How Tech Leaders are Improving D&I Programs


How Tech Leaders are Improving D&I Programs

Posted 23 September 2021

Companies today are making huge efforts to make diversity and inclusion (D&I) a big part of their core values, and innovations from the tech industry are helping everybody make great strides.


Tech executives have an important role in the increasing diversification of the working landscape, as they are the ones who can design and develop the technology to achieve a level playing field for everyone. Many of the tech giants such as Apple, Microsoft and Google have announced big plans for the diversification and inclusion of their workforce, though it hasn’t all gone to plan so far.


Tech Giants and D&I


Apple say 53% of their new hires during the last five years are from what they describe as ‘historically underrepresented groups in tech’. Although up-to-date numbers are not yet available, Apple’s representation of underrepresented minorities did increase from 21% in 2014, to 31% as of 2018. This is an encouraging trajectory, but let’s look at what the three tech giants have actually said about improving D&I in the future.


  • Apple’s strategy to continue improving D&I includes hiring more diverse talent for jobs at every level, as well as attracting candidates from more diverse pipelines. They are using the latest technology to remove unconscious bias in efforts to not only increase representation throughout the general workforce, but particularly in leadership positions.


  • Microsoft plan to improve D&I and increase representation by creating a culture of inclusion. They hope to achieve this by investing $150 million into D&I and doubling the number of Black people in senior leadership roles by 2025.


  • Google have made similar moves to increase underrepresented minorities, though their efforts have been undermined by some serious missteps. They have pledged to improve Black representation at senior levels as well as other underrepresented groups by 30% by 2025.


However, Google’s pledges came after criticism for actually scaling back their internal D&I programs. There were also protests by hundreds of Google employees after the firm fired Timnit Gebru, who was the technical co-lead of Google’s Ethical Artificial Intelligence Team and the highest ranking Black woman at the firm.


How Technology Improves D&I


While the tech giants hopefully continue improving their own D&I, the technology they are innovating can be used by all companies and recruitment agencies looking to diversify their hiring processes. The main way that such tech will help is by removing unconscious bias during the recruitment process.


There is now a variety of solutions for attracting a diverse workforce by eliminating the unconscious bias of the recruitment team. The tech includes text evaluation technology to avoid job posting biases, as well as outreach tools featuring recognised networks of diverse candidates. There is also technology that can remove candidates’ names and other identifying information which also removes the unconscious bias of recruiters. There is even new video AI which can assess the potential biases of a recruiter through their speech patterns and body language while they interview candidates.


The D&I tools being developed by the tech industry should keep improving and will only help increase the D&I of recruitment processes.


Want to learn more about diversity and inclusion during the recruitment process? Get in touch with our expert team here at UMATR.

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