Diversity in tech teams isn’t just a buzzword. It matters because different perspectives lead to more creative ideas and better software that meets real needs. For years, advocates have pushed for more representation in the tech world, aiming to bring in women and people of color. But sometimes, the focus on specific groups overlooks a key point: many individuals belong to multiple categories, which shapes their experiences in unique ways.
At a recent panel during the Computer Weekly and Harvey Nash Diversity in Tech event, experts highlighted why it’s crucial to consider the whole person when striving for an inclusive tech culture. They discussed intersectionality—a concept introduced by Kimberlé Crenshaw—that describes how different forms of discrimination can intersect. For instance, being a woman in tech is tough. Being a person of color adds another layer, and being a woman of color can magnify those challenges even further.
Sonya Barlow, who heads the diversity, inclusion, and belonging efforts at Like Minded Females, pointed out that everyone has unique experiences. She said, “Diversity is about differences; intersectionality is the different layers that we bring to the table.” The clearer the mix of experiences in a team, the better they can address the varied needs of tech users.
Megan Goodwin of The Vision emphasized that embracing different opinions transforms a workplace. “Create an environment that seeks out challenges and different views, and it will pay off,” she insisted, pointing to research showing diverse teams generate more revenue.
Yet, creating a truly inclusive culture is the challenge. It’s about fostering an environment where all employees feel they can express their viewpoints without fear. Goodwin questioned how many companies actively seek diverse perspectives in their strategic decisions, highlighting that often, it’s the quiet individuals—those who feel marginalized—who have the most to contribute.
Barlow shared her story to illustrate how multiple identity factors create complex challenges. She identifies as Pakistani, British Asian, has ADHD, and deals with chronic migraines. She explained how these experiences affect her work life, noting that recognition of such challenges is vital. She urged companies to stop making assumptions about the difficulties employees might be facing, especially since many challenges, like neurodivergence, are often invisible.
Tab Ahmed, CEO of EmployAbility, added that visibility matters in disability discussions. She challenges companies that assume all disabilities are visible or that adaptations only cater to wheelchair users. She stressed the need for clear processes that allow employees to seek help comfortably and confidentially.
Education plays a significant role in building understanding among colleagues. According to Gill Cooke, a consultant specializing in inclusion and diversity, companies should focus on specific adjustments for those who need them but also ensure these solutions benefit everyone. She stated, “Inclusion creates diversity,” emphasizing that without a supportive culture, new hires from underrepresented groups may not stay long.
Barlow wrapped up with a reminder that empathy should guide workplace interactions. She urged listening to people about what they need to thrive, asking, “Would you like it if you were in that situation?” It all comes down to being understanding and considerate in building a thriving tech community.