Diversity Blind Spots in the Tech Industry
Tuesday October 12, 2021, By Sumona Chetia
The past couple of years have witnessed a surge in the discussion surrounding Diversity, Equity, and Inclusion (DEI), particularly in the tech industry.
In 2014, many giant tech companies acknowledged the gaps and vowed to make it a public goal to increase diversity in their workforces. Since then, the DEI movement has been able to grab some momentum, but there has been a couple of setbacks when it comes to diverse representation and inclusion in the tech industry.
The business case for DEI in organizations is clear. A more diverse and inclusive company delivers good results and better innovation.
So what is holding back the smooth progression of diversity in the tech field?
Gender Bias in the Hiring process
“This role is tech-driven. Let’s strike off women candidates from the list.” Technology has always been stereotyped as a male-dominated field. And this inherent gender bias has led to undermining the contributions of women in tech or during the hiring process.
A survey revealed:
49 % of Indian women techies plan to switch careers because of the gender bias in the tech industry
31% reported scanty tech career job opportunities for women.
Lack of Talent Pipeline
Diverse talent is out there. So, why is there a leaky talent pipeline issue, as cited by many tech companies?
Is your talent acquisition team looking for talent in the right places? Is your organization mindful of the inclusive language while posting jobs? Are you using diverse and balanced interview panels? What other biases are creeping into your processes?
How to tackle these diversity blind spots?
The Tech industry should follow a stringent method to explore their underlying systems and processes. Starting from the search for diverse talent to retention companies need to make DEI part of every conversation. The idea is to focus on bridging the gap between hiring candidates irrespective of their age, gender, color, and religion and the biases existing in your recruitment strategy. Tech job descriptions should avoid gendered language. Unconscious bias training for everyone at the workplace but particularly for hiring managers and recruiters should become the norm. Tech industry leaders must act now to create more opportunities for women to join, thrive, and ultimately climb up the ladder in the tech workforce.
Hiring diverse talent requires revaluating every stage of a company hiring process. To build a diverse workforce, sourcing diverse candidates should be a top priority in the hiring funnel.
https://myavtar.com/ is India’s first Diversity Job Portal that can help tech companies looking to attract, recruit and retain diverse professionals.
Identifying these blind spots and then getting to the root of the problem will help the tech industry understand what’s at play and how to move forward. Without immediate intervention, these gaps will only continue to persist and grow wider.
- An Associate Consultant- Content Development & Marketing at Avtar, when not hoarding books, she's busy reading and reviewing books.