Diversity in Tech
While technology continues to advance, seasoned users can be quick to point out flaws in the latest operating systems, specs for new devices, and features that could make the product that much more accessible. For the most part, these concerns have workarounds or ways of adapting that lend the user the opportunity to really customize their experience.
Some of these new products can be extremely expensive and are sometimes made only available to a select demographic for testing purposes, which can unintentionally isolate other groups. There are examples of this everywhere, from gender bias in video games to the apparent disregard for various ethnicities, diversity in technology is starting to hold us back.
What is diversity?
Simply put, diversity is defined as a practice or quality of including and involving people from a range of social and ethnic backgrounds, sexual orientations, and different genders.
A good group study generally consists of a wide range of diverse people who can come together to express their thoughts, needs, and experiences with a product or service.
Broadly speaking, a review group with such diversity can be difficult to find depending on the region in which the group was convened. This makes it extremely important to get feedback both before and after product launch to ensure the best productivity and utility of your service.
Examples in the Real World
The most pervasive examples of a bias on a practically applicable level are concepts like cell phones with facial recognition software having difficulties differentiating between family members in an Asian family.
Marketing for video games and action movies geared towards male-identifying users is another extremely common example, which goes on to isolate more feminine users from using or being excited about that product.
Automatic soap and water dispensers being unable to pick up darker complexions is another jarring example of technology just not being up to par for the everyday life of the public.
Considerations should be made for the overall functionality of a product, as well as its accessibility to users who don’t fit a mold. While there is always room to improve and feedback helps drive that change, companies should be on the ball to catch issues before they arise.
Technology is an incredible feat of the human race, and yet it seems to be caught up in the very human nature of overlooking things that may not apply to its creators. This needs to change, not only in the interest of inclusivity but also in the name of growing beyond the boxes we put ourselves in.
Netooze plans to break the mould
netooze is implementing crystal clear diversity representation and inclusion goals, and a comprehensive approach to achieving them. Taking the lived experience of the workforce they want to create a more inclusive technology sector, telling our stories through powerful data, and creating solutions and strategies for lasting change.
Netooze diversity representation and inclusion goals
When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organization. Diversity and inclusion, which are the real grounds for creativity, must remain at the center of what we do at netooze. When we listen and celebrate what is both common and different, we become wiser, more inclusive, and a much better organization. Diversity and inclusion, which are the real grounds for creativity, must remain at the center of what we do at netooze.
One of the most striking quotes that inspired many comes from Marian Wright Edelman, Founder and President of the Children’s Defense Fund: “You can’t be what you can’t see.” Though hyperbolic, Edelman’s quote touches on a key barrier to women in computer Science: a dearth of strong role models. Without other women to look up to, many young women are self-selecting out of a technical career path before they even really give it a chance.
This stresses the importance of visible role models at all levels. To create an inclusive technology workforce, we don’t just have to attract great talent, we need to make sure great people can grow to become great leaders.
netooze’s diversity representation and inclusion goals are as follows:
- Ensure a minimum of 25% of all new positions — internal and external — will be filled with Black and Latino talent.
- No job-Hiring Process will end unless a minority candidate is interviewed.
- The number of women in technical roles is to be 50%” (of all roles).
- All staff is required to attend diversity and inclusion Training.
netooze aims to identify and grow a talent pool from which senior leaders are drawn.
With a lot of the social activism of today’s age, it can be difficult to find a topic that isn’t under scrutiny. Regardless of what side of that coin you fall on, it’s important to recognize perspectives that might not match your own, that’s the only way we can all grow.
Diversity in representation breeds acceptance and tolerance of cultures, people, and needs that might not match your own. Being mindful, both in business and in personal practice, can help everyone lead better lives across the board.