Diversity and inclusion are critical components of a thriving technology organization. We’ve gathered insights from CEOs and CTOs on the initiatives they’ve implemented, ranging from blind-resume-review processes to overhauling hiring for inclusivity. Discover the top fourteen strategies these leaders are using to foster a more diverse and inclusive environment. How do tech companies promote diversity and inclusion?
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- Implement a Blind-Resume-Review Process
- Establish Underrepresented Groups Mentorship
- Run Quarterly “Allyships” Initiatives
- Launch a Global Mentorship Program
- Educate on Cultural Celebrations
- Revise the Hiring Process for Diversity
- Create a “Voices of Change” Mentorship
- Advocate with a Sponsorship and Career Program
- Provide an Inclusive Communications Guide
- Standardize Design Challenges for Bias Removal
- Focus on Individual Development Needs
- Launch a “Diverse Coders Bootcamp”
- Establish a Cybersecurity Mentorship Program
- Overhaul Hiring for Inclusivity
Implement a Blind-Resume-Review Process
With over 30 years of building diverse teams in healthcare and entertainment, I’ve learned that inclusion fuels innovation. At NOVA INSIGHTS, we implemented a blind-resume-review process for tech roles. This ensures the best talent rises to the top, regardless of background.
This has led to a team rich in varied perspectives, sparking a constant flow of creative solutions that benefit our clients and, ultimately, improve patient care. It’s a win-win for everyone involved.
Howard Rosen, CEO, Nova Insights
Establish Underrepresented Groups Mentorship
One initiative that has proven highly effective in promoting diversity and inclusion within our technology organization is the establishment of a mentorship program focused on under-represented groups in tech.
This mentorship program pairs employees from under-represented backgrounds with experienced mentors who provide guidance, support, and career advice tailored to their unique needs and goals. By fostering these one-on-one relationships, we not only empower individuals to navigate the challenges they may face but also create a culture of support and belonging within our organization.
Additionally, we ensure that our mentorship program is inclusive and accessible to all by actively seeking out mentors from diverse backgrounds and providing training to ensure they are equipped to support mentees from various perspectives and experiences.
By investing in mentorship, we not only foster the growth and development of individuals from under-represented groups but also create a more inclusive and innovative workplace where diverse perspectives are valued and celebrated.
Ritesh Joshi, CTO, Let Set Go
Run Quarterly “Allyships” Initiatives
Every quarter, we run what we call “allyships.” These are awareness and fund-raising initiatives around a topic aimed at promoting inclusivity. We did one last year about hearing loss. As headphone-wearing remote workers, we learned a lot about how to protect our hearing from damage and the impact of hearing loss more widely.
We ran a BSL workshop with a native British Sign Language speaker and had a talk from a hearing protection technology representative. We raised funds for a deaf children’s charity, shared multiple stories and resources on our intranet, and generally tried to shed light on the topic. I know for myself, I am much more conscious of hearing damage and the difficulties faced by those with hearing loss.
Matthew Stibbe, CEO, Articulate Marketing
Launch a Global Mentorship Program
One initiative that I’m particularly proud of implementing to promote diversity and inclusion within my technology organization is the “Global Mentorship Program.” The goal of this program is not just to foster diversity but also to create an environment where inclusivity propels innovation and personal growth.
Here’s how it works: We pair employees across different regions, backgrounds, and levels of experience. This cross-pollination not only helps break down silos within the company but also allows for a diverse range of experiences and perspectives to be shared and valued. For example, a junior developer in Buenos Aires might be paired with a senior marketing strategist in Las Vegas. Each pair meets regularly, sharing knowledge, challenges, and insights from their respective fields and cultural perspectives.
We also focus on supporting underrepresented groups in tech, including women, people of color, and LGBTQ+ individuals, by providing them with mentors who can offer guidance, advocacy, and visibility within the organization. The program includes training for mentors to ensure they are equipped to handle diverse issues sensitively and effectively.
The success of the program is measured not only by the satisfaction and retention rates of the mentees but also by the positive changes in our corporate culture. These changes include an increase in innovative ideas and collaborations across different teams, demonstrating how embracing diversity and inclusion significantly enhances our overall creativity and productivity.
Fernando Polti, CEO, Global Wizards
Educate on Cultural Celebrations
It isn’t enough just to acknowledge cultural celebrations and holidays. It is important to educate colleagues on why and how they are celebrated. DEI practitioners are not always members of the communities that celebrate these special days.
