Launching A New Standard in DEI
Systems Thinking
Project F’s advocacy centres around systemic change rather than”fixing” the missing and underrepresented people. Why?
The historical underrepresentation of women and minority groups in tech (computing and engineering) is rooted in systemic exclusion. Six decades of exclusionary policies and practices have become ingrained in the culture of technology education and the tech workplace. These are now so “normal” that they go largely unnoticed, particularly by those in the majority. As a result, it can appear that individuals from underrepresented groups are less engaged because they are perceived to have inherent deficiencies. This misconception leads even the most well-intentioned people to focus on helping members of the underrepresented groups to change themselves so they can “fit in” to succeed.
This “fixing” doesn’t address the fundamental issue or create systemic change for future generations. To challenge the existing norms and foster a more equitable environment, a systemic transformation is needed so that diverse voices, experiences, and perspectives can contribute to the technological innovations that will shape our future.
The role of capitalism in the tech ecosystem
On top of the subcultural challenges of technology and the influence of patriarchy (the social system that privileges men and reinforces traditional gender roles and expectations), there is capitalism.
Tech capitalism is necessary; it’s the invisible force that drives the lightning-speed innovation we’ve become accustomed to. The readiness of venture capital enables the smartest talent of any age to create robust advancements and innovation. And that’s a good thing!
The downside is that, by nature, it fosters a brutal “grow or die” culture, so success comes with growth strategies that have dangerous costs attached. Those are costs that impact the humans who work within these organisations. To be blunt, maximising investor value costs the time and resources it takes to fix systemic barriers for women and underrepresented groups. Diversity equity and inclusion work slows the pace of growth.
Or does it?
The future state & the theory of change
There is an enormous raft of research with empirical data that points out significant gains from having diverse teams. Increased levels of creativity and experimentation [1] are just two that you might think would be compelling for any ambitious tech entrepreneur. Not to mention superior problem-solving and productivity plus higher financial returns, all proven benefits of diverse teams. These returns are significant enough that one might think diversity strategy is a box any investor would want to see ticked on their term sheet to ensure value is maximised.
There is also a monumental gap between the number of tech jobs and the number of qualified candidates available to fill them. In 2023, more than half of global organisations reported a shortage of tech skills that’s consistently holding them back.
Yes, you’ve heard all this before and you are supportive, but things seem to be stuck, despite the good intentions of many people who want to see change. So what’s getting in the way? These are the headlines:
The complexity of the problem
The knowledge required to solve it
The time it takes to see results
The lack of governance and discipline
At Project F, we believe there are two critical components of this change:
The SLT/Exec as sponsors of their legacy – the powers at the top must recognise that a human-centred legacy is worth investing in, and that the investment must be long-term to achieve it. This also has to come with the recognition that this problem may not be their own “burning platform” but it is absolutely the burning platform of the technology sector as a whole. And that means taking responsibility for averting it. It is no longer enough to support from afar the work being done to seed future skills development outside one’s organisation without fixing the system within one’s organisation. That’s a zero sum game.
The work of DEIB and changing the systems must be easier and more accessible – parking DEIB at HR’s overburdened and capacity-poor door isn’t helping. Making them justify why this work should be a priority is also a problem. When the SLT accepts DEIB as a strategic priority and sets [the right] goals it becomes part of HR’s BAU objectives, it becomes more accessible for them. That’s a starting point.
Project F’s Impact Model (below) sees short and long-term impacts that hinge on these two criteria being met.
T-EDI Standards & DEI markers
As you all do your part, we are taking our next step to evolve how we make the work of DEIB and changing the systems easier and more accessible by introducing national standards to create benchmarking and clarity around the critical areas of systemic change.
There are ten standards, defined by an extensive body of social research collected over several decades:
1. Hiring
2. Policies
3. Culture & Values
4. Performance Management
5. Leadership
6. SLT/Exec Leadership
7. Flexible Work
8. Paid Parental Leave
9. Pay Transparency
10. Respect@Work
Each standard comprises a set of ‘markers’ with a clear definition of the baseline required to foster a diverse, equitable and inclusive work environment. Each also features three clearly defined levels – Foundation, Advanced and Leading.
While these standards have been devised around scientific markers that address the persistently problematic underrepresentation of women in technology, their adoption will also effectively remove systemic barriers for many other underrepresented and marginalised groups and so should be viewed as best practice throughout an organisation.
The last (F) word
Equality is rarely achieved by accident. Progress has been largely down to the efforts made by women and their allies, from the suffragettes to the Civil Rights movement. We see an imperative for technology companies to boost DEI in the technology itself and that can be achieved by simply ensuring the teams building, testing, designing and leading those technologies represent all of humanity.
Consider the speed at which we’re entering the Fifth Industrial Revolution. Award-winning scientific futurist, Dr Catherine Ball said:
“Industry 5.0” will be “powered by purpose, not just profit”
Sustainable development is going to be where it’s at, make no mistake. Future-focused business models will lead the change towards an aspirational circular economy that has sustainability at its core. Gender Equality is (rightly) one of the UN’s Sustainable Development Goals (#5).
Project F is a respected social impact advisory that focuses on gender Diversity, Equity & Inclusion in technology. Get in touch hello@projectf.com.au