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The tech sector is notorious for a lack of diversity. The barriers that many face can deter people from taking up careers in this crucial field.
The consequences of these attitudes don’t just affect the tech sector, however. Luli Adeyemo, executive director at the Tech Diversity Foundation, noted that tech is a part of every business, and if these issues persist, all organisations will feel the effect.
“The tech sector has an identity crisis in that people outside of tech don’t think or consider careers in tech. And it’s the one industry that literally has no barriers [to] entry. The STEM (science, technology, engineering, and mathematics) conversation is an important one, but tech careers are not just about STEM. And I think this is part of the issue,” said Ms Adeyemo.
“When I talk about the identity crisis, this is part of the reason behind it. Yes, we need people [who] have come through those STEM educational pathways. That’s where the design of the tech comes, the actual architecture of the technology comes. But I’m a marketeer, I’ve worked in tech since the late 90s. I’m not a technician, but I understand the value of technology and the impact and what technology enables us to do and how technology can help improve lives.”
Ms Adeyemo noted that tech is an integral part of every industry. In the modern age, the workforce relies on tech to function, meaning the barriers people face in tech are actually found in every industry.
“When you think about it, tech cuts across all industries. So, every single industry is in technology … The diversity conversation is a conversation that’s happening across all industry sectors,” she explained.
“It’s a common problem. And I think part of the challenge around really having a real meaningful change in regards to addressing this is in regards to how it’s been positioned and the language which is being used.”
Representation is an important consideration, said Ms Adeyemo, which cannot be achieved without diversity.
“When I talk about this now, I talk a lot about representation and as an organisation becoming more representative of the society that you serve. When you use language like representation, people understand that and understand that they also have a voice, they can also participate in the conversation because they are part of representation,” Ms Adeyemo outlined.
“My concern with the diversity, equity and inclusion conversation that’s happening at the moment is that we’re almost excluding people from the conversation by being very prescriptive around what it actually means. So, if we talk about representation, it’s a conversation for all.”
Breaking down barriers and providing a safe environment in the tech space doesn’t just affect one industry, it affects all. With better awareness and action, organisations can help to improve their diversity.
“When you look at the accessibility and inclusion, when you look at social impact, when you look at environmental impact and the role that technology plays in improving those areas. But when you hear people talk about technology, they don’t talk about it in those sorts of terms. We need people that are passionate about their values and the role that technology plays to be part of the design of the solution,” Ms Adeyemo said.
Ms Adeyemo concluded: “Technology can do whatever you want it to do. And this is a real issue. This is where the diversity bit really comes in. When you’ve only got representation from part of society, designing the technology for all, that’s a concern. So, the diversification of the workforce and getting that message out and making it clear is really important because technology needs to be designed by all for all.”
The transcript of this podcast episode was slightly edited for publishing purposes. To listen to the full conversation with Luli Adeyemo, click below:
Jack Campbell
Jack is the editor at HR Leader.
