Break Barriers To Close the IT Talent Gap: 2024 DEI Strategy

DEI efforts in IT are more crucial than ever, bringing attention to equitable recruiting and retention policies.

Dec. 20, 2023 | By Franklin Reed

DEI efforts in IT are more crucial than ever, bringing attention to equitable recruiting and retention policies.

Have you assessed your recruiting and retention efforts to decrease the growing IT talent gap amid rapidly evolving technology, socio-political stressors and economic uncertainty? Organizations can use evidence-based DEI strategies to build attractive career opportunities and improve access to communities typically underrepresented in technology.

Even with affirmative action policies in place, data from the American Sociological Association shows persistent income inequalities in college entrance and degree attainment in the past 20 years. College enrollment declines have accelerated since the pandemic, with first-time enrollment decreasing by 10% and overall enrollment by 2.5%. The recent SCOTUS ruling has the potential to exacerbate those inequalities once implemented.

So as we look ahead to 2024, how do we continue championing diversity efforts and the implementation of effective DEI strategies and bypass potential roadblocks?

• Humanize the interview process.
• Foster a work culture of inclusivity and equity.
• Work with vendors who prioritize DEI.

Employ Diversity and Inclusion Recruitment Strategy Best Practices

The technology landscape is changing rapidly, causing a growing digital skills gap. Yet many companies still use traditional hiring models that overemphasize education rather than skills and capabilities. This limits the pool of those who can apply, often leaving out underrepresented individuals. If we're going to solve the digital talent gap and make progress toward greater diversity, companies need to pivot from that model and adopt a model that promotes workplace DEI to boost business transformation.

• Eliminate artificial barriers. Apply skills-based assessments instead of relying solely on a degree in IT.
• Check your biases. Do your job descriptions include requirements that match the needed skills? For example, if you are looking for an entry-level candidate, the job posting should align with the position.
• Standardize the interview protocol. Ensure that every candidate is allotted the same amount of time for skills assessments, asked the same questions and interviewed by a diverse slate of managers.

Create an Inclusive Workplace Where Everyone Can Thrive

Underrepresented groups in the workplace report a lower sense of belonging compared with majority-represented groups, according to TEKsystems’ Diversity, Equity and Inclusion in IT report. When employees don’t have to practice “covering” (covering is when employees don’t feel that they can be their authentic selves) in their work culture but feel comfortable showing up authentically, they will be more empowered to do their jobs well.

• Evaluate internal systems. Are you engaged in the workplace DEI efforts within your company? Do you know what your employees think about your current diversity strategy? Send an anonymous survey and encourage them to be honest and forthcoming. Use the feedback as a roadmap for positive change within your strategy for managing diversity within your organization.
• Invest in a team dedicated to DEI. Accountability is essential to ensuring intentional, actionable DEI efforts. When we create a work environment where all individuals feel a sense of belonging, regardless of their unique differences or backgrounds, they’ll want to stay. This includes sponsoring employee networks and other retention drivers.
• Lead with proactive outreach and mentorship. Not everyone knows where to find resources, training and guidance. Meet your team members where they are. Leaders can take the reins and initiate discussions to facilitate mentorship opportunities with peers and managers.

Vet Your Vendors

Traditional methods of talent acquisition have often resulted in biased sourcing and hiring. When seeking candidates from diverse backgrounds and those underrepresented in IT, look for vendors who understand that old “vendor neutrality” methods are ineffective and don’t benefit diversity initiatives.

• Be selective. Instead of working with multiple vendors, choose one or two vendors who attract and retain the best qualified talent that reflects the full spectrum of diverse talent available
• Ask questions. Do they have alternatively skilled or nontraditional talent career programs? How about free training programs for individuals who are looking for a career shift or can’t afford a four-year degree?