It is important that I always partner with the respective ERG when sending out company-wide messaging around the celebration and holiday. The focus should be on education so that colleagues of those who celebrate understand how to communicate well wishes, how to be respectful of the celebration, and how to support their colleague during the time. This creates a better sense of inclusion, belonging, and understanding.
Tavon Barnswell, Senior DEI Program Manager
Revise the Hiring Process for Diversity
One thing that I have really focused on to make my tech organization more diverse and inclusive is changing up the hiring process. I rewrote our job descriptions to be more welcoming to everyone. I also reached out to different sources to find candidates from diverse backgrounds.
When it comes to interviews, we made sure to have a mix of staff from different backgrounds on the panel. We wanted candidates to see that we value and practice diversity right from the beginning.
But it’s not just about hiring. I am also working on promoting diversity in leadership, keeping open communication channels, and updating our policies to make them as fair as possible. Because when voices are heard, respected, and acted upon, betterment and growth follow.
Brittney Simpson, HR Consultant, Savvy HR Partner
Create a “Voices of Change” Mentorship
At our organization, fostering diversity and inclusion isn’t just a policy—it’s a core part of our ethos, a reflection of the empathy, respect, and unity we strive to embody every day. We understand that innovation thrives in environments where diverse perspectives are embraced, and we’re committed to making our workplace a beacon of inclusivity.
One of the most impactful initiatives we’ve launched is our “Voices of Change” mentorship program. This program pairs seasoned leaders with emerging talent from underrepresented groups within the tech industry, focusing on personal and professional growth. The mentorship goes beyond just career advice—it’s about creating lasting bonds, understanding different life experiences, and building a supportive community within our company.
We also hold regular workshops and seminars that educate and sensitize our team on various aspects of diversity, equity, and inclusion. These sessions are not just informative but are designed to foster empathy, challenge biases, and promote a culture of openness and understanding. We encourage open dialogues where every employee, regardless of their background, can share their experiences and insights, which enrich our company’s culture.
Moreover, our commitment extends to how we recruit and retain talent. We actively seek out diverse candidates and have implemented unbiased hiring practices to ensure fairness in recruitment. We believe that every team member, regardless of their origin, gender, or belief system, brings unique value and perspective that deserve recognition and nurturing.
This commitment to diversity and inclusion is rooted in our belief in loyalty, care, love, and respect for each other as essential human values. These are not just words; they are actions we live by daily. By weaving these values into the fabric of our corporate culture, we are not just building teams; we’re nurturing a family united in its diversity and strengthened by its unity.
Through these efforts, we are not only enhancing our organizational culture but also setting a standard for what a truly inclusive and empathetic workplace looks like. We are proud of the steps we have taken but remain committed to continuous improvement, learning, and growth in diversity and inclusion practices. Our journey is ongoing, and our doors and hearts are always open to new ideas and changes that help us move forward together.
Shehar Yar, CEO, Software House
Advocate with a Sponsorship and Career Program
As a diversity consultant specializing in the technology sector, one effective initiative I often recommend and help implement to promote diversity and inclusion is a Sponsorship and Career Development Program. This program provides tangible support and career advancement opportunities to employees who might otherwise be overlooked due to systemic biases or lack of visibility. Steps include:
Identification of Talent: First, we identify high-potential employees from underrepresented groups, including women, people of color, LGBTQ+ individuals, and people with disabilities. This identification is based on performance metrics and leadership potential, ensuring that the selection process is fair and objective.
Sponsorship Pairing: Unlike traditional mentorship, sponsorship involves pairing identified talents with senior leaders who advise and advocate for their career advancement. Sponsors use their influence to open doors, recommend them for high-visibility projects, and promote their achievements across the organization.
Customized Development Plans: Each participant receives a personalized career development plan. This plan includes targeted training, workshops, and courses to fill skill gaps and enhance their professional profile. It also outlines clear, actionable steps for progression within the company.
Regular Review and Feedback Sessions: To ensure the program’s effectiveness, regular review sessions are held. During these sessions, participants can discuss their progress, challenges, and adjust their development plans. These sessions provide a safe space for feedback.
Visibility and Recognition: A vital component of the program is increasing the visibility of participants’ contributions. This is achieved through internal newsletters, presentations at company meetings, and awards for project achievements, helping to highlight their skills and contributions to a broader audience.
Evaluation and Adaptation: To maintain the program’s effectiveness, it is regularly evaluated through surveys, interviews, and performance data. The insights gained are used to adapt the program to better meet participants’ needs and the organization’s goals.
Implementing such a program enhances diversity and inclusion, drives innovation, and improves retention rates by making the company a more equitable and supportive place for all. This initiative demonstrates a company’s commitment to hiring diverse talent and actively supporting and investing in their growth and success.
