, better ideas, and creative problem-solving strategies which are much needed in a world where competition is cut-throat and change is constant. A team with different genders, ethnicities, ages, abilities, and backgrounds is more likely to be constructive in solving of problems and developing solutions that appeal to a broader audience. This assertion has been proven correct by several studies and surveys.
A little over a decade ago, intricacies of having diverse workforces solely stemmed from social sciences. However, modern day research suggests diversification facilitates the global economy. For instance, a report published by HBR states that companies within the top quartile of gender diversity were 15% more likely to have returns above the industry mean. Another study states that firms with female employees equivalent to their male ones were found to generate upwards of 41% more revenue. Moving on to ethnicity, organizations having racially and ethnically diverse teams are 36% more likely to exceed the financial performance of less diverse organizations. As per McKinsey, the global GDP could be increased by 26%, or in other words, $12 trillion can be injected to the global GDP, by equally diversifying the workforce.
However, there is still a huge gap of diversity within the tech field. Studies show women, people of color, and individuals from different backgrounds are still underrepresented in technical jobs and in leadership. You will be surprised to know that though women make up 47% of the employed population in the US, a mere 28% have jobs in the overlapping fields of computers and mathematics. In the APAC region, women working in IT constitutes to only 7%, whereas Black and Hispanic women’s representation is 3% and 2% respectively. In fact, a study by Accenture shows that over the past 35 years, the proportion of women versus men in tech positions has gone down, with 50% of women leaving by the age of 35. There are several reasons for these trends, but the lack of accommodation for women within the workplace is said to be the main one. Technology companies that value diversity will not only develop products that serve a wider range of audience but will also enhance employees’ happiness and gain a competitive advantage.
The operative question now is not whether D&I is important, but whether and how to set it as a policy objective.
Diverse by Design: Strategies for Building an Inclusive Tech Workforce
A diverse workforce starts with an expansive approach to recruitment. Here are ways to further develop your tech talent pipeline:
1. Broaden Your Postings:
Broadening your postings is one of the most important things to do when you are looking to make your tech workforce more diverse. This can be achieved by partnering with any diverse professional groups, going to more inclusive job fairs, and working with community colleges or coding bootcamps that focus on underrepresented groups. It also helps to use social media and targeted job websites or even create internship and apprenticeship programs to draw a wider pool of candidates. Did you know, around 76% of employees including prospective employees stated that diversity was a key factor worth studying while receiving job offers?
2. Review Job Ads:
Reviewing job ads is another rather easy but effective means to gain more diverse talent and one that many would overlook. This can be achieved by simply making sure that there is no jargon or wordings that would scare away candidates from underrepresented groups and instead focusing more on relevant skills and competencies. You can go one further by ensuring that the job postings have a commitment to that diversity and inclusion point.
3. Develop and Invest in Internship Programs:
One of the best methods of developing a skilled workforce from a group of selected individuals from minority groups is by sponsoring Internship programs to draw in skilled candidates to gain real world exposure to the tech industry. This works through establishing existing relationships and developing new ones with schools, community groups and other diversity related programs. This technique also aids an organization in identifying and developing future workforce while promoting the culture of inclusion and filling the gaps of traditional recruitment. The fundamental objective here is to create defined steps to permanent employment while promoting investment in growth and career development.
4. Utilize Information:
Building a diverse tech workforce may benefit from harnessing the power of data. The gaps in representation, hiring patterns, and efficacy of diversity initiatives can be analyzed using advanced analytics. This data-driven approach gives organizations the ability to create meaningful targets, mitigate biases, and enhance inclusion and diversity policies. Conducting regular evaluations of recruitment, retention, and promotion metrics assists an organization in sustaining and advancing equitable measures.
The Inclusion Revolution: How to Overcome Bias in Staffing Technology Companies
It is also possible to reinforce existing bias even when an individual means well. 37% of Americans think that racial and ethnic biases have a negative impact on the hiring process and ample research has confirmed those beliefs. In fact, data from Harvard University indicates that 70% of individuals form implicit and unintentional biases while 48% of HR people acknowledge that the particular type of bias influences the selection of candidates for job positions.
