Essay Example on Tech Industry Diversity: Employer Perceptions, Stereotypes & Unfavourable Climate

Introduction

Employer perceptions and stereotypes, and unfavorable diversity climate are the major issues affecting the management of diversity in technology companies. Diversity in the technology industry is very crucial in maintaining the profitability of the firm and ensuring the company’s success. However, the reality is that technology companies are the most affected by the lack of diversity in their workforce. The workforce in technology companies mainly comprises of a majority male population and is dominated by the white and the Asian people. For example, in google, 70 percent of its workers were male, leaving a mere 30 percent for the females. When it comes to ethnicity, white people commanded the workforce in technology companies with 71 percent, followed by the Asians who controlled 30 percent of the total workforce. The black and Hispanic populations were the ones affected most, with each comprising of 7 and 11 percentages, respectively. Compared to the workforce in other industries, women fairway better than they do in the technology industry. Key players in the technology industry have to genuinely take up the responsibility of diversifying the workforce free from any perceptions and unconscious biases.

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Whereas technological companies have tried to improve diversity in their companies by applying methods, the issue is still far from finding a permanent solution. Setting targets of the number of employees to be hired based on gender bases or race will appear as a form of favor to the party that is not favored by that policy. For example, technology companies have, in the past, developed strategies that require them not only to hire more women but also people from the black community and Hispanics. Although they set these goals, the hiring managers do not follow the policies set and end up hiring male personnel from the white and Asian populations. The reason why the managers continue to employ the same people is that they believe that the marginalized parties are not as qualified as the rest (Beasley, 2017).

Factors Affecting the Management of Diversity in Technology Companies

Managers play a significant role in the process of diversification in workplaces because they are the ones who hire employees. As much as they make policies and regulations that are intended to promote the hiring of the minority parties, they are part of the reason why the minority group is not employed. That is because even after deciding on the policies that are meant to improve diversity in the workforce, they still do not hire most of the minorities as required in their plans. Instead, they turn the blame on the pipeline system.

Should the pipeline system be blamed for the lack of diversity in the technology industry? As much as the pipeline system may play a part in the diversity of technology companies, it is not the primary cause of the inequality in the workforce of technology companies. Technology companies blame the pipeline system because of the stereotype that girls tend to major in humanities subjects rather than majoring in STEM subjects (science, technology, engineering, and math). Therefore, according to the stereotype, STEM subjects are done mainly by boys. As a result, the workforce is in the technology industry is composed of male employees. However, according to Beasley, out of 16.9 percent of people of color with a bachelor’s degree in California, only 6 percent of them work in Silicon Valley (2017). The report also indicates that the number of foreigners working in Silicon Valley is about four times that of the local people of color. Thus, the majority of the Hispanic and black people in the technology industry are no employed, yet they are qualified.

Contrary to the belief that girls major in humanities subjects, out of the total number of graduates in computer science and engineering, almost half of them are female (Stern & Henderson, 2004). Additionally, most of the graduates of color who end up unemployed are not absorbed in the workforce. With these facts, it is clear that the pipeline system is not the actual cause of the problem of diversity in technology companies. Stereotypes about technological work belonging to women is a leading reason why technology companies are not hiring them. These stereotypes blur the judgments of managers hiring employees to the extent that they do not follow the policies, and directives meant to increase diversity in their companies. Yet they are the ones who come up with the guidelines.

Whereas getting employment as a person of color or a woman in the tech industry is hard, it is even harder to work there. That is because the minority who manage to get employed in the industry end up getting frustrated and leaving their jobs. The high employee turnover rate of the minority is because of the unfavorable diversity climate in the work areas. These groups’ interests are not represented appropriately due to inequality. For example, in some cases a company’s schedule do not favor women. Only 16 percent of women working in tech companies have executive positions (Diversity in the Information Technology Workforce, 2018/09). As a result of underrepresentation, women and minority groups are more likely to leave their job in technology companies compared to men and the rest of the workforce. Also, the working environment in technology companies is generally discriminative to women, the African American people, and Hispanics.

Possible Solutions to Promote Diversity in Technology Companies

Diversifying the workforce will have numerous advantages to a company. For example, it will increase creativity, motivation to work, and the company will have a more significant market share. Therefore, it is recommended that technology companies follow the pace set in other industries by allowing more diversification. Accordingly, technology companies can prioritize hiring their workforce based on their merit and the companies’ goals. Managers should be careful not to be biased to possible employees before hiring them and to the employees that they have already hired. Technology companies can also hire specialists whose work will involve dealing with the diversity of the firm (Lin & Chen, 2012). The specialist will be accountable for issues relating to diversity and work ethics. They will also make sure that the rights of the minority are upheld on equal measures.

It is also essential for managers to encourage teamwork and cohesion in workplaces as a method of making the working environments favorable for everyone. Technology companies can also come up with strategies that promote diversity in the workforce. The policy should have proper plans that push the organization towards achieving the goals set on diversity (Stern & Henderson, 2004). On top of these, companies should assess their progress in promoting diversity; thus, they will be more informed on the changes that are effective and what needs more improvement.

Conclusion

Diversity is very crucial in maintaining the profitability of the firm and ensuring the company’s success. Employee perceptions and stereotypes hinder the managers from hiring their employees based on their qualifications. As a result, it hampers diversification in companies. Employees also need a favorable diversity climate to reduce turnover rates, mostly by the minority groups. Therefore, it is the responsibility of managers to make sure that perceptions or stereotypes do not cloud their decisions in the firms. Instead, they should judge their employees based on merits. Managers should also encourage cohesion between the employees to reduce high turnover rates and encourage teamwork.

References

Beasley, M. (2017). Race and Ethnicity: There Is a Supply of Diverse Workers in Tech, So Why Is Silicon Valley So Lacking in Diversity, Center for American Progress. Retrieved from https://www.americanprogress.org/issues/race/reports/2017/03/29/429424/supply-diverse-workers-tech-silicon-valley-lacking-diversity/

Diversity in the Information Technology Workforce. (2018/09). DBP Research Request: Capgemini. Retrieved from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwikk4rw_qrqAhV55eAKHQKCAuwQFjANegQIBhAB&url=https%3A%2F%2Fwww.diversitybestpractices.com%2Fsites%2Fdiversitybestpractices.com%2Ffiles%2Fattachments%2F2018%2F09%2Fwomen_in_tech_report-converted.pdf&usg=AOvVaw1CtR4QZM07yMqLCmUQixqa

Lin, J., & Chen, X., (2012). Technology Diversification Analysis of the Top Ten Companies of ICT Field in China. International Journal on Advances in Information Sciences and Service Sciences. 4. 431-440. 10.4156/aiss.vol4.issue14.53. Retrieved from https://www.researchgate.net/publication/276003567_Technology_Diversification_Analysis_of_The_Top_Ten_Companies_of_ICT_Field_in_China

Stern, I., & Henderson, A. (2004). Withinbusiness diversification in technologyintensive industries. Strategic Management Journal. 25. 487 - 505. 10.1002/smj.400. Retrieved from https://www.researchgate.net/publication/229897120_Within-business_diversification_in_technology-intensive_industries