Despite widespread agreement that diverse and inclusive teams lead to better business outcomes, the representation of women in technology leadership roles has only marginally increased from 11% in 2016 to 14% in 2023. While businesses have made efforts to raise awareness of the benefits of diversity and inclusion, not enough progress has been made.
Moving beyond awareness, the focus should now shift to the implementation of strategies to increase diversity. Leadership accountability is crucial in driving this change. Leaders must not only set the tone and culture for the organization, but also be held responsible for the progress of diversity and inclusion initiatives. This accountability should be tied to performance appraisals, with tangible consequences for meeting or failing to meet diversity goals.
Tracking and monitoring key metrics related to diversity and inclusion is essential in assessing progress. Reliable data is pivotal in identifying barriers and taking corrective action. Recruitment and retention strategies should focus on attracting and retaining diverse talent, while providing equitable opportunities for career advancement.
To truly make a difference in building a diverse and inclusive organization, leadership must take ownership and hold themselves accountable for progress. It is time to redouble efforts and challenge ourselves to do more in creating a future-ready tech team. CEO Bev White will be addressing this topic at London Tech Week on June 12th in a session focused on diversifying talent pipelines.