There are many opportunities in the tech industry, for people from all walks of life. However, the reality is that some of these opportunities are not presented fairly for those who deserve them. Here’s how you can help create pathways into tech using the DEI initiative.

Who Will These Efforts Help?

In particular, women and people of color often have a hard time getting into the tech industry, even when they have the talent and qualifications necessary. There is an unconscious bias against women and people of color in the tech industry, which often favors white men. This is according to people of color who were surveyed, with 45% reporting that unconscious bias played a significant role in the hiring process at their company, compared to 27% of their white peers surveyed. Significant steps need to be taken to ensure that underrepresented talent gets its due in the tech industry. One of the best ways that companies can do this on an individual level is by taking on a DEI initiative.

What Is A DEI Initiative?

DEI specifically stands for diversity, equity, and inclusion. It can be difficult to put a DEI initiative into action without making big changes. For example, some companies make concentrated efforts to headhunt and target new hires who represent underserved demographics. Others put programs in place in order to encourage employees of color to further their careers. This is why many companies currently offer leadership workshops for women and people of color on their staff. But none of this can occur without the company first taking steps to assess itself.

What Can Company Executives Do?

Companies and those specifically in leadership positions need to be aware of where they are lacking in terms of diversity. This isn’t just a matter of ascertaining how many people of color work at your company, but how they feel about the company and how they are being treated. Employees should be surveyed and made to feel comfortable in expressing their feelings. Those at the top of the company need to consider unconscious biases, as well as transparency regarding their company demographic and salaries. The reality is that change is difficult to achieve without not only a DEI initiative but aggressive actions.

Opening up pathways into tech for underrepresented talent can be challenging. Ultimately this will not only provide opportunities but also strengthen output.