As the tech industry evolves, so do the people behind it. Teams are embracing passion-driven techies from an array of backgrounds and are eager to include new perspectives for a more well-rounded approach to projects.
However, when it comes to honoring diverse representation and creating spaces of equity in tech, it’s been a slow journey to get to where we are – and there’s still a long way to go.
Long-standing company cultures and dormant leadership have partially contributed to the delay in the name of “maintaining tradition,” and it can seem like a daunting or even impossible task to rewire a company’s internal structure on your own. That’s why teams have started to unite in order to create the change they wish to see in their organizations, together. By forming diversity, inclusion and equity committees or employee resource groups, coworkers are able to harness their power in numbers through organized participation.
To get a sense of the current DEI landscape within the tech scene, we asked leaders across five local companies to break down what their organizations are doing to make a more inclusive workspace, and each step that led them to achieve the bigger picture.
Take Initiative
“Take the lead on implementing the changes that you want to see. If there are no all-gender restrooms in the office, volunteer yourself to HR as a resource for looking into what it might take to convert or add one. Taking action is the natural next step from speaking up; be willing to be the catalyst for change by dedicating your time and effort to it.”
Deanna Marshall is a PA Content Manager at GoodRX, a healthcare marketplace.
Assess Your Surroundings
“One of the simplest and most powerful things any of us can do is to look around. We should all be asking ourselves, who are we surrounded by? When we’re at the office, who do we have lunch with or go for a walk with? Sometimes we forget that we do have a lot of power and access to diversity all around us. Expand your personal and professional circles, particularly with those who add a new perspective. Ask questions. Learn from them.
At Boingo, we encourage everyone to join our employee resource groups (ERGs). We have ERGs that discuss race, diversity and equity. We have another that focuses on opportunities and challenges for women in the workplace, and another that supports veterans. These groups allow Boingoites to have thought-provoking conversations with each other to expand their point of view. When you look broader and start to see that we’re not all that different, it makes it so much easier to interact with coworkers who may not look like you. Share your experiences with colleagues and friends. The more of us who actively seek to expand our corners of the universe, the more of us there will be who can help make meaningful change in our organizations.”
Darlene Jones is the Senior Director of Human Resources at Boingo, an internet company.
Lead by Example
“Showing genuine interest in people’s values, beliefs and backgrounds. Being active and intentional in your efforts to promote DEI. Individuals will have a sense of belonging even with simple conversations that make people feel engaged. As an individual contributor, you can promote DEI leading by example.”
Gloria Gonzalez is an HR Manager at VectorUSA, a data company.
Show Strength in Numbers
“As an individual contributor, employees can make a huge impact in their organization every day by seizing opportunities to become involved. Participation is key! In 2020, Edmunds established a diversity and inclusion task force to foster inclusiveness and launch new diversity-focused initiatives within the organization. I was thrilled to become a part of this group and have participated in several workshops, celebrations, lunch and learns, and discussions around diversity with my peers.
Edmunds also recently launched a number of employee resource groups. I was inspired and called to sign up as a co-leader of the People of Color and Allies group. Whether it’s committing to a leadership role within an ERG or participating as an active member, you can make a contribution to driving the change you wish to see. You can also inspire others to participate in these offerings and be the bridge between your organization and peers to facilitate education and dialogues in diversity and inclusion. It’s an ongoing effort that can lead to powerful change. Small commitments over time can be the stepping stones you need to make a bigger impact within your organization.”
Danielle Green is the Manager of Implementation at Edmunds, an automotive AdTech company.