Let’s discuss some techniques that can be adopted to eliminate biases and composition of tech workforces that show diversity and inclusion:
1. Artificial Intelligence:
Thankfully, 68% of recruiters surveyed indicated that AI can assist in the reduction of non-intentional biases during the hiring processes. A change in the tech hiring process that can address bias is AI, which, by automating candidate evaluations and standardizing judgments, surely has the capacity of doing so. AI removes biases in hiring by applying algorithms to screen resumes, assess skills, and analyze interviews so that decisions are not based on unintentional biases. Also, AI tools can be used to locate and remove discriminatory language in job descriptions, thus, fostering inclusivity. This helps to create a more fair and equal recruitment process where organizations can hire competent personnel from diverse backgrounds.
2. Blind Resume Screening:
In the field of technology, blind resume screening is helpful when it comes to certain automatic biases. Such biases occur when an employer focuses on everything except a candidate’s skills, qualifications, and experience. By focusing on merit, these anonymity blinded resumes promote more diversity and equity within techs teams. Resume anonymity often works by retaining only the actual skills of a candidate while eliminating sensitive information such as their name, sex, nationality, photo, even their place of studies. It thus presents a more focused and accurate understanding of the candidate.
3. Standardized Interview Questions:
Within the tech industry, the presence and use of standard phrased questions has been shown to reduce bias. Each candidate can understand the criteria being used to assess and thus gives relevant answers. This technique applies answers relevant to particular job competencies rather than the subconscious bias, leading to a much more precise prediction of a candidate’s performance. As a result of the standardization adopted in this method, issues of fairness, inclusivity and objectivity are tackled, leading to a more holistic and balanced approach within most firms. Therefore, it becomes possible for companies to recruit talent based on universal need rather than by subjective measurement.
4. Hiring Panels:
Introducing people with different cultures and experiences into the decision-making process mitigates bias in measuring candidate evaluations. This group effort minimizes the risk of individual biases at any workplace affecting the outcomes and guarantees a more comprehensive evaluation of applicants. Diverse panels, also have an impact on sending an inclusivity message, further underscoring the availability of support for candidates of diverse backgrounds.
5. Bias Awareness Training:
Combating bias isn’t just a one-and-done problem, it is a process that is ever-engaging, requires education and interests. Bias awareness training is meant to provide hiring teams the skills of knowing how to deal with their own bias that can steer decision-making. These self-awareness techniques foster this kind of training to help recruiters and managers to hone on certain criteria, eliminate stereotypes, and create diverse tech teams.
Stride Digital: Role of Leadership in Driving Diversity and Inclusion
Stride Digital strategies align with their particular approach to serve the needs of the business in issue to inclusivity throughout the organization. Stride Digital’s Specialized Talent Acquisition and their Tech Skill Assessment services work hand in hand to make sure organizations have diverse teams that are skilled professionally. In addressing diversity through staff services, including Team Extension and Offshore Development Centers (ODCs), we serve the international market, thereby encouraging a blended workforce that fosters creativity and innovation. With an emphasis on diversity, adaptability, and economics, Stride Digital helps businesses pursue the goal of having an environment where many perspectives thrive to achive success over time.
Next Steps
As several studies indicate, the Gen Z population includes the most ethnically and racially diverse individuals to date. Additionally, they are significantly more confident and competent with technology than all preceding generations. This makes Gen Z workers well suited for IT jobs! Within a decade, they will dominate the workforce, and the youngest generation is more inclined to work with companies that embrace diversity. In order to achieve this, tech companies must focus on building inclusive workplace cultures, expanding the range of talent they pull from, and tackling biases within the recruitment process.
In the end, inclusive workplace are more than just workplace policies – it is building a culture that allows celebrating differences within organizations for growth.
