How to Implement DEI in Tech
July 6, 2022
Diversity, equity, and inclusion (DEI) isn’t a new business concept, but organizations are still slow to implement a DEI strategy companywide. The tech industry is notorious for lacking diversity and needs better implementation of a DEI strategy. Tech is full of unique ideas and extraordinary innovation but imagine what would happen to the industry if it were to capitalize on DEI. The results would likely be highly impactful. We discuss why DEI is essential to tech and how to implement the strategy into best practices.
THE BIG PICTURE
The tech industry is experiencing a talent shortage. Every level needs more skilled and talented workers to help companies reach growth goals. If tech companies opened their doors to more DEI, they would see the returns immediately. Implementing a diverse and inclusive hiring strategy can help eliminate the tech staffing shortage and build retention. A diverse and equitable team can also bring innovation to an industry that strives for constant change. Overall, tech would do well to apply DEI best practices to build a responsible, accountable, and equitable industry.
EDUCATION AND TRAINING
Simply talking about DEI is not enough. Companies must work diligently to apply best practices throughout the organization. Creating on-site training and education courses on the concept of DEI and how it can positively impact the company is a necessary first step. Training should start from the top and work its way down to ensure buy-in from all employees. Hosting workshops and bringing in speakers can lead to a better understanding of DEI. Education can and should be ongoing to keep up with societal demands and the pace of change.
RECRUITMENT WITHOUT BIAS
Recruitment is a critical part of an organization and should be a key focus for DEI implementation. Working to minimize unconscious bias in hiring practices is a necessity. In order to recruit a diverse workforce, ensure recruitment teams are diverse and inclusive. In addition to diverse recruitment, companies must also ensure job descriptions are inclusive and non-biased to attract a broad talent pool. As noted by McKinsey, hiring managers must also decide if some qualifications are necessary as they could be excluding otherwise highly qualified candidates. In short, if companies minimize bias at the start of the process, we can expect diversity within the organization to flourish.
MENTORSHIP
Mentorship programs can help boost productivity and promote inclusion throughout an organization. A mentorship program can allow leaders to uncover issues with equitability by working closely with employees. Mentors have an opportunity to listen to their mentees and resolve any problems regarding equity or inclusion as a result. Coaching and mentoring those who might otherwise go unseen due to unconscious bias can create a positive culture that retains talent, and therefore, boost DEI.
COMMUNITY OUTREACH
Tech companies play a significant role in society, and as such, they need to be better at implementing DEI strategies. Community outreach is a way to promote DEI, especially when done in diverse communities. Working with various colleges, utilizing social media platforms for reach, and holding community events can help bring awareness to firms and their opportunities. Community outreach can help diversify a talent pool by introducing jobs and industries to people who might otherwise be unaware of its existence. Outreach within communities is a winning strategy for the successful implementation of DEI.
REMOTE WORK AVAILABILITY
Capitalizing on remote work can help the tech industry broaden its talent pool and its ability to capture a more diverse and inclusive workforce. When companies look beyond their restricted area of commute, they begin to reach places that might have broader demographics. Remote work can open the doors to those unable to travel into the office, such as parents or disabled employees. It is important to note that remote work can also create an imbalance of DEI, so efforts to reduce discrimination must be maximized to ensure an equitable workplace. When solid policies are in place, remote work can be a great way to achieve DEI in the workplace.
REFERRAL PROGRAM
Once the DEI plan is in motion, look toward internal staff to keep the ball moving. If companies successfully minimize unbiased recruiting, then new hires can start referring their network for internal jobs. Creating referral programs and incentivizing diverse referrals is another way to ensure a DEI workforce. Because people tend to refer those who look like them, the key to a successful referral program is an established diverse workforce.
HOW WE CAN HELP
Employing a DEI strategy will not happen overnight. A strategy that works to include and diversify will take time, effort, and buy-in.
When you partner with Analysts, you are working with a company that embraces DEI internally and works hard to assist our clients in diversifying their staff. Contact us today to learn how we can help you.
