Diversity In the most pragmatic sense, the channel is best placed to host
dialogue within the tech industry. Trough shared resources and platforms, it’s possible to bring together both end-users, companies, and vendors to engage in one space - and therefore to discuss shared issues, progress, and much more. It’s impossible to underestimate the importance of such an open
dialogue. As the channel is in the privileged position of being both within and yet still separate from organisations, it is able to both influence and oversee – to affect and also monitor. Engaging with organisations in this sense will allow a wider dialogue to take place, and further progress to be made as a result.
Why data is key to DE&I Conversation is key to championing DE&I initiatives – but so is data. Only by understanding its initial position can an organisation accurately tackle any problems; establishing a starting point will enable future assessment, and ensure that initiatives are targeted at the correct areas of need. Accurate, consistent measurement is one of the most vital tools.
Leveraging this data allows organisations to uncover their biases, and understand the impact of their DE&I initiatives. It’s not just a numbers game – DE&I is ultimately about and
for people. But without the numbers, it’s impossible to tell which initiatives are successful, and where more progress needs to be made. Introducing objective KPIs – and an appraisal period to assess them – is an attainable first step for organisations who need to advance DE&I.
Battling unconscious bias Unconscious bias is one of the biggest hurdles to workplace diversity and inclusion - and it’s difficult to challenge, because, in most cases – people are good people. Tey don’t intend to wake up in the morning and act with an unconscious bias. Tat means that organisations must be proactive in challenging
them. It’s for this reason that many companies implement a minimum DE&I training. However, in order to address the diversity of an organisation in a hands-on and immediate sense, it is hiring practices that must first be examined. Bringing in more diverse talent is crucial to finding a
better balance within organisations, and recruiters should be following the example of their channel partners in recruiting outside of the usual circles and industries. In order to compete in the current environment,
channel firms have been forced to expand their talent pools - but this is no bad thing. Aſter all, the skills gap in the technology industry is huge. Unfilled cybersecurity jobs grew from one million openings in 2013, to 3.5 million in 2021. It’s thought that this talent shortage will continue into 2025 – which presents a significant threat for large organisations who are reliant on cyber professionals to protect their data and business. Implementing DE&I initiatives within hiring
processes could play an important role in addressing this shortage. As channel partners look for talent outside of conventional areas, the talent pipeline will grow
www.pcr-online.biz September/October 2023 | 27
“It’s estimated that only around 15% of the tech workforce are from Black, Asian and minority ethnic (BAME) backgrounds, and gender diversity figures show it coming in 30% lower than most other job markets.”
exponentially - and engaging diverse hires earlier in people’s careers will mean a less drastic drop-off in senior positions. It’s a way to take action in the short term that guarantees results in the long term, too.
Fuelling diversity from all sides Tere are a lot of reasons for organisations to make DE&I a priority - not least because it’s the right thing to do for their people. Our differences make us smarter, more prepared to deal with threats, and more connected to the needs of customers. Research also consistently shows that diverse companies are more profitable. Promoting DE&I should be a concern for the entire tech
industry, with practices embedded at every level of organisations in order to promote a more inclusive and supportive environment for all. Still, some roles are able to have a higher impact on tech’s DE&I problem than others. Channel partners have that ability. As the go-between for many large vendors, they are in a unique position to foster dialogue, and to influence and inspire vendors. From there, it’s down to individual organisations to make the
changes that will support their DE&I goals - leading with data, and ultimately creating a more effective, pleasant workplace for all talent.
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