Why Hiring With Diversity in Mind Is Essential For Tech Companies

Big tech companies used to be renowned for their employee-centric approach to business. Googlers enjoyed benefits like access to free fitness centers and Apple gave all their employees free, confidential counseling to improve their mental health.

However, at other tech firms like Twitter, DEI efforts have been waylaid during job cuts.

This is a major issue, as hiring with diversity in mind should be a priority for tech companies. Without a diverse workforce, the tech of the future will not represent the people that it aims to serve. This may further entrench unconscious bias and lead to a future where our tech reaffirms exclusion and division.

The Importance of Representation

Representation matters. Whether employees are working in a retail store or are auditioning for a lead programmer role; seeing others who look, dress, or talk like them can help folks feel accepted and encouraged to thrive in their chosen industry.

Unfortunately, there are significant representation gaps in tech. For one, women in general only make up 25% of all computer-science jobs and only 14% of jobs in engineering. Women of color, specifically are represented less so with only 15% holding entry-level positions in tech. 

Racial bias is particularly prevalent in tech, too. 62% of Black employees in tech report experiencing discrimination at work and facing issues like being underpaid or unsupported. Without support, Black employees may be more susceptible to stereotype threat and other mental health hurdles. This anxiety may be further propelled by a lack of representation. Despite making up 12% of the workforce, only 8% of the employees are Black. Even worse: only 3% of C-Suite executives in tech are Black.

Not only are these numbers horrific from an ethical and intersectional perspective, but they have big implications for the companies not striving for diversity, equality, and inclusion. Tech companies need a wealth of insights to develop products and software that are relevant to the wider population.

Tech firms that are not diverse entrench bias and may operate using inaccurate data. Homogeneous firms that attempt to complete tech-oriented consumer research, will only “hear from the people who have the time, inclination, and patience to fill out a survey.” Without diverse surveyors, tech firms risk overlooking accommodations for disability, class, education, race, or ethnicity. This undermines consumer research and can build bias in the algorithms that shape the future of tech.

Bias in the Algorithm

The algorithms that underline the programs and devices we use daily are supposed to be user-friendly and entirely free of bias. However, research from Mozilla shows that the world wide web continues to default to serving straight, white, cisgender men.

Rectifying bias in the algorithm will be increasingly important as we enter a new era of the web. Rapid development in machine learning and AI means that more of the sites we all use are underwritten by code that unintentionally discriminates against some users. Those who write the code for AI unknowingly reaffirm unconscious bias and make life in the digital age that much harder for underrepresented communities.

No amount of diversity, equity, and inclusion (DEI) training or anti-racism training can completely eliminate bias in the algorithms that shape modern life. The only solution is actually doing the work by attracting and hiring a diverse workforce.

Attracting a Diverse Workforce

Many major firms say that they want a diverse workforce where people from all backgrounds can thrive. However, few take these words to heart.

Before rolling out a DEI-inspired recruiting program, tech firms have to create an environment where diversity can authentically flourish. Businesses should start by confronting bias in their own recruiting materials. In particular, tech firms should lean on anti-bias AI software to reduce bias during the screening phase. Anti-bias AI can identify coded language and make suggestions to increase the diversity of any given talent pool.

Tech firms should invest in DEI initiatives in the workplace, too. Oftentimes, employees from traditionally underrepresented groups underperform at work due to a lack of support or unchallenged biases. An interdepartmental approach to DEI ensures that all staff gets the support and mentorship they deserve.

Similarly, progressive tech firms can show that their commitment to diversity and inclusion is sincere by embracing new ideas to close the digital divide. Tech firms can reinvest a portion of their profits into fixed wireless access (FWA) programs that ensure rural households can access the web.

Alternatively, tech businesses can join forces with the Federal Communications Commission’s Affordable Connectivity Program (ACP) to aid efforts that give everyone access to affordable internet. This upstream approach to recruiting will ensure that the next generation of talented employees can learn to program, code, engineer, and design the tech products of the future.

Conclusion

Not only is diversity important from an ethical perspective, but it’s also essential for any tech company that wants to survive in a competitive market. Hiring a diverse workforce ensures that the software, programs, and tech products can meet the demands of all users. Diversity in the tech industry will be increasingly in demand as AI and machine learning algorithms embed themselves in the tech products we use in our everyday lives. Without adequate representation, these algorithms will continue to perpetuate bias and prejudice in the digital age.