Tag Archives: tech industry

Diversity and Inclusion in Tech: Strategies for Building Inclusive Workplaces

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More women and under-represented minorities are truly needed in the tech sector.

The tech industry, historically lacking diversity and inclusion, now recognizes their value for innovation, productivity, and culture. According to Boston Consulting Group research, diverse management teams boost revenue by 19%. Embracing diversity is a competitive advantage, fostering innovation in tech and aiding career growth. Inclusive workplaces attract talent, encourage varied viewpoints, and develop leaders who prioritize diversity for business success.

The Current State of Diversity in Tech.  Despite progress, the tech industry still grapples with diversity. A 2020 report from the AnitaB.org Institute reveals only 28.8% of tech roles are filled by women, a modest increase from previous years. Ethnic diversity also lags, with under-representation of African Americans and Hispanics in major tech firms, far below national employment figures.

Barriers such as unconscious bias and a non-inclusive culture persist, hindering diversity in tech. These challenges go beyond hiring; they touch on retention and career advancement. Companies need to address not just the numbers but also the environment, ensuring it supports and encourages diverse talent to thrive and lead.

Why Diversity and Inclusion Matter.  Diversity and inclusion in tech are not just buzzwords; they are essential drivers of innovation and business success.

>  Enhanced Creativity: Diverse teams in technology lead to enhanced creativity through varied perspectives. McKinsey & Company found that diverse workforces are 33% more likely to outperform peers in profitability.
>  Broader Market Reach: A workforce reflective of a diverse customer base improves market reach and user understanding. It’s no coincidence that businesses with diverse teams are 70% more likely to capture new markets.
>  Improved Decision-Making: Diverse teams make more informed decisions. They are 87% better at decision-making, leading to reduced errors and higher-quality outcomes.
>  Talent Attraction: Embracing diversity attracts top talent. A study revealed that 67% of job seekers consider diversity an essential factor when evaluating job offers.
>  Enhanced Reputation: Companies committed to inclusion enjoy a better reputation. In fact, 78% of consumers prefer to support businesses that prioritize diversity and inclusion

Strategies for Building Inclusive Workplaces

Recruitment and Hiring.  Crafting inclusive job descriptions and using unbiased hiring practices are key for diversity in tech. Gender-neutral postings get 42% more applicants. Inclusive language and structured interviews reduce bias, attracting more talent.

Creating an Inclusive Culture.  Leadership plays a pivotal role in cultivating a culture of diversity, where every voice is valued and heard. Training for awareness and sensitivity is crucial:
>  Interactive workshops on unconscious bias.
>  Regular diversity and inclusion seminars.
>  Sensitivity training tailored to different departments.
>  Inclusive communication techniques.
>  Scenario-based training for conflict resolution.

Providing equitable career growth opportunities for women and under-represented minorities in tech is key.

Career Development and Growth.  Empowering diverse talent through career development is key for inclusive growth. According to Josh Bersin, inclusive companies are 1.7 times more likely to be innovation leaders in their market.
>  Mentorship programs tailored for underrepresented groups.
>  Sponsorship initiatives to support career advancement.
>  Leadership training for diverse employees.
>  Networking events focusing on minority groups.

Assessing and Measuring Inclusion.  Effective tools for evaluating workplace diversity include:
1)  Employee surveys to gauge inclusivity perceptions.
2)  Demographic data analysis for representation metrics.
3)  Feedback tools for continuous employee input.
4)  Inclusion KPIs linked to business outcomes.

Strategies for continuous improvement:
1) Regular review of hiring and promotion data.
2) Updating policies to reflect diversity goals.
3) Training refreshers based on feedback.
4) Celebrating diversity milestones and achievements.

Overcoming Common Challenges.  Unconscious bias and stereotypes are often the silent disruptors in tech workplaces. A study by the IMPACT Group reports that 33% of employees who perceive bias are less likely to feel alienated. To combat this, companies must first acknowledge and then actively work to dismantle these biases through comprehensive training and awareness programs.
1) Clear career paths for all employees.
2) Train leaders to value diverse talents and perspectives.
3) Support groups for diverse employees, build community.
4) Systems for sharing experiences and suggestions.
5) Accommodate diverse personal needs, reduce burnout, boost job satisfaction.

The Final Thoughts.  The journey towards diversity and inclusion is ongoing and requires continuous commitment. It’s a proactive process, demanding consistent effort and adaptation to new challenges and opportunities. By embracing these strategies, tech companies can not only enhance their innovation and productivity but also contribute to a more equitable and dynamic industry. Let’s keep pushing the boundaries to ensure tech is inclusive for everyone.


One CEO’s commitment to diversity in the tech industry – An Interview

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Toby Martin, CEO of Extensis

This past Fall, when I was facilitating the National Diversity Council’s one day Unconscious Bias training in Portland, Oregon, I was pleasantly surprised that one attendee investing the full day with us was the CEO of a local Tech company. Since that time, I have stayed connected with Toby Martin, CEO of Extensis, and recently he announced Extensis’ commitment to a Portland-based initiative called the “TechTown Diversity Pledge.”

