Diversity and Inclusion in Tech: How to Create an Inclusive Tech Culture

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Sometimes I say I lived through the “good times” of technology: when companies and teams openly championed diversity, equity and inclusion (DEI). Or at least that’s what they claimed.

At that time, it was heartening to see more people from historically excluded groups enter and stay in the industry. It felt like a shift was happening: diverse teams were forming, working together, and asking tough questions.

Start by asking the tough questions

The biggest change I noticed was in the type of questions being raised – ones that no one had really addressed before or even considered. Questions to which there were no simple answers.

We were faced with complex challenges, things that no one had ever thought to solve, and we had to accept that these problems could not be solved by a one-size-fits-all solution. Leadership roles have traditionally been dominated by men, a reflection of the patriarchal society we live in across the world.

According to recent estimates, it will be necessary over 130 years old achieve global gender parity at the current rate of progress.

This statistic highlights the need for immediate, transformative action to close the gender gap in leadership and beyond. At the same time, it is important to recognize that we will not solve our diversity problem in a year.

We can ask thoughtful questions to shine a light on complex challenges, issues that might have previously been overlooked.

As an IC (Individual Contributor), you have the power to raise these issues. In doing so, you help foster a deeper understanding of the obstacles encountered and encourage brainstorming for new solutions.

For example, if someone says they couldn’t hire someone from an underrepresented group, you might ask, “What specific outreach strategies have we tried and were they effective in reaching candidates?” diversified?

Or if you’re discussing why there are a low percentage of women or people of color in the company, you might ask, “What support systems do we have in place so diverse talent can thrive?” flourish here?

These moments can be more than just questions: they are opportunities to reevaluate existing approaches and explore innovative ways to address these challenges. We can turn these uncomfortable moments into brainstorming and problem solving.

More than just numbers

When we talk about diversity and inclusion, it’s easy to get lost in the metrics. But true diversity isn’t just about numbers on a spreadsheet, and inclusion isn’t about checking the right boxes. It’s about much more than that.

There’s a quote I love: “Diversity is invited to the party, inclusion is invited to dance, and belonging is dancing like no one is watching.” »

It captures the essence of what we should aspire to be: a space where people can not only participate, but also feel so comfortable that they can fully be themselves.

Building truly inclusive teams

I have always been passionate about building teams accessible and inclusiveboth in the way we recruit and in the way we operate internally.

Accessibility goes beyond external recruiting practices: it’s about creating an environment in which everyone feels like they belong, whether they’re introverted or extroverted, person of color or neurodivergent.

Our goal should be to create an environment that is welcoming to everyone, not just the “extroverted white tech bro” stereotype.

Concrete strategies for inclusion

1. Make room for multiple voices.

A crucial thing to foster inclusion is to give quieter voices a chance to be heard. Often in larger meetings, people who tend to stay silent unless invited face an even greater obstacle when it comes to presenting their ideas.

Imagine you’re in a large meeting where the team is discussing new ideas, and there is a team member who is generally quiet but always offers thoughtful ideas one-on-one. They do not naturally intervene in group discussions and, as a result, their ideas often go unheeded.

This person speaks English as a second language and you understand how difficult it can be to brainstorm ideas with the management team.

I remember when I had just moved to the United States and the time I spent wondering if the person I was communicating with actually understood me and my accent.

You might not want to embarrass this person, but if you remember something they mentioned during your one-on-one meeting, you might say, for example, “This topic is great because I had an in-depth discussion about it with Samantha, where she presented some very good arguments. Samantha, remember when we discussed your ideas on how to better prioritize our backlog, and you mentioned this new tool you’re testing? »

2. Check in with your team.

This is why it is so important to set dynamic agendas and actively reach out to team members. Call on them to contribute ideas, but also allow them to pass if they don’t have something to add at the moment.

This creates a space where every type of voice has the opportunity to be heardbut no one feels under pressure.

3. Expand your talent network.

Another strategy is to expand your hiring practices. Encourage your teams to share job postings with their communities and look in places you wouldn’t normally look.

For example, companies typically share their job openings in their newsletters and on LinkedIn. You can take advantage of these openings and share them with the community and groups you are a part of. Or, if you have someone in mind, you can share the job opportunity with them directly.

Through this, you help to expand the reach of these job offers that sometimes are not accessible to the communities and people you know.

4. Connect with relevant nonprofits.

How about collaborating with nonprofits that empower minority groups in tech? Not only can these organizations help you attract more diverse candidates into your pipeline, but they can also help you address your own blind spots as a leader.

Inclusion is not just about solving diversity issues; it’s about making room for different personalities, languages ​​and cultures.

And no, this is not something that will be “fixed” overnight. Remember that we face complex and nuanced issues that require a collective effort. But all this work is worth it, because we know that diverse teams produce better results and create better products.

Resources to Keep in Mind

Latinx in the Power Podcast: This podcast interviews people of Latin and Caribbean descent, with the aim of demystifying technology through storytelling. Hearing stories and lessons from industry leaders can not only inspire, but also create significant changes in your career.
Techqueria: Be part of the world’s largest community of Latino tech professionals, learn and be inspired by them.
Latinas in tech: I love this community and this is how I found other Latinas who work in tech, I highly encourage you to be part of this community.
Diversity, Equity, and Inclusion Survey Questions to Ask Your Employees: Take a look at this list of 24 survey questions focused on diversity, equity, inclusion, and employee belonging.
Company values: 60+ Core Company Values ​​That Will Shape Your Culture and Inspire Your Employees

The Real Work Behind Diversity and Inclusion in Tech

We need to go beyond just talking about DEI in technology. It’s time to take meaningful, tangible action.

By welcoming diversity not only in terms of race, gender or ethnicity, but also in terms of personality, background and perspective, we can create more dynamic, creative and effective teams.

As we all know at this point, this doesn’t just benefit individuals; it benefits the entire organization.