Growing number of tech pros dissatisfied with employers’ DEI efforts, study finds

Two in 10 technology professionals are not satisfied with their companies’ actions related to racial and gender diversity, equity and inclusion, up from 12% in 2021.

“It’s been three years since social-justice demonstrations across the country compelled many companies to heighten their focus on diversity, equity, inclusion and belonging,” said Art Zeile, CEO of Dice, a DHI Group brand. “While those companies generated many headlines with their statements and promises in 2020, tech professionals are closely watching for long-term implementation and impact, and anything that seems more talk than action has been noticed.”

Recent research by Dice found that 53% of black respondents and 51% of women believe discrimination frequently occurs in the tech industry, compared to just 30% of men. More than half of respondents want to see their companies make changes in racial and gender DEI policies.

Recruiting and hiring efforts can be hampered if a company neglects to focus on prioritizing and truly adopting inclusive practices. Forty-seven percent of tech professionals said an organization’s reputation for DEI is influential in their decision to work there.

Regardless of company size, those in charge of creating and maintaining a culture of inclusion and belonging must keep actual impact top of mind. Here are a few suggestions to help with effective planning and implementation:

• Ask the right questions. Most companies have their employees complete engagement surveys but fail to tackle problems illuminated by these surveys. Companies should actually study the data and allocate time for focus groups to troubleshoot feasible, meaningful solutions.
• Outsource support. Employees who have expressed interest in DEI should not be overloaded with this work. There are a variety of ways companies can outsource support to help build an effective strategy for implementing DEI.
• Be committed through accountability. Make leaders responsible and ensure there is a protected grievance process in place to mitigate unaddressed discrimination, hate and injustices that happen in the workplace.

Related: 4 new models for embracing neurodiverse employees for a stronger workforce

“Companies need to resource their DEI efforts appropriately if they want employees and candidates to view them in a positive manner,” Zeile said. “If executive leaders and recruiters fail to see the importance of a truly inclusive workplace, they will struggle to hire and retain top tech talent.”