Hey #Upstreamers following the success of our London Tech Week: Diversity, Inclusion and Equity panel in June, we want to share tips with you so that you can play a part in improving DEI in your own workplace
The Black Asian and Minority Ethnic (BAME) organisation’s 2022 Diversity in Tech report shows BAME employees make up nineteen percent of the Tech industry, compared to the BAME working population.
Farial Missi, Community Engagement Officer for Imperial College London said: “In order to create awareness for diversity and inclusion we need to have pipeline structures whereby we reach out to children from a young age.”
According to a 2022 report published by gov.uk the gap in employment for people living with disabilities is wider for men.
Tech Nation revealed that forty three percent of workers in the UK are women however only nineteen percent of women work in Tech.
For example, in the Gaming industry, which is a sub-sector of tech, eighty seven percent of gamers are men compared to thirteen percent of gamers who are women.
When speaking about Diversity, Equity and Inclusion Lynn Phillips, Head of HR at DNA Electronics said: “Here at DNAE I make sure that we exercise and ensure that there is diversity in our workplace in every form.
“We introduced ‘Unconscious Bias’ training.
“We are challenging the culture, challenging people’s perceptions, we are making people think about what they think they are doing and why they are actually doing that.”
Sandra Stanley, Chief Data Science Officer for Dunnhumby said: ““We have a number of networks like our multicultural network, our mental health network, women’s network and our LGBT+ network.
“These networks are led by our teams so that we are all talking about it and keeping in the know and understanding the challenges that people have faced.”
It may be a lot to unpack however, DEI in tech is important as it affects everyone – most people around the world have access to technology from the Western worlds, to indigneuous tribes living in the amzon down to the most remote and rural areas in the continent of Africa.
But fear not!
Here are some #Upstream tips to ensure your organisation thinks and implements DEI subconsciously and consciously.
Celebrate days of significance for other communities
Events like ‘Black History Month’’Ramadan’ and ‘Diwali’ are just some of the days that are acknowledged and celebrated in communities across the UK.
Get rid of ‘stigmas’
Having a safe space where employees can share their experiences surrounding stereotypes helps to dispel any misconceptions of others.
Create a mentorship program
Mentoring programs can provide opportunities for minority employees because they can be matched with more senior leaders who share their background or experiences.
They also provide a highly tailored learning experience for mentees, allowing them to learn and grow in a way that is directly relevant to their goals and needs.
Provide Accessible Resources via the Intranet
Having equitable access to resources is critical when it comes to levelling the playing field for your employees.
Having a variation of detailed resources for specific demographics and roles, helps to ensure that all employees can access the same development material.
Encourage feedback and suggestions for how to make the intranet resources better.
Get rid of unconscious bias, nepotism and tokenism
It is easy for employers to hire someone they know which is a form of nepotism or an employer can say that they are inclusive but may only have just ethnic minority or disabled employees – which is known as tokenism.