There has been a lot of dialogue around the lack of diversity in tech and STEM in general. The need for a diverse workforce in many tech startups and the development teams within many larger organizations has been a topic of discussion for quite some time now. There are initiatives, training, programs, and scholarships being created to increase and alleviate some of the identified obstacles of creating such a workforce. In speaking with many colleagues and reading numerous articles/blogs dedicated to this subject that earnestly wish to hire and/or create a talented diverse workforce, they point out that the only people that walk through the door all look the same i.e. young white males, often with beards, ready to get to work! One of the major reasons I hear repeated over and over again is the lack of qualified applicants that come from diverse backgrounds. It seems that the only people qualified enough to meet the rigorous requirements of many companies looking for roles such as a web developer are only met by those white bearded guys. As a matter of fact, oftentimes others don’t even bother applying. What’s the deal with that?
Everything is wrong with that!
I’d like to offer a different perspective to this challenge. One of the causes for this lack of diversity in the applicant pool is directly correlated to how the company is viewed externally by those non-traditional tech professionals.
Something that most companies don’t know or realize is that very few people want to be the first one. Just think about that…. the first one, the only one, the chosen few.
As self-sacrificing and noble as the idea of being the only female, the only person over 40, or the only Black/Latino person inside of an entire organization’s technical department may sound – this is not of great appeal to many people. After overcoming the very real effects of the imposter syndrome you face yet another obstacle, that “cultural fit” buzz word that is being thrown around these days. When applying for a career in any field it is important to remember that it is not only the applicants that are interviewed and pre-screened. Companies websites and stats are researched in an effort to answer the core question of every aspiring tech professional, “Do I want to work here?”
NOTE: Not everyone is willing to be Katniss Everdeen and volunteer as tribute to this cause.
There are some organizations that were founded by a diverse set of people from the very beginning that organically created a diverse board of directors, management pool, client base and have just interwoven this inclusiveness into their culture without it being a policy or plan. These companies will quickly grab the attention of those looking for a safe and comfortable place to grow their careers. This, of course, leads to more diversity; while those that look to implement it later may find it more difficult.
Look at your network
It is a well-known fact that most people land jobs by reaching out to their network or immediate circles of influence (sorry recruiters). I am not referring to the over 1,000 connections someone might have on LinkedIn but those they actually communicate with on a regular basis. This would be people someone reconnects with at events, community programs, former coworkers, friends, family, etc. If you look around you on a daily basis and only see one or two groups of people – those will be the same people that you turn to when looking to recruit, network, hire or collaborate with; thereby, greatly limiting the chances that any company you start or join will reflect a more diverse culture without a change. I will not go into all the benefits to an organization for having a diverse culture but there are many posts regarding this out there to be googled.
The Resolution
There is a long-term resolution to this gap in tech that does not get stated and if it does it is not being said loud enough. Making tech or any industry more inclusive, more diverse and in my personal opinion less boring requires purposefully expanding your network. Again not your LinkedIn circle of friends but your real-life-people-you-actually-speak-to network!
Get out there and attend events that draw a diverse group of people. Resolve to work with and for organizations that reflect a diverse workforce and teams. Better yet join a company that is owned and/or operated by a person of color or a female. Expand your group of friends. Move into a neighborhood and live next to people who don’t look like you.
Be the Katniss we wish others to become…. be the change you want to see happen in the world, not just in your professional life but personally.
specializes in technology. In other words someone who has been exposed to and picked up all kinds of RANDOM technical skills that can be applied in a variety of ways. This proves to be a challenge when fitting inside a traditional software environment with pre-defined structure and specialized roles. It is quite easy to be passed over for more technical roles since a Technologist does not specialize nor is the master of any one language or technical skill set. The flip side is that you can be easily marginalized into non technical positions that do not allow for utilizing any of the technical skills and knowledge that a Technologist has acquired. That is exactly my story, the article I read is a high level summary of my entire professional life.
This has caused a influx of initiatives to teach children to code so that they are getting access much earlier in life, which is great! However, their parents, their siblings, their aunts and uncles are stuck in dead-end jobs not able to provide this new generation with the tools necessary to help them. Entire communities are struggling to create a work force buckling under the weight of the fleeing population. Never stopping to consider that one does not have to dedicate their lives to assimilating to the stereo-typical developer profile. Another option being integrating technical skills into other passions such as the arts, volunteering, advocacy while being able to support oneself, financially. Gaining a network of really smart people and outside of the box thinkers. I have been very fortunate to have met geniuses, open and giving professionals in this industry that have the heart to make a change; however, they lack the perspective of those who could most benefit from their influence. This is the gap I hope to help bridge.