Low diversity has long been an issue in the tech sector, particularly on gender issues, but the situation could get even worse at critical times. The industry needs to refocus on increasing levels of diversity and inclusion as a matter of urgency, but the development and deployment of artificial intelligence (AI) into the myriad systems and processes used across business and society is critical. When you think about it, it becomes even more important.
Recently, Google and Meta reportedly scaled back programs that fall under the DEI (diversity, equity, and inclusion) banner, while Budgets and investments in diversity initiatives are under threat. While this may be partially consistent with an overall reduction in budgets to align with market conditions, DEI is not an optional addition. I would urge companies to protect them.
The end in June of the UK’s Tech Talent Charter (TTC) initiative, which aimed to help improve levels of diversity across technology, was also a setback for the DEI agenda. The TTC stated that “shifting priorities and operational pressures are threatening the progress of industry-wide DEI initiatives.” It was a sad, even shocking moment, and much discussed in the industry.
View from the human resources base
But amidst all these changes, what is the view on DEI from the talent base itself? Based on input from 2,700 experts in 44 countries, Harvey in 2024 The findings of Nash’s Global Technology Talent and Salary Report provide timely and detailed insights.
Overall, we found that most technology professionals (83%) believe their organizations are doing enough to promote diversity. However, this situation may not last long if budgets and initiatives are cut.
It’s long past time to talk about DEI, and now is the time to take action. We Can’t Let Things Get Worse Bev White, Nash Squared
The report highlights that technology experts are already becoming more ambiguous when asking deeper questions about specific groups and characteristics. Only 52% agree that enough is being done to increase women’s participation. And while gender was the “strongest” category, responses were more mixed for other characteristics, with only 36% saying there was enough work being done on neurodiversity and 38% on disability. It was %. LGBTQ+ do only slightly better (42%).
In terms of solutions, mentoring programs specifically aimed at diversity are thought to have the greatest positive impact, followed by more inclusive recruitment processes. These are nothing new and don’t require huge investments when you’re on a tight budget, just focus and be proactive.
These findings show that there is still much work to do to keep the dial moving. It’s long past time to talk about DEI, and now is the time to take action. We can’t let things get any worse.
DEI: Very human questions
I know how important diversity and inclusion are to individuals working in the technology industry. Although things are going well within the Nash Squared Group, I nevertheless frequently receive messages related to this subject from members of staff. There are two things that really matter to people. Are there people like me in leadership positions in the businesses I work in? Are you there?
While the first question is about diversity, the second question is more about inclusion. The eagerness of some big tech companies to push ahead with plans to bring employees back to the office full-time raises concerns about inclusivity. Yes, physical co-location lends itself to creativity and collaboration, but at what cost if you push it too far?
AI burning platform
What makes all of this even more urgent is the accelerating adoption of AI. We all know that AI algorithms can be used in negative ways, such as creating deepfakes, spreading misinformation, and manipulating thoughts on social media. As AI is integrated not only into social media, but also into search engines, apps, content generators such as ChatGPT and Bard, and the many IT systems and data analysis tools used by businesses and institutions, algorithmic bias is becoming more and more integrated. It’s a big risk. Diversity among developers working on AI is essential. Because when building tools that help us interpret the world, we need to have a balanced perspective. Failure to ensure this can have far-reaching and dangerous consequences.
While one solution to developing AI safely is governance and regulation, another part of that development is arguably having diverse teams working on AI development.
Reinstalling DEI as a key strategic priority
For that reason, and because it is necessary and right in any case, I urge the technology industry and policymakers to put DEI back at the center of their strategies and to attract and retain diverse talent across industries. and urge them to redouble their efforts to support them.
The longer this cannot be achieved, the greater the potential real-world damage could be. We can’t wait to get DEI back to where it belongs. There is much to be gained by successfully building and maintaining a diverse and balanced team.
Bev White is the CEO of Nash Squared.
