Diversity How to nurture and champion
a diverse workforce By Christina Kosmowski, chief executive officer of LogicMonitor
L
earning and evolving is a crucial element of the tech industry. As professionals, we need to stay on top of the latest innovations, tools, and
industry trends to keep pace with the most important technological developments. In line with these innovations, we’ve also witnessed huge changes when it comes to the diversity of our workforce. As in every other industry, diversity, equity and inclusion (DEI) has become a huge part of each business’ long-term goals and boardroom conversations. But we still have a long way to go. A recent study
found that over half of tech employees feel that their company either needs to improve DEI efforts or is making a very poor effort, and 30% of tech companies feel that DEI is not at all vital to the overall success of their company. Gender diversity is an area that needs immediate improvement, with only 5% of large companies having a female CEO, signalling an overall deficit of women in C-suite roles.
Why diversity makes a difference DEI efforts have a clear impact on the business bottom line – in a study of over 13,000 organisations in 70 countries, the majority of companies that tracked gender diversity saw profits increase by 5 to 20%. And the benefits extend beyond the financial. By employing people of varying gender, sexuality, and ethnic backgrounds, businesses are better able to consider themselves from a holistic standpoint. Employing people of all walks of life, and ensuring their voices
are heard, is the best way to build an organisation that can serve and speak directly to these groups. And with inclusivity built into the business, leaders can ensure that their culture respects employees wholly, feeding into a wider sense of wellbeing amongst teams. When employees are able to feel happy and comfortable at work, they have more space to succeed in their role and collaborate with, as well as inspire, others. Tis boosts staff satisfaction and therefore retention.
The pillars of building a diverse workforce Te importance of creating a safe space for women and minority groups cannot be understated, and a huge part of this is building forums for open communication. Mentorship programmes are an invaluable way of helping employees navigate
challenges within their day-to-day and their wider career. By nurturing talent professionally and personally, and offering positive representation through mentors, both the mentee and mentor will come away as more well-rounded individuals. Earlier in my career, I found a great mentor and teacher in Maria
Martinez, the current COO at Cisco, who helped me understand how best to use data for management decisions. When seeking
www.pcr-online.biz
mentors, focus on defining your skill set and goals, and scrutinise your professional circle for anyone whose career journey or expertise lines up with your goals. Mentorship isn’t only for those who are just starting out in their career – leaders should also be seeking out the advice of experts with different specialisms and perspectives to ensure they make the right decisions and are able to navigate any challenges that arise. Another pillar of a diverse workforce is the adoption
of a growth mindset. Leaders need to constantly look at how they can improve, evolve, and adapt their
own mindset and the mindset of the business to remain agile and poised to act on DEI issues. Tis means constantly questioning business processes, and seeking out alternative viewpoints if progress feels stagnant. Remaining authentic is also crucial, and that means bringing your
whole self to work every day. As a mother, I know that bringing both the leadership and nurturing qualities from my personal life into work allows me to build deeper connections and understand my team better. By using empathy and personal relationships to guide your principles and DEI initiatives, you can ensure that you remain curious to others and authentic in your actions.
Building a diverse tomorrow It’s vital that when building a diverse workforce, tech companies are leading by example. Tose in leadership positions have the responsibility to liſt those around them and provide as many opportunities for success as possible. For example, LogicMonitor has established a scholarship programme in the US for women pursuing careers in science technology, engineering, and mathematics (STEM), with the aim of increasing diversity within these areas. In 2023, three recipients will be awarded a $6,000 scholarship for the school year, starting this autumn. As well as nurturing our future workforce, LogicMonitor is
dedicated to celebrating and nurturing diverse teams today. Tis includes running regular training sessions on discrimination and other DEI-related topics, in addition to ensuring we follow a consistent hiring process, using inclusive language in our job descriptions and day-to-day communications. One of the greatest achievements in my career has been nurturing
LogicMonitor’s culture of growth and development for all. We still have a long way to go as an industry, and it’s vital that we keep working towards equity by recognising each individual’s personal and professional circumstances and tailoring opportunities towards them. It’s important to remember that in a volatile economic environment, a diverse workforce, solid retention, and a positive company culture are vital aspects of driving financial performance and steering businesses back to growth.
September/October 2023 | 19
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68
