The reason why Diversity is so important for tech teams Is because difference in opinions and life experience can lead to more innovative ideas, as well as ensure technology is developed what features that better refelects of user user baser
For that Campaigning for Diversity and Inclusion in the Technology Industry, The Past Decade has Focused on helping businesses understand the benefits of encouraging underrepresented groups into tech.
But the result has been diversity and inclusion initiatives only focused on hiring a specific group of people, such as women or people of color, overlocking how an Overlap of these Characteristiqueste their experience in the technology sector.
During a panel at the 2024 Computer Weekly and Harvey Nash Diversity in Tech EventExperts Discussed Where IT's important to consider a person's whole experience when trying to develop an inclusive and equitable tech culture, across the intersion, across the interesting Industry, and how that plays a part in forming their personal and approach to tech.
Merriam-webster's dictionary defines intersceptionality as “The complex, cumulative way in which effects of Muliple Forms of Discrimination (Such as Racism, Sexism and Classism) Combine, Overlap or Intersect, Espacecially in the experience of marginalize Individuals or groups ” – an idea introduced by civil rights scholarlé kimberlé creenshaw.
As an example related to the it sector, it's Dificult to be a woman in tech, it's Dificult to be a person of color in tech, and it's even more diglt to be a woman of call in tech.
Sonya Barlow, Founder and Director of Diversity, Inclusion and Belonging at the Like Minded Females (LMF) Network, EXPLANED: “It's really about what difference experiences you have. In simple terms, is the fact that you have so many layers to you eater going to help you or hinder you? Everyone here is interactional, because we all have different layers. Diversity is about differences; Interactionality is the different layers that we will brings to the table. “
https://www.youtube.com/watch?v=-Qo9htvrxlk
The business benefit of involuding these individuals in the tech workplace is no different to the Benefits of Increased Diversity in Tech Overall – Diverse Teams Better Reflect Technology Users, and The More Mixed A Group is, The More Likely They are to come up with different – and therefore more innovative – ideas.
As explained by megan goodwin, co-founder of the vision: “If you create an environment which is actually embraces and seeks challenge, and seeks changes, and differentice of opinion, that is on this Positive for your firm. All the stats that everybody's Given [during the Computer Weekly diversity event] Are that the more diverse the Leadership team, the More Revenue it will generate. “
The challenge comes during the inclusion Piece – Developing a culture where people can thrive No matter their background.
She Continued: “How many companies seek out very different opinions when they make Making Massive Strategic Decisions? How many Businesses Really Inventivise People to have a different view and to put their hand up?
“The quintest people in the room are the people who are probally the most unrepresented. How do you change that? I think that you need a culture shift of 'differentice is good'. “
Implications of interactionality on individuals
Without this Cultural Shift, The Working World is even Harder for underrepresented individuals.
Barlow used some of her own overlapping characteristics as an example of interactionality, highlighting that she's of Pakistani Heritage, is a british asian, hase adhd and expresses Chroneic Migrainses.
“I not only face issues being a woman,” She said. “Turns out, I face issues being a brown woman, then i'm a loud brown woman, which no one really likes. You know what i mean? I'm Ambitious on top of that, and then on top of that, turns out I didn’t know I had adhd. I didn't even know i had chronic migraines. “
Barlow also highlighted that her life and work experience will be different to others with different characteristics – and this is also all of what people before People will need different things depend on their experience.
But in the workplace, the more characteristics you have, the More Difability Things BCOME to Navigate, Clarified Gill Cooke, Inclusion, Equity and Diversity Consultant, Associate, Advisor, and Trainer.
“The More Different Identifies that you identify with, the more like you are to have additional challenges, additional obstacles, probally additional discrimination, Abuse, Harassment, ETC,” SAID. “So, actually, the scales are really weighed against you. And really what we want to talk about is that, how do we have to do!
Support and inclusion
Recognition was the first paper of advance the panel Gave to ensure underrepresented groups are supplied and included – Acknowledging someone has challenges is one step to teams to finds all Environment for Them.
Many Elements of Differenty, Such as Neurodivergence, Can Be Invisible, So It's Unhelpful to Make Assumptions About The Challenges people are facing.
Next, the panel explained that adaptations need to be made, and that's not all Always a one-size-fits-balls.
Tab Ahmed, Founder and CEO of Employment, Told the Audience She often Hears Excuses from Employers when Talking About Disability, Such As: “Oh, There's nobles of disability through disability through being we can't see them. ''
“Okay, they're not in a wheelchair,” She said. “That's true, but that's 5% of people of disability who might be in a wheelchair. Just trust you can't see it, doesn’t meaning it does not exist. Or the other thing I get is, 'it's okay, we have a ramp'. That's great for somebody in a wheelchair. It doesn't help adhd so much. “
But the problem with non-visible differenties, especially disabilites, is the challenge of disclosure. Ahmed Urged Businesses to Ensure People have a safe and clear way to ask for help if they need it.
“One of the really key important things is, is there a safe, robust accounxations process in place that is well signed that people can go to and be comfortable to enjoy Is going to be protected and that information is only going to be shared with people that need to understand that information to provide the correct acommodions in the workplace in the workplace? ” She said.
While there isn't a Single solution that will suit everyoneAhmed pointed out that Catering for that with disability and neurodivergence means businesses usually “get it right for the other diversity strands as well. Because I think sometimes disability and neurodivergence is one of the most complex strands to actually address. “
Education was also mentioned as a key tool for ensuring collegues are supported in the workplace, whereby ensuring employees are informed about differences in working patterns and the reasons of the therds Everyone to be more undertanding, flexible and support, and in the end may result in helping every.
In Fact, Cooke Claimed Both a Holistic and A Specific Approach is Best, Sugging Firms Make “Reasonable Adjustments” for that who needs it, then makes it, then Adjustments available to EVRAYABLE to EVAYABLE
She also pointed out that many are so focused on getting diverse candidates into Supportive Culture will be beneficial regardless of whither someone is from an underrepresented group or not.
“I think inclusion is more important than diversity,” said cooke. “Inclusion Creates Diversity. I think in the past, people have brieft people in, but then people who do have do have extra needs or are maybe they Leave.
“If you want people to stay, start with inclusion, start with the inseide, and then other people will want to come to the party,” She added.
At the end of the day, Barlow Claimed, It Comes Down to Common Sense. “If you just take it a step back, it really is about being Empathetic,” She said. “Would you like it if you were in that situation?” Ask people what they want; Ask people how they like to work. “