Supporting Diversity, Equity, and Inclusion in Tech

Embracing Diversity, Equity, and Inclusion (DE&I) is much more than ticking checkboxes and promoting via PR and marketing. In fact, it is about harnessing the full spectrum of human talent and perspectives regardless of people’s race, class, gender, community, sexual orientation, and other characteristics. 

Plenty of research shows that embracing DE&I with full honesty and integrity helps drive innovation, creativity, and sustainable growth for businesses. Yet many industries, and the technology industry in particular, have long struggled with the underrepresentation of women, racial minorities, and other marginalized groups. 

The Business Case for Diversity, Equity and Inclusion

A 2020 McKinsey study found that companies in the top quartile for gender diversity on executive teams were 25% more likely to experience above-average profitability than companies in the fourth quartile. Similarly, companies with ethnic and cultural diversity on their executive teams were 36% more likely to achieve above-average profitability.[1]

Going beyond business metrics, employees increasingly seek companies that genuinely value DE&I, allowing them to bring their whole selves to work. Deloitte[2] reports that inclusive workplaces are crucial for 80% of job candidates, making it a non-negotiable factor in their job search. In the United States, greater racial and ethnic diversity on senior executive teams correlates with improved financial performance: a 10 percent increase in diversity results in a 0.8 percent rise in earnings before interest and taxes (EBIT).

These statistics highlight that diverse teams bring a variety of perspectives and experiences to the table, leading to better decision-making and innovation. In the highly competitive technology industry, where innovation is key to success, diversity isn't just a moral imperative — it's a strategic advantage that drives business outcomes.

Despite this, challenges persist in achieving true diversity and inclusion. These include systemic biases in hiring and promotion processes, lack of representation in leadership roles, and unconscious biases that impact day-to-day interactions. 

Organizations can address these challenges by implementing data-driven strategies to measure diversity metrics and track progress. For example, Salesforce established the Office of Equity to promote diversity within and across the tech industry. They have committed to regular reporting of diversity metrics, holding themselves accountable for progress towards their goals.[3]

On the other hand, the technology giant Google has implemented unconscious bias training for employees and leaders alike, aiming to mitigate biases in hiring, promotion, and everyday interactions.[4] This proactive approach helps create a more inclusive workplace culture where all employees feel valued and empowered to contribute their best.

Platforms such as Diversity Inc. and the Human Rights Campaign Corporate Equity Index also provide benchmarks and best practices for companies looking to strengthen their DEI efforts.

Commitment to Diversity, Equity, and Inclusion

While the tech industry has made some progress in recent years, much work still needs to be done to achieve true diversity and inclusion. By leveraging the power of technology, however, companies can accelerate their efforts and create more equitable, innovative, and successful organizations. 

At Mindbowser Inc, we are committed to fostering a culture where diversity, Equity, and inclusion are not just buzzwords but fundamental principles that guide our actions. We recognize that diversity encompasses a wide range of dimensions, including gender, race, ethnicity, sexual orientation, disability status, and socioeconomic background.

Furthermore, we believe in creating a supportive environment where employees from all backgrounds can thrive and develop professionally. For instance, Mindbowser has started a great initiative, “Career Comeback – Empowering Women Returners”[5] aimed at supporting women who are re-entering the workforce after a career break. This pioneering program acknowledges women's unique challenges when returning to professional roles, such as outdated skills, gaps in employment history, and confidence barriers.

Supporting diversity, Equity, and inclusion in tech isn't just about meeting diversity quotas—it's about creating a workplace where everyone feels valued, respected, and empowered to contribute their unique talents. By embracing diversity, we not only enhance our ability to innovate and compete but also create a more just and equitable society where everyone has the opportunity to succeed. Together, we can build a future where diversity is celebrated as a strength and inclusion is the norm.

[1] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

[2] https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-about-deloitte-unleashing-power-of-inclusion.pdf

[3] https://businesschief.com/leadership-and-strategy/how-salesforce-is-creating-a-more-diverse-inclusive-culture

[4] https://www.inc.com/michael-schneider/google-beats-unconscious-bias-by-teaching-its-employees-these-4-tactics.html

[5] https://www.mindbowser.com/careers/