Building a Better Tech Culture: Why Diverse Talent Leaves & What We Can Do
Getting a more diverse mix of people into tech is one challenge. Keeping them in the industry is another altogether. The evidence suggests that culture, is a key factor in this.
In the USA only 38% of women who graduated in tech actually work in the field and more than half exit by the midpoint of their career.
Autistic individuals are often drawn to tech, as many autistic traits lend themselves to the work. But only 22% of Autistic People are in paid work. The odds are only slightly better for other disabled individuals, with approximately 50% in work.
A major study into why people leave tech found that;
- 24% of LGBTQIA+ individuals cited experiencing public humiliation and embarrassment
- 40% of the men of colour studied left tech because of the perceived unfairness of the system.
- 62% all employees surveyed would have stayed, if their company had taken steps to create a more positive and respectful work environment.
There can be no doubt that tech remains exclusionary, and we are haemorrhaging talent. But why, and what can we do about it?
From One Perspective
I can only speak from my own experience as an Autistic man, but I have seen patterns in the industry, and the research suggests these challenges are in no way unique to me.
I have found tech culture, but dev culture in particular, can be toxic. Many practitioners are completely blind to it. In fact, one study found only 29% of men view gender discrimination as a major problem.
As an industry, I believe we have created a culture of shame. Don’t believe me? Consider Cunningham’s law; which suggests the best way to get the right answer, is to let someone correct you.
Or perhaps listen in to a developer who has just inherited a codebase. You will likely hear
- ‘Who the hell wrote this’
- 'This needs rewriting completely’
Even when the code meets all agreed-upon metrics and passes every automated test, there will always be someone eager to tell you how you should have done it differently.
Code reviews, while essentially, are also a major source of bias. Repeated studies have shown that Race, Ethnicity, Gender & Age can factor in to how tough code reviews are for an individual.
I remember visiting a large travel aggregation company while studying a short course with UCL circa 2012. Everybody in the product team was expected to come up with new ideas for the service every week; the worst ideas were displayed on the “wall of shame”.
Nothing about this shame-driven environment helps with inclusivity.
For me, and many other neurodiverse individuals I have spoken to, the early years in tech are particularly difficult. The research suggests that other marginalised groups face similar barriers, but experience them in different ways.
I would go as far to say that anyone who struggles to be proud of who they are because society has taught them who they are is wrong, is going to struggle.
Survival in tech often means enduring hostility while pretending it doesn’t exist.
There is only so long any individual can live in this environment.
The Counterargument
Now, many opponents of what I have just said may say that tech is a meritocracy; I would say to them, they are clearly people who have never been excluded for their intrinsic characteristics.
Even at the hiring stage, white names get more callbacks for tech roles and when ensconced in your role, race and gender will affect the support and advice that you get.
The toxic aspects of the culture I have described may affect everyone, not just the marginalised groups. But the data shows that marginalised groups face it disproportionately.
While DEI programmes exist; they often fail. In part because they fail to consider the differing needs of different subsets of diversity, and in part because they often exist as lip service only.
The fact that big tech are now withdrawing DEI initiatives, would suggest they were probably not that invested in them in the first place.
This isn’t just about fairness; it's a business win
Turnover due to unfair treatment is estimated to be a $16 billion dollar a year problem, in the USA alone.
Diverse teams, make better, more innovative products, that better serve the needs of many. Leading to products with wider reach.
We have a dearth of talent in tech. The current levels of exclusion mean you can dramatically increase your potential talent pipeline if you get this right.
Furthermore, Forbes report that diversity can improve the financial performance of companies.
This is a win, no matter how you justify it. Unless, of course, your goal is actually just to exclude people that don't look and think like you.
So how do we fix culture?
Acceptance Of The Problem
First, we need more people to genuinely acknowledge there is a problem here, and want to fix it; because fundamentally it’s the right thing to do.
Without this acceptance, a willingness to change and an appetite for action. Not much can change.
As it stands, 4/5 men think women are treated equally in tech.
In the face of overwhelming evidence, if that is the prevailing opinion, the mind fairly boggles to what those surveyed must think about racial, disabled and neurodiverse representation.
For this reason, we need to keep raising awareness and making noise. Just because discrimination is outside somebodies own field of perception; does not mean it does not exist.
Move Beyond Performative DEI
Many companies claim to care about DEI. Particularly, when <insert-protected-characteristic-here> day rolls around each year. But fail to live up to how they portray themselves.
Yes, they might hire a consultant, make some nice social media posts, or hold a workshop. But the efforts are often shallow and short-lived. Consider the number of companies who post about International Women's Day, while having huge pay gaps in their organisation.
The result is that underrepresented employees are left to navigate exclusionary landscapes alone, until a high-profile scandal forces action on behalf of the employer. By which point trust has been eroded and damage has been done.
Companies must do more than define their culture; they must live it.
DEI initiatives must be backed by sustained commitment from leadership. Companies must recognise the microaggressions and systematic barriers that their employees face and work to dismantle them.
Recognise There Is No One Size Fits All DEI Policy
While broad initiatives can help make tech more inclusive for all, it is also essential to recognise different marginalised groups experience the culture differently.
For example, a woman may face gender discrimination, whereas a neurodiverse individual may have trouble with the unwritten rules of the workplace. Somebody who exists at the intersection of multiple identities, say an autistic woman of colour, will face unique challenges that require specific solutions.
Before taking action, companies must seek real understanding of the unique challenges faced by different groups, rather than just checking boxes on a DEI checklist.
Listen To Your Staff & Act
Listen to your employees. Not just through anonymous surveys, but by creating a culture where people can talk openly about their experiences.
External Consultants and DEI organisations often provide meaningful guidance, but they don't speak for everyone. For example, some charities promote 'neurodiversity' as a superpower; a framing that many neurodiverse individuals find dismissive and inaccurate.
Further Reading On Improving Your Culture
If you are looking for concrete steps on how to foster inclusivity in tech.
- Project Include; it offers comprehensive guidelines, and a deep dive on how to build a more diverse, fair and supportive industry business. The advice provided is applicable to a wide range of marginalised groups in tech
If you are looking for Organisations that represent specific groups under the umbrella of DEI. You might consider checking out these groups
Change is possible, but only if we stop excusing the culture and actively trying to change it.
