A Call to Action for Diversity and Inclusion in Tech
I had a really good conversation with Lucrecia Iruela for Forbes 🇲🇽 about the scenario of Silicon Valley and the perpetual lack of diversity in tech that seems to have increased in our post-pandemic and mass-laid-off scenarios. I’d like to expand this conversation to the PM101, and hopefully, we’ll have further conversations about this topic.
In the midst of the technological revolution, Silicon Valley’s persistent lack of diversity, particularly for Latinx talent, has created a less inclusive environment, prompting calls for a change in mindset, increased awareness, and a genuine commitment to diversity and inclusion.
A Call to Action
This article is a call to action to bring awareness to the issue and the importance of diversity and inclusion as a strategic imperative for the future success of tech companies. Silicon Valley was once a global hub of creativity and innovation; however, in the last three years, it seems to have transformed into a more challenging environment in various aspects, including technology giants offering fewer benefits while increasing the amount of work and pressure, in a less friendly and inclusive environment.
Latinx people make up one-fifth (20%) of the US workforce but account for only 8% of those working in science, technology, engineering, and mathematics (STEM), according to Pew Research. Data from Built In also revealed that between 2007 and 2020, Latina and Hispanic women made up only 2% of computing-related jobs.
Challenges and Widening Gaps
While progress has been made in diversity and inclusion efforts with the implementation of metrics and goals to address inequality, recent years have seen a widening gap. This includes budget cuts aimed at supporting minorities, the elimination of events promoting Latinx executives, and the creation of corporate cultures where minorities do not feel heard or valued.
This scenario can also be seen with the lack of resource groups and diversity and inclusion (D&I) employees in those companies. The situation has been further exacerbated by layoffs at companies like Twitter, Meta, Google, and many others, leaving minorities in a more vulnerable position.
Talent Drain
I keep hearing stories of Latinx individuals deciding to leave the tech industry for good. On the other hand, while initially, companies did not endorse Elon Musk’s drastic measures, there has been a silent trend across major tech companies to reduce their workforce by cutting costs, not just from a workforce perspective but also in benefits.
Latinx talent has been particularly affected as the promotion of diversity in its broadest sense, including cultural, geographical, and thought diversity, has not been a priority for many companies, in some cases, we were never a priority.
This has created a less inclusive work environment, leaving minorities feeling undervalued and disrespected in Silicon Valley’s tech industry. This includes an unprecedented rigidity in Silicon Valley when it comes to hiring and employee retention, where cultural nuances aren’t valued anymore. There is tension when encountering candidates who don’t fit the typical mold, which is often male and of North American origin.
The Homogeneous Focus
The homogeneous focus has created an environment where candidates who deviate from this norm feel out of place. After reading many articles and talking with close friends, this scenario has led talent to leave the San Francisco Bay Area and or even accept jobs for which they are overqualified in some cases.
What’s Next?
To address these challenges in the diversity and inclusion landscape, it’s crucial to raise awareness of the potential benefits of diversity and broaden society’s understanding of what it means to be international.
Perceptions about how information is processed and ideas are implemented have become increasingly stereotyped by countries, regions, and ethnicities, which is detrimental to companies. While there are distinctive characteristics within each group, it’s also true that every individual has developed within an ecosystem that is unique.
When we can truly be our true selves, that’s when the magic happens. I truly believe that since we’re building global products, the minimum we need is a diverse representation of talent; this is when we can truly innovate. If not, we’ll still create products for white English-speaking males.
Diversity as an Asset
To fully embrace the power of diversity, organizations must undergo a mindset shift. They should embrace change, wholeheartedly welcome diverse perspectives, place a premium on candidates’ soft skills, and recognize that knowledge is anything but a straight line.
Forward-thinking leadership envisions diversity as a valuable asset, not just a box-ticking exercise to meet quotas. In an era of globalization and interconnectivity, companies clinging to a singular cultural paradigm find themselves at a distinct disadvantage.
Additional Reading
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