Byte-sized inclusion: Navigating ethnic diversity in tech and data

Whilst completing my masters in London, I (Anisah) had the incredible opportunity to collaborate with students from various diverse backgrounds. We had the chance to learn from each other’s experiences, and it was a privilege to be studying amongst such a melting pot of cultures. After graduating and going travelling, I began job-hunting in a field that I was aware was male dominated, but I didn’t quite grasp how few people looked like me, a woman of colour.  

The UK’s tech industry retained the top spot in Europe in 2022, valued at £50.71bn. However, whilst the UK’s position in this industry is one to be celebrated, achieving true diversity and inclusion remains a formidable challenge. Being a data analyst at CACI, I work with enormous amounts of data and see first-hand how powerful data can be in steering marketing decisions. Hopefully by the end of this blog, you will have a greater understanding of the critical importance that fostering diversity and promoting inclusion hold in the tech industry.

Figure 1: Ethnic Disparity in UK workforce (Tech Talent)

According to research conducted by the Tech Talent Charter, where 580 organisations were interviewed, ethnic minorities are heavily underrepresented in the tech industry, making up only 11% of the UK tech workforce, whilst 84% were represented by white individuals. Despite 87% of ethnic IT specialists holding a higher-education level qualification, in comparison to 67% of those from a white background, an unmistakable disparity exists, emphasizing the need for concerted efforts to bridge this imbalance.

Another pressing concern is the lack of senior positions being held by ethnic minorities within the industry, see Figure 2 below. The deficiency in representation at leadership levels can serve as a contributing factor to the reluctance of individuals from minority backgrounds to pursue careers in the data fields.

Figure 2: Lack of Representation for Ethnic Minorities in Senior Tech Positions

Why should we embrace diversity in the tech world?

Traditionally, the tech industry is known to be one of a homogeneous and non-inclusive nature, but with the world ever evolving and abundant with diversity, it’s crucial that workplaces embrace a culture of inclusivity, and welcome different perspectives.

Bias

Lacking inclusive representation not only in the workforce but also in the datasets we model on can lead to decisions that inadvertently exclude certain groups, introducing biases in the products or services we create. In such an environment, decisions may fail to accurately reflect diverse real-world users.

Performance

McKinsey have found that companies embracing racial and ethnic diversity are more likely to have high financial returns in comparison to those companies that have a less diverse workforce. There is also a higher likelihood of solving complex problems faster with a cognitively diverse workforce, hence performing more efficiently.

Figure 3: Financial Performance and Racial Diversity (Azara Group)

Inclusive Environment

According to PwC, only 4% of organisations succeed in implementing an effective diversity, equity and inclusion programme. Failing to foster an equal and inclusive environment can cause individuals from underrepresented groups to feel excluded and have lower morale. Since employee morale is closely associated with employee turnover, it is crucial organisations pay heed to diversity and inclusion.

Figure 4: When it comes to DE&I strategy, business leaders and employee’s perception are misaligned (PwC)

Innovation

Having a more diverse workforce leads to fresh ideas and innovation, helping the workforce to avoid tunnel vision. Whilst it may be comfortable to stick with familiarity, exposure to individuals from different backgrounds can lead to more unique perspectives, resulting in higher creativity and ingenuity.

Figure 5: Innovation and Diversity (The World Economic Forum)

How to promote ethnic diversity in your workplace

Spotting unconscious bias

Unconscious bias describes associations we hold that may not align with our conscious awareness and plays a significant role in prejudice in the workplace. By encouraging employees to self-reflect, question, and analyse their personal biases and assumptions, people’s awareness heightens and there becomes an opportunity to challenge and replace biased thoughts.

Flexible work schedules

Being open to flexible work schedules and remote working can alleviate stresses that employees may face outside of work, such as childcare. As emphasised by Forbes, women, particularly women of colour, face challenges with accessing childcare. Additionally, with London being the top destination for tech funding in Europe, remote work can appeal to a range of diverse candidates from all over the UK.

Well-being support

Providing well-being support and mentorship programmes for your employees is an action that goes beyond mission statements and training programmes. Personalising support to cater to your employees’ specific needs ensure that they feel included and heard.

How CACI promotes ethnic diversity

At CACI, we acknowledge that “our differences make us better”. We wish to create a workplace where all employees can thrive, develop, and succeed based on their talent – regardless of race, ethnicity, religion, sexual orientation, age, or disability status. We are determined to be a truly inclusive company that reflects the society in which we live and work in, and somewhere every individual can be themselves, heard and respected by colleagues and clients.

Events held across this past year are a testament to the efforts taken by CACI to make employees feel engaged and included. With past initiatives like Diwali desk yoga or the Black History Month webinar with Maggie Alphonsi, CACI is on a constantly evolving journey of education, training and accepting the differences that exist within the organisation.

Key takeaways

Hopefully, this exploration of diversity within the tech workforce has emphasised how underrepresented ethnic minorities are in the field and at senior levels. By embracing diversity in the workplace, we no longer limit the potential talent pool, which leads to higher productivity and innovation. Additionally, it serves to mitigate biases in outputs, catering to a diverse audience. The recommended actionable strategies for both employers and employees, including to embrace remote working and reflecting on personal biases, highlight practical steps to bridge existing disparities. Promoting ethnic diversity in tech will not only align with values of fairness, but also strengthen competitiveness in this ever-evolving industry.