DE&I-roundtable
upcoming talent, educating them on the opportunities that organisations, including startups have to offer. If the options aren’t made clear and early enough, roles are going to get harder to fill. “Helping school students to learn more
about engineering for example is inspiring the next generation and providing realistic role models in the form of existing engineers. Tose taking part in schemes can improve their communication skills and gain experience of public engagement, preparing them for industry, academia or public sector roles.”
How can the tech channel look to improve on DE&I strategy? Ann Keefe: “It is down to us, as industry leaders, to make a change for future generations. Children and girls in STEM have been an important focus for us and I strongly advise other companies to take the same approach. “Some of the amazing UK charities we have worked with include:
• Apps for Good: A charity that provides free technology courses to students, inspiring them to find their passion in IT. We recently sponsored the Community Champions category.
• “Mentoring: Another charity that we are proud to support is Te Girls’ Network. Some of Kingston’s team members offer a one-to- one scheme to help young girls improve their confidence, feel less pressured to fulfil society’s expectations, help them to focus on school and feel more positive about their future career choices.
• “On a more local level we support two schools including talking to them about the industry and inspiring them to choose a career in tech.”
David Watts: “It starts with leadership - there needs to be a sincere commitment from senior management to DEI and they need to give it focus and time. Every employee needs to know that to work in your business requires them to be inclusive and to treat everyone fairly in every aspect of their work. To do this takes some time – time and energy and activity to ensure it is very visibly on the agenda and in the values of the company you work for.”
Bev Markland: “Te tech channel can improve its DE&I strategy by ameliorating its current workplace culture, diversifying its current workforce and overtly releasing its workforce gender, racial, and ethnic composition data, helping it pave the way to incentivise change. Change can only be effectively demonstrated from the top-down, meaning DE&I strategies need to be implemented at every level of management. Tis entails allowing the CEO to take an affirmative stance on the issues and lead the company’s progress toward achieving DE&I goals. Ambitious goals should be set that align with the company’s DE&I strategy, which should be equally both tangible and measurable.”
30 | September 2022
Pete Gullick: “What tech companies need to prioritise in order to positively affect diversity in their ranks is to push understanding and visibility in both recruiting and retaining. “Teaching STEM subjects in schools
has done wonders in increasing the level of women in the industry, with the tech sector now hosting 22% of female directors. Yet with only 19% of tech workers being women, it is clear that the ‘it’s for boys’ narrative still prevails. In order to shiſt away from this mindset,
companies need to provide young women with representation, by showcasing female leaders wherever they can. “Tech companies should also look at where they are recruiting
and how. Are they appealing to a diverse market through the job description or location of the advertisement? It may be that companies are actively looking for a diverse workforce, but where and how they look are holding them back.”
Carlyn Foster: “A key part of meeting demand in the long term, is acknowledging the importance of improving DEI in the workforce. And when it comes to data centres, there is oſten a lack of understanding about what the sector is and the career opportunities it presents. “Te broader tech sector needs to ensure sufficient representation
of underrepresented groups. Tis is arguably more vital than ever, aſter the development of digital technologies across both business and society were escalated by circumstances facilitated by the COVID-19 pandemic. “A lack of diversity can stifle substantive innovation, not only
in terms of technical development but in business structures and organisational development. An increasingly diverse workforce is more creative and innovative and as technological developments grow at unprecedented rates, the data centre industry in particular continues to play a key role in the nation’s infrastructure and could certainly benefit from innovation.”
What does the industry stand to lose if it does not improve its DE&I focus? Ann Keefe: “We need to encourage good candidates to choose the IT industry, by being comprised of organisations that they will want to work for, so in this field having strong DE&I strategies is a must. “According to Glassdoor (2021) 72% of UK job seekers report
that they take workforce diversity into consideration when applying for jobs. Te IT industry must listen and act on that. Also, from an employer standpoint, when you expand your recruitment criteria and hire people from more diverse backgrounds, you are more likely to find the best candidate for the position. “I can say that Kingston has counted on the best team for the past
35 years and a lot of our employees have remained with Kingston for 10-25 years!”
David Watts: “I think it’s more important to focus on what the industry has to gain by being more focused and placing DE&I high
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