Equity, Diversity, + Inclusion (EDI) in Tech

While EDI in tech (and EVERY industry) should be core to leading an organization, if you find yourself needing to make a business case for it as I once did, some of the resources below might help you do that (or consider looking for a work home at another organization b/c the fact that you have to make a “business case” at all just sucks).

In the USA Today article, “Why Diversity Matters to Your Tech Company,” author Joelle Emerson points to higher levels of creativity and innovation, improved performance, attraction of talent and better serving a diverse user base as key benefits.

How to Make the Business Case for Workplace Diversity in 7 Steps” from the Greenhouse blog highlights research from McKinsey, the Stanford Graduate School of Business and University of Illinois at Chicago.

In the Financial Times article, “The Evidence is Growing – There Really is a Business Case for Diversity,” research shows “two-dimensional diversity” including gender, race, language and global experience can lead to expanded market share/new market capture and better understanding of end users.

Anita Borg Institute suggests a number of concrete steps to take to recruit more technical women, as well as interview do’s and don’ts and relevant professional organizations.

Hire More Women in Tech includes a consolidated list of important supporting articles.

Techstars surveyed ~700 founders globally to understand what challenges they face in building their companies with diversity and inclusivity in mind.

In The TED Interview, “Mellody Hobson Challenges Us to Be Color Brave,” sharing her thoughts around, examples and benefits of building a diverse organization.

Kat Li surfaces how Native Americans are “The Invisible Minority of the Tech World.”

If you are in a recruiting/hiring role or have any level of influence within your organization, consider engaging with, researching, learning from, and supporting some of the following people and organizations.

Also consider analyzing the sentiments of your job descriptions using a tool like Textio, work with a diversity-focused recruiting or hiring platform like Joonko or Blendoor, or a platform intended to reduce bias like Applied.

Anti-Racism Links

White people, it’s not enough for us to be allies: we need to be actively anti-racist. That means taking a good, hard look at the privileges and biases we hold. It means taking the time to educate ourselves on systemic racism and for the parents among us, having those conversations with our kids early and often. It means not staying silent when we witness things like microaggressions in the workplace, or in general, because of the emotional discomfort and White Fragility. It means wholehearted listening and amplifying the voices of others when we have a seat at the table.

Anti-Racism Links for Parents:
Anti-Racism and Anti-Oppression Links for Business + Tech Leaders:
Accessibility Links for Tech Leaders