Best Practices for Enhancing Diversity and Inclusion in the Workforce

The tech industry, along with several other fields, has been trying to better its systems to incorporate DE&I for years with 80% of employers having DEI initiatives underway. Although there is a strong business case for enhancing diversity and inclusion in the workforce – with tech talent and job candidates increasingly wanting to support and work for ethical companies – being inclusive is also an inherently good practice to pursue.  

The tech industry is driven by innovation and creativity, meaning overcoming challenges will require diversity of thought and a wide range of perspectives. To improve your company’s overall strategy, consider the following best practices for enhancing diversity and inclusion in the workforce.   

Best Practices for Diversity and Inclusion

Upskill and Reskill Your Teams

Upskilling and reskilling occur when companies train employees in new skills while advancing their already existing skills. While training is important in any role, upskilling and reskilling can promote a more equitable workforce along with refreshing your employees’ knowledge.  

The increasing use of automation such as AI, coding software and languages, and remote environments can have disproportionate effects on women and minority groups. This means training can allow employees to have equitable opportunities regardless of their tech background while catering to people’s prior experience with technology, socioeconomic status, and more. Ultimately, upskilling and reskilling your teams will promote equity and inclusion in growth.   

Consider Remote Work

Remote work has several benefits, among them is increasing diversity in the hiring and recruitment processes. When hiring employees to work remotely, managers are not limited to a geographical area to pool from. They can explore applicants from all over the country and even all over the world. This means tapping into populations outside of your area or outside of cities with a high cost-of-living.  

Studies show that when companies expanded their workforce outside traditional hubs, such as New York and Washington, D.C., they saw increases in minority hires. Additionally, offering remote work can be more inclusive toward working parents or people with physical disabilities, as working from home is overall more convenient and flexible.  

Evaluate Unconscious Biases

Part of improving your DE+I and overall company culture is admitting where you have issues. Make sure you are practicing self-awareness by teaching about unconscious bias and where it can happen in a business environment.  

Often potential bias can occur in the hiring process, so make sure you include diverse hiring panels and inclusive job descriptions when implementing recruitment policies. Tech leaders need to promote an inclusive culture that matches their target demographic.   

Set Measurable DE&I Goals and Metrics

In order to stop unconscious biases and promote an inclusive environment, tech leaders should implement bias assessment metrics and make decisions from the analytics of the data. Metrics you can assess include numbers regarding representation throughout the organization and at the leadership level, ERG engagement, employee satisfaction, and more. Looking at these analytics can help you identify places where your firm might fall short.  

Additionally, set goals so there is incentive to grow your DE&I strategy. Following metrics and setting goals will allow organizations to see where they are struggling and set a structured plan on how to improve them.  

Moving Forward

Fostering a culture of diversity, equity and inclusion is important to growing your business and attracting tech talent as candidates are looking to work for ethical and diverse organizations. It is also important to remember DE&I is not a checklist but instead a strategic initiative that should be embedded in your organization’s practices and culture. As the tech world continues to evolve, integrating DE&I goals and systems should be a top priority.  

Contact BCTG to talk with experts about structuring future DE&I goals and initiatives through staffing and recruiting.  

Contributions from Leah Harding