Lekeshia Hicks, CEO, Lekeshia Angelique Consulting
Provide an Inclusive Communications Guide
Language leads to behavior. Have an Inclusive Communications Guide as a social agreement of shared respectful language to help bring people along in the work. So many people are afraid of saying the wrong thing, whatever that may be. Equip people to learn, and by an organization having this available for employees and managers, communicators and marketers, the greater the chance to mitigate missteps.
Kim Clark, DEI Communications Speaker and Consultant, Kim Clark Communications, Inc.
Standardize Design Challenges for Bias Removal
Building a diverse design team is crucial for our UI/UX agency. To remove bias, we use standardized design challenges. Everyone is evaluated on their skills, not their background.
We also anonymize applications and focus on portfolios to find talented individuals who can enrich our team, regardless of their history. It’s a continuous effort, but a big step toward a stronger and more inclusive team.
Juan Carlos Munoz, Co-Founder, CC Creative Design
Focus on Individual Development Needs
We’ve gotten out of the label business. Instead of designing leadership programs for specific genders and employee resource groups for individual races or orientations, we focus on individual needs. For example, introverts might need help networking, and the humble may need to learn to better negotiate and promote their wins.
Addressing specific issues that produce tangible learning fosters greater understanding and expedited development. Inclusion has to include everyone. Having a 50-year-old conservative, straight, white male and a 20-something liberal, gay, black woman learn side by side about imposter syndrome not only destroys the delusion of uniqueness but also helps bridge the gap from label to person. And people matter.
Tim Toterhi, CHRO, Plotline Leadership
Launch a “Diverse Coders Bootcamp”
Within the technology-driven environment of our health IT organization, one initiative that particularly stands out in promoting diversity and inclusion is the implementation of a “Diverse Coders Bootcamp.” This program was designed with the dual aim of addressing the tech industry’s talent shortage and promoting diversity within our workforce. From my experience overseeing IT solutions and strategic planning, we tailored the bootcamp to upskill individuals from underrepresented backgrounds in coding, cybersecurity, and cloud computing, equipping them with the necessary skills to thrive in the health IT sector.
Recognizing the barriers that individuals from these backgrounds often face, we partnered with local communities, colleges, and non-profit organizations dedicated to diversity in tech. This approach not only helped us reach potential participants directly but also ensured the program was accessible to those who could benefit most. By providing scholarships and stipends, we removed financial barriers, making it a truly inclusive opportunity. The bootcamp featured hands-on projects, mentorship, and guest lectures from industry leaders, including insights from our strategic work with the U.S. Department of Defense, to give participants a real-world perspective on the impact of their work.
The results were compelling. Graduates from the bootcamp have gone on to join our teams, bringing fresh perspectives that have led to innovations in our projects, such as enhanced cybersecurity measures and more user-friendly mobile health applications. This initiative not only enriched our team’s diversity but also fostered a culture of inclusion and collaboration that amplified our problem-solving capabilities. The success of the ”Diverse Coders Bootcamp” reinforced my belief in the power of diversity and inclusion as engines for innovation and growth in the technology sector.
David Pumphrey, CEO, Riveraxe LLC
Establish a Cybersecurity Mentorship Program
A key initiative we have implemented to promote diversity and inclusion within our technology organization is the establishment of a Mentorship Program designed specifically for under-represented groups in cybersecurity.
This program pairs seasoned professionals with newcomers to the field, focusing on empowering individuals from diverse backgrounds with the tools, knowledge, and networks necessary to thrive in cybersecurity careers. Through this approach, we aim not only to close the skill gap but also to create a more inclusive, supportive community within the tech industry.
Amit Doshi, Founder and CEO, MyTurn
Overhaul Hiring for Inclusivity
Fostering an environment where varied perspectives are celebrated, and everyone feels they belong is crucial for creativity and innovation in technology. Here, I would like to share some of the unique initiatives we’ve implemented to promote diversity and inclusion within our organization.
One significant step we took was to overhaul our hiring process to ensure it is inclusive and unbiased. We implemented software tools that anonymize applications, removing any identifying details that could unconsciously influence hiring decisions. This technology helps us focus purely on the skills and competencies relevant to the job.
Additionally, our HR team has been trained in inclusive recruitment practices to further ensure fairness in our hiring process. This includes workshops on recognizing and mitigating unconscious bias, and how to conduct structured interviews that evaluate candidates based on standardized criteria. This ensures a level playing field, allowing talent from all backgrounds an equal opportunity to join our team.
Alari Aho, CEO and Founder, Toggl Inc
