Despite increased investment in attracting diverse talent for technical roles, research shows that hiring from underrepresented groups is still moving slowly in the U.S. market. Reports from the last three or so years collectively show that women working in tech hovers in the 27% range, despite being 56.8% of the overall U.S. workforce. Further, Black professionals are reported as representing under 8% of the tech workforce, and Hispanic professionals represent around the same with 7-8% of the U.S. tech workforce. White and Asian American professionals comprise over 80% of the tech workforce.
What will help organizations reach their goals to increase workforce diversity in tech? A well-thought-out diversity and inclusion hiring strategy delivered by an IT staffing partner who champions the strategy in every interaction.
Work with a partner that prioritizes diversity in-house
The IT staffing firm you select should be an expert in acquiring the talent you seek according to the parameters you set. If IT consultants with advanced machine learning skills are who you need, your agency should have a proven record of finding that talent. If increasing your workforce to be more diverse is your goal, your staffing firm should have expertise in that, too.
That often starts with an IT staffing firm that is well-represented in diversity itself.
For instance, at SSi People, 82% of the SSi People internal team is comprised of professionals from diverse communities, while 76% of the external consultant workforce is made up of individuals from diverse communities. It is not by accident but by design in how talent is acquired. It is also in the programs we choose to support and partner with that focus on diversity efforts as well that open doors to new talent.
Recruit from outside networks and diversify your sources
An IT staffing firm that widens its circle of candidates will reach undiscovered talent to increase workforce diversity in tech. Talent pools evolve by welcoming more referrals, engaging passive talent, and approaching professional groups and networks that capture diverse memberships.
This applies to education requirements as well. As more organizations begin to prioritize experience and learned skills over formalized education, access to talent from a wide variety of communities increases.
Align Corporate Social Responsibility (CSR) with diverse organizations to open pathways
Specifically, seeking out programs in education, training, and mentorship directed toward underrepresented communities is a direct line to diverse talent. As part of our corporate philanthropy, the SSi team supports programs that empower women in the workforce, ones that create avenues for training, upskilling, and networking. Programs like Dress for Success help women with workforce preparation by providing professional attire, equipment, and networking opportunities as they embark on their work journey. Our connection with Indian Women Network pairs SSi’s female leadership with career women to help with mentorships, job preparation, and skill-building. As stated, the IWN “mission is to co-create ecosystems that enable women to live up to their full economic potential. The primary focus areas of the IWN are Leadership, Mentorship, Health & Well-Being, and Gender Parity & Policy Advocacy.”
In addition to being advocates for gender equity, SSi People also supports programs that help to transition our U.S. military into civilian life with new job opportunities. Veterans are a unique and viable tech talent pool in that many of their skills easily cross over into the tech field, coupled with leadership, collaboration, and problem-solving “soft” skills that are so sought after today. Programs like Veterans Bridge Home are a great resource for new hiring pools.
Implement practical sourcing, recruiting, hiring, and onboarding policies to acquire diverse talent.
Your IT staffing partner should ensure that their programs, policies, and staffing technologies take into account the latest best practices for D&I, including:
- Optimizing job descriptions to eliminate bias is an important first step to neutralizing language that can be a deterrent to some candidates
- Facilitating an interview process that includes diverse representation and feedback from within the hiring organization
- Setting measurable goals that can be tracked in terms of qualified candidates presented for review, and
- Eliminating barriers that can exclude communities from the hiring process
For instance, it’s important to understand the reasoning for a resume gap in work experience, as this especially affects the hiring of women. Often, there are gaps for early child care or family care that can be viewed as a strike against them. Recruiters and staffing teams should be versed in evaluating the entire individual for their ability to perform in a role. This is important as we set the tech rules for screening software as well so that candidate applications aren’t discarded because of an algorithm.
Also, socio-economic factors in terms of access to quality education and resources by candidates are important to consider. Recruiters and staffing experts have the opportunity to envision talent in terms of the potential for success and the ability to learn new skills and thrive in an environment.
The increase of remote or hybrid opportunities can also widen the talent pool, opening access to communities and geographies that otherwise might not be able to commute to a specific location because of cost prohibitions or the lack of personal or public transportation.
Finally, your IT staffing partner should reflect a welcoming and genuine environment in its approach to increasing workforce diversity in tech.
Does your IT staffing partner value different cultures in their organization? Do they create opportunities for discussion and feedback as it pertains to D&I?
How they conduct business daily is a good indication of how they will help you devise a hiring strategy to increase workforce diversity. SSi People is proud of the efforts they take to elevate diversity and inclusion in their organization. Our recognition efforts for our team create leadership pipelines for all individuals, and our team is recognized in the industry for these efforts, including being named by Great Place to Work® Institute as one of India’s Best Workplaces™ for Women 2022 in the Midsized Companies category.
It’s important to understand the actions that your IT staffing firm takes on its own, as well as in proven case studies with their customer that demonstrate their ability to deliver a diverse hiring strategy. To continue this discussion and learn more about partnering with an IT staffing firm that seeks to increase workforce diversity in tech, contact an SSi People recruiting and staffing expert today.