As a diversity and inclusion consultant and trainer, I often to write about various manifestations of under-representation of minorities in various industries or various levels of leadership. So I am very pleased when CEOs realize this strategic criticality of diversity. I decided to chat with Toby (virtually) to understand more of what was driving his focus on D&I.

STAN: Toby, first, can you tell me a little more about Extensis and your business?

TOBY: Extensis (link) is a 27-year old software firm headquartered in Portland, Oregon. When we broke ground in 1993, we set out on a mission to remove the barriers that impede creativity. Specifically, helping individual professionals and organizations working with digital media to control the chaos so they maximize the value of these assets, accelerate their workflows, and focus on inventing amazing. Today we are proud to be working with hundreds of thousands of creative professionals across the globe whose work inspires us every day.

Portland, Oregon …. Stumptown AND TechTown!

STAN: That is exciting news about Extensis taking the TechTown Diversity Pledge. What does this mean for your business?

TOBY: What it means is that we’re more assertively moving into the space occupied by fellow tech leaders in Portland who all care about the same thing – building diversity in our micro-technology community and in the macro-community of the great Pacific Northwest. Internally, the Pledge lays out a series of steps and actions we agree to, including training our whole team on issues of diversity. Best of all it gives us more people we can meet with and collaborate with on moving the needle. With 30 companies it also facilitates idea sharing and workshopping so we can all learn from each other in a smaller space (where often large membership events can be challenging).

STAN: As a CEO, I know you must have 1,000 things on your mind at any point in time. Why are you as the CEO so focused on diversity instead of just relegating it to your HR team?

TOBY: Interesting question and one that seems very common. I’ve heard it many times and I think this notion that it should be relegated to HR might be frustrating progress…let me explain. If this is an HR only initiative, then it becomes just that, HR; however, if coming from the CEO then it becomes a company-wide business objective. I strongly believe that we can only grow and expand our value to our customers, our employees, and our community if we are bringing in more diverse opinions and inclusivity, so it’s important that we are embracing this from all perspectives within the company.

STAN: Have you had any particular diversity experiences personally that has helped you become such a strong proponent of diversity?

TOBY: Absolutely. Having been in the tech industry for over 20 years and working with clients and teams in many states and countries, you see people from all cultures contributing with their unique perspective. What many people seem to overlook is that whomever your clients or ultimate end customer is, they are likely a diverse set so how would someone of a single age understand multiple generations, for example?

One of the fellow TechTown Diversity Pledge company members and I met, and we discussed several examples from his career which only led to violent agreement – diversity is a business imperative to improve and succeed.

Yes, the diverse talent pool within the technical industry certainly needs to be broadened.

STAN: What do you hope to see in Extensis’ future in terms of diversity? Do you have your own corporate goals?

TOBY: We do have big goals and plans, but not only numerical in nature. Again, starting with learning management and the plan to enlist the entire organization in support of DE&I; then moving toward manager training on deeper topics like micro-biases in hiring and performance management for 100% of managers; then naturally attracting talent where people have walked different journeys to come to the same place by looking at the applicant and employee pool with TechTown PDX to analyze the data; lastly one major goal is that every single employee supports this and is engaged at a high contributing level. This annual survey TechTown PDX puts out provides more solid benchmark data than we’re been able to find elsewhere and can be found here. (Link to TechTown Diversity Data Report.)

Outside of Extensis I’m looking to learn from notable organizations and thought leaders, hopefully connecting supporters and advocates from disparate groups and increase the impact!

STAN: Is there anything else you would like to share?

TOBY: To stop others from repeating the same mistakes, I would offer that you must be selective and strategic with your efforts or you can easily become overwhelmed by all the opportunities to get involved. What I looked to do was combine local groups with national while being careful in evaluating the missions of each; all while looking for supporters who I felt could lend diversity in my goal of learning and hearing from other allies. I can easily say that every webinar, phone call, event, or anything I read or attend teaches me something I can use, but there is also only 24 hours in a day, so spend them wisely!

STAN: Toby, thank you very much for your insights, and I wish you and Extensis the best of business success and your strategically focus on increased diversity and inclusion in your company and industry.

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Please do read my recent related blogs:

• After reading an article in the Triangle (NC) Business Journal that featured the CEOs of our area’s 50 fastest growing companies, with 88% being led by white men, I wrote “Huge Gaps in Diversity in Business Leadership – A Systemic Issue Needing a Systemic Approach, Part 1.”

• And in part 2, I share Five Tactics to Address the Systemic Issue of the Lack of Diverse Business Leaders.

• Guest blog “Competing in Business as an Underrepresented Entrepreneur” contributed by Marissa Perez of Business Pop continues the theme of underrepresented minorities in business senior leadership roles.