Workforce diversity in a technology company

Without collaboration by a diverse group of people at all hierarchical levels of a technology company, complex tasks cannot be executed, and innovation is hampered. Equally decisive are the diversity of ideas on a team and psychological safety, so that everyone can express themselves without fear or repression. 

While it is urgent that every company adopts active policies to reproduce the racial and gender composition of the population in its workforce, it is also extremely important to go beyond just improving the hiring process. Real inclusion allows people who belong to minorities and socially disadvantaged groups to feel comfortable to:

• Collaborate
• Be productive
• Grow within the organization
• Become an example and inspiration for people inside and outside the company

Leaders and employees often avoid talking about prejudices, for fear of revealing their unconscious biases, or simply letting something silly slip out. The only way to approach these highly complex subjects is by talking openly, even if mistakes are made initially. An environment of respectful conversation allows people to exchange ideas and do better over time. 

It is crucial that leaders work on getting educated, via coaching, books, podcasts, texts, and interviews. But there is no point in having the right vocabulary without applying it in practice. A good strategy is to define D&I objectives and include them in the annual performance targets. Leadership agreement is essential in this type of initiative because management must know that part of the employee’s working time will be dedicated to interpersonal or diversity issues.

Representation and inspiration

Role models within the company are important to inspire and create a sense of belonging. That’s why leaders should not hesitate to declare themselves as part of an underrepresented group, whenever that is the case, by a sense of awareness and responsibility.

A recent immigrant working in another country, for example, doesn’t have the social connections from school or college that local employees often have. It’s not uncommon for someone who has recently moved to a new country to arrive at a company without being part of a social group, and the company should strive to provide the conditions for this person to adapt.

The effort to create a welcoming and receptive environment must be an essential part of any leader’s job, to put together the best engineering team possible with the most varied human material. There’s no point dedicating oneself to the subject for just one or two “diversity and inclusion weeks” during the year—it must be an integral part of the leader’s daily work. 

Leaders should not hesitate to declare themselves as part of an underrepresented group, whenever that is the case, by a sense of awareness and responsibility.

Fostering community

In the book Mastering Community,  professor Christine Porath offers a unique perspective on the importance of building and sustaining strong, engaged communities of people, something that resonates deeply with the work of technologists.

In the world of technology, people often focus entirely on technical aspects, neglecting the power and impact of the groups around them. Mastering Community is a reminder for anyone that they are not just building software but also participating in vibrant communities within their teams or professional networks. Through practical examples and insights derived from the world of sports, Porath explores how to strengthen group conviviality, promote a culture of diversity and inclusion and cultivate meaningful relationships inside and outside the company. She highlights the importance of empathy, collaboration, and mutual respect in creating environments where everyone can thrive and contribute fully.

This is even more important in the reality of remote work. People should be able to work from wherever they prefer. On the other hand, it is worrisome that junior engineers work in a very isolated way, deprived of social interaction and of the feeling of belonging to a company community.

Software engineers face complex challenges that require collaborative solutions. Communities are sources of support, learning, and professional growth, and should be encouraged within the company. By making room for them, the company is investing not only in its success but also in the success and resilience of the wider technology community.

It is never too much to point out: in technology, every impactful innovation is too complex for one person to do alone. Collaboration is essential for the company to flourish, and it’s much richer when diversity and inclusion are encouraged.

The main goal should always be to create such a positive working environment that the technology team feels so productive and happy that no one wants to leave.