Last month we launched our series on Diversity in Tech, culminating in this summary of what we've learned and how things can change. The admissions of Google et al in the past couple of months have proven that there is safety in numbers, and not in a good way. We have recently written about Developing Tech Talent of the future in an age of systemic shortages, and this resource acts as an extention of this, focusing specifically on increasing minority representation. We look at the data, look beyond the facts, and review the initiatives across the industry as a whole which is attempting to redress the balance, in both the short and long term. We’d love to hear your feedback; drop us a comment below, or you can tweet us via @techcompatible.

1. How do you solve a problem like Diversity in Tech
- Redressing the Balance
September 2014

2. The tech industry is dominated by
White males.
The overall Gobal average is...
65%
35%
Data Source: Combined Average Global Ethnicity data for Overall Workforce using % from
Apple, Google, Twitter, Yahoo, LinkedIn, Facebook, Pinterest and eBay.

3. ...in Tech specific roles the split is
even higher
83% Male
17% Female
Data Source: Combined Average Global Ethnicity data for Technical Roles using % from
Apple, Google, Twitter, Yahoo, LinkedIn, Facebook, Pinterest and eBay.

4. Why does this matter?
The purchase of technology is not dictacted
by gender, colour or creed...
...So why is the creation of it?

5. What in the heck is diversity?
“
Diversity:
The art of thinking independently together.
- Malcolm Forbes, Forbes Magazine Heir and Publisher (1919-1990)
”

6. Understanding the root cause
Only 28% of all Computer Science degrees in the
US are awarded to the women, black and hispanic
demographic who study STEM subjects at school.
Accounting for 18% and 10% respectively.
Data Source: National Science Foundation
Women, Minorities and Persons with Disabilities in Science and Engineering 2013

7. The revolution will not be televised
Shellye Archambeau, CEO of Metric Stream,
calls for three areas of resolution:
- Governance - Get a strategy and collaborate
- Leadership - Promote minorities on merit and skills
- Playing the long game - Aspirational not overnight

8. Closing the barriers to entry.
How can the industry encourage more women?
Encourage girls from an
early age.
Stimulate learning with
gender neutral toys.

9. Recognise it is everyones fault.
And start talking.

10. More informed decisions
There is a positive correlation
between the % female board
members and sales growth
and returns.

11. Providing a sense of capability
“
Business Leaders need to dream big for their
employees, especially for minorities, women and
those from low-income backgrounds who
may have been the first in their family to go to college.
”
- Maria Castanon Moats, Cheif Diversity Officer, PWC

12. Generational Diversity
Baby Boomers vs. Millennials
Like diversity itself, policies need to
reflect workplace dynamics,
cultural differences and new ideas.

13. Change the Ratio /
Change the World.
“
Diverse and unexpected pools of talent are emerging
around the world. To succeed in today’s global economy,
we must acknowledge them, understand them and make
them part of our talent strategies.
”
- Bob Moritz, Key Note Speech at the 2011 DiversityInc Conference

14. Like this? Check out our Whitepaper for our deep dive.
Sources
Diversity Data from Apple, Google, eBay, Twitter, LinkedIn,
Pinterest, Yahoo and Facebook (Offical Blogs)
Guardian Careers - ‘How can we encourage more women into tech?’
National Science Foundation - ‘Women, Minorities and Persons with Disabili-ties
in Science and Engineering: 2013’
Bureau of Labor Statistics - Current Employment Statistics - CES (National)
PwC - ‘Leveraging the power of differences’ - Diversity and Inclusion Paper
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