Despite the looming recession and tech layoffs across organizations, there is a rising demand for tech talent. A recent report by the Bureau of Labor Statistics (BLS) highlighted that there are approximately 162,900 openings for software developers, as well as quality assurance analysts and testers, and the field is developing at a rate of 25%, faster than average.
Due to the growing war for talent, organizations understand the benefits of creating a diverse work environment to foster growth. It is vital for them to search for underrepresented talent for the betterment of the entire industry. While innovative and unique perspectives are critical, diversity helps bring in professionals from a range of backgrounds.
Today it is important for industry leaders to identify that talent is all around us, not restricted to particular levels of education, gender identities, ethnicities, socioeconomic statuses, or abilities. Research has highlighted that organizations with diverse senior leadership are likely to attract the best talent and accomplish better than their competitors.
Organizations are developing diversity, equity, and inclusion programs, and the benefits are more fully reflected in the expected outcome as well as the broad customer base. The impact of technology across the business and consumer worlds is continuing to expand, thus fostering the need to have a tech team with diverse cultures as well as educational and life experiences.
Tech leaders are actively working to form diverse teams that can serve end-users better and also tap into the realm of new skills and potential.
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Rethinking the Recruitment Process
Many organizations still put traditional hiring methods into play when selecting talent, but with the evolving landscape, they cannot rely on them completely. One area that organizations need to be revamped is the job description. Many times, these job descriptions are full of bias. It is, therefore, imperative for employers to use inclusive language to attract diverse candidates.
Additionally, they should also focus on skills rather than factors such as educational attainment rather than the kind of person they are seeking. Hiring managers are undergoing training to eliminate bias that too often creeps into the recruitment process. And it then becomes impossible to eliminate. However, managers are becoming more aware of reducing it. They are employing AI-powered tools that identify skills and competencies and limit the underlying human basis. It is therefore encouraging businesses to hire based on qualifications.
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Establish New Mentorship Initiatives
Promoting diversity and inclusion within an organization requires building a culture of belonging and feeling a sense of belonging. One way for organizations to promote this sense of belonging is to introduce mentoring programs. By pairing senior and junior professionals together, new talent will be able to gain a sense of belonging and learn greater insight into the possibilities available in the tech world. With mentorship programs, the new talent will be able to understand how professionals succeed and become leaders in the industry. They will also learn ways to advance in their careers. Organic mentoring relationships will help establish a sense of accomplishment and belonging. The introduction of new programs will further help in ensuring that more individuals are included.
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Building a Connected Remote Workforce
The philosophy behind designing a remote workforce is the belief that talent exists everywhere. By casting a wide geographic net, organizations will be able to identify and find untapped talent. They can reach candidates with a range of backgrounds that otherwise are not accessible if the talent acquisition teams rely on those within the immediate physical vicinity. This will further aid in adding to the rich diversity of the workforce.
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Training Employees for Rapid Innovation & Growth
Industry leaders are understating the growing need to point out rapid technological advancements that are outpacing their ability to train the workforce properly. With new innovations, there is a growing threat of cyberattacks, as it is clear that hackers are also leveraging technologies to become more sophisticated.
Traditionally, tech hiring practices always overemphasized an engineering background which also led to fewer women in the pipeline. However, it is important for organizations to note that talent can come from anywhere. Rather than excluding candidates, they should recruit talent with a focus on the requirements of the position. Employers should commit to upskilling their workers. While leadership cannot expect overburdened tech teams to take it upon themselves to explore and integrate new techniques or enroll in a course – the onus lies with the employers.
Every organization should cultivate learning programs for the employees to be in regular contact with the latest industry trends by providing sponsored opportunities for training. They can also offer personalized training and certification recommendations, enabling the talent to upskill and cross-train talent at scale.
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Making Diversity Central to the Organization's Mission.
Diversity can’t be listed as an item on the organizational to-do list. It is an ongoing process that should be a top priority and central to their mission. Integrating diversity across every operation should be a well-communicated value. Organizations should continue to explore opportunities to further this mission by fostering diverse individuals with strong potential, establishing ERGs, brainstorming initiatives, and offering new learning opportunities. Today businesses depend on innovation and the best talent to succeed. It is, therefore, vital to establish an all-inclusive and diverse culture, allowing employees to grow and contribute to the industry.
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Revamping the Traditional Recruiting Practices
The tech industry is notoriously popular for its lack of diversity. A recent report highlighted that 25% of tech workers are women. Representation of women as well as people of color, in the tech industry, is significantly below the average across all sectors. It is, therefore, crucial for organizations to welcome diverse talent pools by revamping their hiring practices.
Many employers often demand a degree for entry-level jobs. And adding a four-year degree requirement screens a majority of candidates from different programs. While it is unrealistic to expect recent college or apprenticeship graduates to possess the required industry skills for a decades-long career in cybersecurity, by creating a learning and development framework, organizations can introduce employees to the key components of the employee lifecycle and get fast-paced with growth.
By reiterating degree requirements and considering candidates from non-traditional educational paths, organizations can facilitate new growth opportunities and make their tech teams diverse with skilled talent.
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Final Thoughts
It is time for tech leaders to ensure that their organization is genuinely inclusive. This implies that the company's culture should foster a sense of belonging and be authentically collaborative. The organizational policies should proactively discourage silos and exclusive behavior.
But filling key IT roles is tough, especially across specific domains like cybersecurity area. Attracting the right talent is an equally significant challenge. One shortsighted action many organizations take a traditional four-year degree or related field into consideration for an entry-level role. Reports have presented that almost 57% of tech employers decline to interview a candidate who does not have a degree, regardless if the candidate has the necessary experience.
Employers are expanding and diversifying their existing talent pipeline to offer their employees real-world learning opportunities and build their skill sets. With a diverse talent on board, employers should also ensure that the talent feels supported. This growing cultural shift within teams and technology companies mandates more attention to implementing comprehensive DE&I strategies across different domains and providing equal opportunities to learn, grow, and advance further.
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