Cracking the code for diversity in tech

Hiring TipsDeveloper Recruiting

It seems that the technology industry's ability to innovate has reached its limits. Companies have recognized the need for workforce diversity - but have not been able to crack the code completely.

Disclosure of diversity figures in public is a necessary step.

The fact is, therefore, that both short- and long-term solutions are required to really solve this problem. A qualitative measurement is difficult, but the goal should be a lasting cultural change.

Think long-term: expand talent pools

Systematic exclusion must be combated for long-term progress in the company.

Rather than competing for the same limited pool of talent, the tech industry should work together to create new, larger pools.

Google has launched industry-wide initiatives to increase the overall pool of underrepresented talent. Last June, the internet giant debuted a campaign to excite young women about computer science - an area less than one percent of girls see as part of their future. Another program led by Google makes it easier for teachers and volunteers to start computer clubs for young children.

What we can do now: Eliminate prejudice

While it is important to build up pools of highly qualified and diverse workers, an abundance of qualified but underrepresented candidates is not enough if unconscious biases continue to affect hiring processes. Removing subjectivity and bias from the process will help improve candidates' competitiveness and ensure a lower barrier to entry for underrepresented talent pools.

Researchers found that companies who use GitHub are more likely to accept code written by women, as opposed to code written by men - but only when the gender was not given. Once the gender was known, the situation reversed, and the acceptance rate for code written by women decreased.

The problem is difficult to regulate, but companies can prevent unconscious biases from affecting their hiring decisions in various ways. A simple first step is to use gender-neutral language in job descriptions that will attract a diverse pool of applicants. For example, recruiting tools can hide the name, photo, and university in candidates' resumes.

Prejudice is obviously not only a problem in how we think, but also in how we act. Unconscious prejudices can create a less integrative corporate culture, which maintains the traditional power dynamics.

To create a sustainable culture of inclusion, the industry needs more than just superficial patterns. The benefits of a diverse workforce are more than impressive numbers in a business report. Diversity brings unique perspectives, experiences and solutions to everyday challenges in entrepreneurship.