Tech (still) Has A Diversity Problem. Heres How Leaders Can Take Action To Fix It

This is a guest post by Candice L. Dixon, Executive Director of Command Shift.

The tech industry changes and evolves at a rapid pace, from how we interact to how we work. The world is going digital before our eyes, and while everyone will feel the impact of artificial intelligence and big tech, not everyone will.

According to nonprofits NPower and Lightcast, women of color are currently vastly underrepresented, with only about 6% of the tech workforce. Given the existing societal and institutional barriers to entry, the lack of credibility of DEI's corporate initiatives, coupled with the recent repeal of SCOTUS' affirmative action policies, deters many from getting involved in the 'industry.

This sentiment is shared by many; 75% of Americans don't believe companies meet their DEI obligations during a pandemic. The same percentage also believe that companies are not doing enough to hire black women. With the technology industry being at the forefront of our country's economic future, this sector has a great opportunity to grow both economically and professionally.

Despite criticism and legislation that stifles efforts to promote diversity, equality and inclusion, data shows that companies with a diverse workforce are not only happier and healthier, but also increase their profits and profits.

Why isn't the tech industry doubling down on its DEI commitments? Perhaps because the new data also shows that more than a quarter of Americans don't know what steps companies should take to meet and improve their current DE&I strategies.

The message is clear: America is ready to act, but where to start? I lead the Command Shift NPower Coalition, a national movement of women, allies, advocates, and others dedicated to improving economic opportunity for women of color through tech jobs, and we learned that it there was plenty of room to start. It doesn't matter where you are in your DE&I journey. That's why Command Shift is delivering actionable strategies for technology leaders through a new diversity policy.

The diversity policy allows companies to explore how:

1. Assess your organization's current DE&I efforts.

To begin your DEI journey, it is important to start with the numbers. How do you measure progress without tracking workforce diversity over time? Without metrics to support your strategy, even the best intentions can fail. Leaders must first assess where DEI stands in their organization's journey. Accurate measurement of organizational composition helps define the organization's long-term DEI goals and brings clarity and accountability to all corporate leaders and business units. Because it's not just about ticks.

2. Eliminate relational distortions

Hiring biases have a history of excluding marginalized groups, especially black women, from the tech workforce. To eliminate this bias, we must first change what it means to be “qualified”. Companies today have several ways to eliminate bias: improving their hiring practices by valuing technical skills and industry certifications over pedigrees, eliminating educational requirements and ensuring that job descriptions posts are gender-neutral and biased.

3. Invest in women of color

Recent data from Emsi Burning Glass shows that 2.7 million black women across the country have critical technology skills in sectors such as healthcare, supply chain and even retail. Additionally, women of color who have relevant skills can learn more specific programs and skills. Education. It is time for technology to invest its money in the interests of these women. Investing in alternative education and certification programs like NPower, community colleges, and other non-traditional destinations could make tech jobs more accessible to different demographics.

4. Hold Black Women

It is not enough to recruit different candidates. Often women of color come to work without listening to them or their needs. Inadequate support systems, lack of leadership, inequities and microaggressions often leave black women behind. Half of young women who choose to work in tech leave the industry before the age of 35, a disturbing statistic that underscores the need for a step change in tech culture. To break this model, companies need to create spaces where women of color not only feel empowered, but also have a voice, where they feel heard, and become the tech leaders of tomorrow.

Like all Americans, women of color deserve an equal opportunity to achieve the American Dream. Technology, as one of the most lucrative, important and fastest growing industries in the country, has the potential to provide women with an opportunity for economic growth, but only if tech companies are willing to take on concrete measures to improve their recruitment processes. . Everyone must do their part to create a diverse, inclusive and supportive workplace. So why not start now?

Join for free today and stay up to date with the latest news and tips to help you advance your career and join our vibrant tech community.

technical average

Do not move!!!!!! #game with squid