Breaking barriers: Advancing diversity, equity, and inclusion in tech

This blog will explore the implementation of Diversity, Equity and Inclusion (DEI) within tech workplaces, and ways in which you can do the same at your own company.

What is Diversity, Equity and Inclusion (DEI)?

DEI are organisational values that focus on acknowledging, embracing, and supporting people of all different backgrounds within the workplace. Its primary aim is to create work environments and cultures in which any individual can feel comfortable, safe and heard. Measures can range from being welcoming of a bilingual workforce, to eliminating any bias from evaluation processes in hiring or promotions.
It’s a must-have to implement in modern organisations to boost team performance, reduce staff turnover and foster diverse thinking. It’s important to measure improvement, you can do this by checking in with your team using anonymous surveys to maintain credibility.

Reducing Bias in Hiring: Why It Matters

Bias is an opinion or judgment which determines how we feel about something, consciously or subconsciously. It’s important to avoid preconceptions in hiring – removing the opportunity for bias tackles that issue.
Some ways to avoid bias are:

Blind screening CVs

A blind CV doesn’t include any personal details about an applicant’s gender, age or ethnicity. Using this method of screening means that hiring managers are focused on the candidate’s qualifications and experience. Deloitte has implemented a blind screening process where interviewers are unaware of candidates’ educational backgrounds to boost diversity and unconscious bias. Read more here: DEI At Deloitte

Using a data tracking system

Using data and metrics to track hiring patterns and identify any disparities or biases in recruitment is a way of reducing bias. Regularly reviewing hiring decisions can highlight areas for improvement. Microsoft uses its Global Diversity and Inclusion (GDI) Dashboard, which tracks a wide range of diversity metrics, including employee demographics, pay equity, and employee experiences. They also track the effectiveness of diversity-related programs and identify areas for improvement. Read more here: Microsoft’s GDI Dashboard

Having a diverse panel of interviewers

Having people with a variety of genders, ethnicities and sexualities welcomes different perspectives and experiences. Meaning that any bias would be balanced within the panel.

Clear Job Descriptions and Criteria

Ensure job descriptions are clear and focused on essential skills and qualifications. Avoid presumptuous language that may discourage candidates from underrepresented groups, for example, using gendered language or unnecessary requirements.

Standardised Interviews

Use structured interview formats where each candidate is asked the same questions, making it easier to compare responses fairly. This reduces the influence of unconscious biases on candidate evaluation. Slack implements a structured interview process that includes standardised technical assessments and behavioural interviews. The company provides interviewers with specific criteria for evaluating candidates to ensure fairness and consistency, focusing on skill sets and potential over subjective impressions. Read more here: Slack’s Recruitment Process

Commitment to DEI:

Cisco DEI At Cisco
Cisco has implemented a ‘proximity initiative’ where senior colleagues reach out to a colleague of a different background to themselves. The initiative aims to understand the impact of personal differences and to create an allyship or mentorship. This initiative is just one of the reasons for Cisco’s European branch being voted by its employees to win the top spot on the 2024 FT Statista list of European diversity leaders.

The future of Diversity, Equity, and Inclusion (DEI)

As society evolves, organisations will increasingly focus on creating more inclusive and equitable work environments. The workplace is likely to be shaped by continued progress, greater accountability, and the integration of new technologies and strategies. As organisations continue to innovate and adopt new strategies, DEI will become a core value that drives success, fosters creativity, and enhances employee satisfaction.

Here are some key trends and developments that may define the future of DEI:

Accountability and Transparency: The future of DEI may require greater accountability, organisations could be held responsible for meeting their DEI goals. Deliveroo has made a commitment to diversity and inclusion through regular transparency reports. They have set clear goals around gender representation, especially within leadership role. Read more here: Deliveroo’s Gender Pay Gap
Data-Driven DEI Strategies: Organisations could rely more heavily on data and analytics to track DEI progress. By collecting data companies could identify areas for improvement and implement evidence-based strategies to drive change.
Holistic Inclusion: DEI efforts will move beyond gender, race, and ethnicity to focus on a broader range of identities, such as neurodiversity, disability, age, socioeconomic background, and LGBTQ+ inclusion. This will help foster a truly diverse and inclusive environment where everyone feels valued. Spotify UK has a holistic approach to inclusion that includes support for neurodiverse individuals, disabilities, and LGBTQ+ employees, along with their focus on improving representation in gender and ethnic diversity. Read more here: Spotify’s Pledge For DEI

At Cavendish, we acknowledge the importance of DEI and implement it into our day-to-day operations. Our team is inclusive of ethnicity, sexuality and gender, through all areas of our hierarchal structure.

Find a video introducing you to some of our multilingual team below.

We think it’s not only important to implement these strategies but also to use your platform to promote equality throughout your industry. For example, we are hosting a LinkedIn live ‘Tech Talk: Women Championing Action‘, where our colleague Francessca Pollard along with other panelists will be celebrating women’s achievements, addressing bias, discussing representation and mentorship along with various other topics about inclusive culture creation. Find out more about the event and sign up to get involved here