Though they make up 20% of the overall American workforce, women of color hold just 6% of tech jobs. Here’s why—and what can be done about it.
A culture of true diversity, equity and inclusion is a lofty goal—and one that the American workforce has yet to reach. Nowhere is this more evident than in the tech industry, where women of color are barely making a dent.
“Women of color account for 20% of the US workforce, but they represent just over 6% of the tech workforce,” says Candice Dixon, Executive Director, NPower’s Command Shift. “There are many entrenched societal and cultural factors that contribute to this issue, including recruitment biases that favor pedigree over skills, and lack of workplace policies that focus on retaining and advancing women of color in a sector dominated by white males.”
According to new research by Omnibus conducted by NPower’s Command Shift coalition, most people (75%, to be exact) don’t believe that companies are following through on their DEI commitments made during the pandemic. The same percentage also think companies aren’t doing enough to employ underrepresented women of color.
Of course, it can be a complex undertaking to achieve a culture where DEI stands for more than three nice words. While a majority of survey participants believe companies aren’t keeping their DEI promises, fully a quarter don’t know what actions these organizations should take to make their DEI commitments a reality.
I connected with Dixon via email to discuss the survey results, as well as learn what employers in all industries can do to both recruit and retain women of color in vital roles. Here’s what we covered.
The barriers
For decades, says Dixon, women of color have experienced the highest share of job losses and lowest income levels of any group across the country. This does not happen in a vacuum, but is rooted in societal, emotional and attitudinal barriers that start from childhood.
“One decades-long barrier is the digital divide,” says Dixon. “Without adequate access to tech tools, resources and connectivity, many women of color face a myriad of challenges in receiving the necessary skills training and development to participate and thrive in the digital workforce.”
Dixon also points to the lack of trust in company DEI initiatives that is demonstrated by 75% of Americans as a barrier preventing women of color from pursuing tech roles in particular. And it’s sad, because tech is one of the nation’s most profitable, prominent and fastest-growing sectors.
“This industry can offer women of color from under-resourced communities jobs with higher wages and, as a result, opportunities for economic advancement for themselves, their families, and their communities,” says Dixon.
Not only is it hard for women of color to break into an industry like tech, but they often face significant challenges once they do. “For instance, half of young women who choose tech jobs leave by age 35,” says Dixon, “and as many as 56% of mid-career women in technology are leaving their careers due to negative experiences in the workplace.”
While there are no instant fixes, these challenges can be alleviated when employers are explicit about workplace values, seek to understand the experience of women of color at the organization and actively sponsor women of color. “By providing women of color in your organization with mentors who can provide guidance, support and advice based on their own experiences, you can help create safe spaces for women of color to share concerns about their workplace experiences,” says Dixon.
4 ways to recruit and support hidden talent
Though 25% of Americans don’t know how companies can better keep their DEI promises, NPower’s Command Shift coalition has some concrete suggestions in its newly unveiled Diversity Directive.
“This dynamic set of resources can help build inclusive and more diverse tech and tech-adjacent companies that will recruit, hire and retain women of color pursuing tech careers through nontraditional pathways,” says Dixon.
Measurement is one of the core strategies presented, and involves collecting DEI program data consistently and comprehensively. “This gives business leaders both clarity and accountability to achieve better results,” says Dixon.
Another core strategy relates to hiring, where employers should work to remove any and all systemic and unconscious biases from job applications to encourage more diverse candidates to consider their roles. “For instance, removing unnecessary degree requirements and gendered language could open more doors to those from nontraditional pathways and similar skills from other industries,” Dixon says.
A third method to boost diversity within organizations would be to make targeted investments to specifically support women of color. Dixon believes that investments in certification and alternative training programs like workforce development programs, community colleges and other nontraditional settings, can all help lower barriers for women of color to thrive in tech.
Finally, the Diversity Directive also notes that women of color in technology experience considerable challenges once they are hired, including inadequate mentorship and support, salary inequities and microaggressions. “One of the most critical steps a company can take toward the retention and advancement of women of color within their organizations,” says Dixon, “is to focus on sponsoring and mentorship opportunities and provide spaces for peer support.”
What can I do?
While we’re not all in a position to rewrite company DEI policy or institute sweeping changes, everyone has a role to play in creating a diverse, inclusive and supportive workplace. Dixon offers several suggestions for those who want to encourage solidarity and allyship for women of color in the workplace.
“Becoming an ally in and outside work requires building self-awareness of privilege,” she says. “You can use your voice by taking a stand against existing biases and inequities and advocate for changes while incurring less risk than a woman of color might.”
Pursuing conversations and connections with women of color can help us to better understand the barriers and biases they face at work. “This will help to inform your workplace advocacy and allyship strategies in a way that can help to effect change,” says Dixon.
Finally, participating in training about non-inclusive behaviors is another way to make a positive difference. “This can help you examine your own prejudices and biases you might have towards women of color,” says Dixon, “as well as identify this behavior in others.”
The business case for DEI
Again and again, the research shows that investing in a diverse workforce can yield strong business results, such as this study from Harvard Business Review that found diverse companies had a 19% higher innovation revenue. “Having a diverse workforce means happier and healthier employees, customers feel more respected and identified and managers have greater access to the talent they need for their organizations to thrive,” says Dixon.
For the tech sector to reap these benefits, it’s imperative to increase the representation of women of color. This means reassessing and revamping existing policies to prioritize hiring more women of color, including those from underrepresented communities and non-traditional backgrounds.
One vital way that business leaders can expand their talent pools is to focus on transferable tech skills rather than college degrees. Dixon notes that there are 2.7 million women of color across America with foundational tech skills, that with more specific tech training can step into pure tech jobs. “Moreover, there are approximately 500 unique pathways for women of color working in other industries (from service, healthcare, and retail) to break through into tech,” she says.
As the War for Talent continues to be waged, organizations in all industries that fail to keep their DEI promises will lose ground. We must embrace the fact that the world is diverse—and our workplaces should be no different.
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