TECHNOLOGY AND DIVERSITY

1. TECHNOLOGY AND DIVERSITY
Presented By,
RANJANI SRIVASTAVA

2. INTRODUCTION
Technology refers to the tools, methods, and processes that are used to
create, develop, and improve products, services, and systems.
Diversity, in the context of technology, refers to the representation and
inclusion of people from different backgrounds, experiences, and
perspectives in the technology industry.

3. IMPORTANCE
Improved problem-solving: A diverse workforce brings different perspectives, experiences, and skills to the
table, which can lead to more creative and effective problem-solving.
Increased innovation: A diverse workforce can lead to new and innovative ideas, as people from different
backgrounds may approach problems and challenges in different ways.
Better decision-making: A diverse workforce can lead to better decision-making, as it allows for a range of
perspectives to be considered. This can help to prevent groupthink and ensure that all potential outcomes are
considered.
Better financial performance: Companies with a diverse workforce have been shown to have better financial
performance, as they can tap into new markets and customer base.

4. PROBLEMS
Bias in hiring and promotion: Bias in hiring and promotion practices can lead to a lack of diversity in the
technology industry. This includes unconscious bias, where decision-makers may unknowingly favour candidates
who are similar to themselves, and structural bias, where systems and processes are designed to favour certain
groups over others.
Lack of support and resources: Underrepresented groups may not have access to the same resources and
support as their more privileged counterparts, which can make it more difficult for them to succeed in the
technology industry.
Lack of diversity in education: Many underrepresented groups may not have access to the same education and
training opportunities as more privileged groups, which can limit their ability to enter the technology industry.
Cultural and language barriers: People from underrepresented groups may face cultural and language barriers
that make it difficult for them to navigate the technology industry.

5. Inclusive hiring practices: Managers can implement inclusive hiring practices such as blind resume screening
and bias training for hiring managers to reduce bias in the hiring process.
Diversity and inclusion training: Managers can provide training to employees to increase awareness and
understanding of diversity and inclusion issues.
Transparency in data and progress: Companies can be transparent in their data and progress in terms of
diversity and inclusion, this helps to hold them accountable and also helps to create a culture of inclusivity.
Flexible working policies: Companies can implement flexible working policies that accommodate the needs of
different individuals, such as remote work, flexible hours, and part-time options.
MANAGINGDIVERSITY

6. Diversity in technology is essential for driving innovation, promoting inclusivity, and ensuring that
the industry reflects the diversity of society as a whole. However, the technology industry has
traditionally been lacking in diversity, with underrepresented groups such as women, people of
colour, and people with disabilities being underrepresented in leadership and technical roles.
Addressing these issues requires actively working towards creating a more inclusive and equitable
environment through initiatives such as mentorship, internships, scholarships, and inclusive hiring
practices. It's also important for companies to provide support and resources for underrepresented
groups throughout their careers in technology. Additionally, everyone in the industry must take
responsibility and continuously work towards creating a more diverse and inclusive technology
industry
conclusion

7. THANK YOU!