Chapter 1
Actions to reframe a diverse and inclusive future
Responsible boards must set the diversity agenda that holds their organization to account.
There’s no "one-size fits all" recipe to address the diversity gaps that exist. For too long we have relied on well-meaning plans that have become mired in inertia. Socially aware and economically responsible boards must set the diversity agenda that holds their organization to account. It is no longer enough to “value diversity” – organizations must be diverse or risk becoming redundant. At this time of crisis, actions speak louder than words.
A coalition of the willing: setting sector targets
The tech sector’s leading organizations should make a public pact to achieve change. As a sector, tech companies should agree on targets, and publish their commitment to achieving them. Regulatory bodies, stakeholders and customers should hold them to account. Progress should be reported publicly on a regular basis, as it is done for financial performance. As a sector, consequences for failure to achieve targets should be agreed and recognition given to those organizations that are achieving change.
Smart recruiting
Let’s start by closing the pay gap. In 2019, the average male in Silicon Valley made 61% more than his female counterpart. Tech companies have a long way to go to correct this. As demand for technology solutions accelerates, female and minority tech specialists will have increasingly more options, with all sectors vying for their skills. Smart hiring will ensure that organizations have leaders in place who understand their customers’ needs and reflect the societies that they serve.
Inclusive business programs
Organizations should design inclusivity into business programs that give women and minority-owned businesses a better chance of success. Instead of competing with your organization, consider creating mentorships, joint ventures, partnerships and collaborations that will help these businesses evolve and ultimately eradicate systemic biases that deny them opportunities to operate competitively.
Retention of talent and removing barriers to progression
More than 50% of women in tech leave their employers, and often the sector entirely, in the middle of their career path, which is double the rate than for men. Most cite unequal pay and career opportunities, a lack of mentors and a non-inclusive work environment as the primary reasons. Organizations need to be committed to doing what it takes to creating an inclusive work environment, because without inclusivity, people who look and think differently will be hard pressed to stay, especially when their work outputs are not recognized in more equitable remuneration.
Training and learning
Many leaders are of the opinion that digital skills are key to the economic recovery of Europe. EY research says that technology skills are considered the most important factor determining where businesses invest in Europe and, consequently, an area where the EU can cement its digital competitiveness. Large skills gaps still exist in the EU, especially in cyber security, AI and robotics, and big data and analytics. Organizations should be investing in these gaps, and making deliberate efforts to include women and minorities as beneficiaries.
Chapter 2
The transformation imperative
Diversity and inclusion is the only solution for a sustainable future.
If we keep on doing the same thing, how can we expect a different result? For me the lack of transformation is not only a moral failure by tech organizations. Leaders have an economic imperative and responsibility to improve their organization’s sustainability, which requires action and accountability, and not platitudes.
Many ask me, as an ethnic minority from Africa who now operates across Europe, how I experience the racial dynamic. My answer is simple. As a South African born in the apartheid era, I fought the struggle in my small way, which has inspired my passion to stand up for diversity and inclusion. I have learnt to be resilient and overcome subtle and overt racism. But importantly, I believe I am responsible for myself and that having business sponsors who appreciate the value of your work is key to success. The ultimate response to an unfair system is empowering yourself to hold your own, and removing barriers to success for those who follow – something that life in South Africa prepared me well for.
Diversity and inclusion is the only solution for a sustainable future, but time is running out if we hope to offer our children a different reality.
Summary
In spite of the well-documented benefits of creating a diverse workforce, there has been very little progress in realizing significant change. This is especially true within the technology sector. Women and ethnic minorities are still unable to crack the code to the boardroom of tech companies. The article debates what will it take for the tech sector to move the diversity and inclusion agenda forward and break the inertia that has mired progress.
