52% of CEOs feel their organisation is falling behind when it comes to diversity.

Diversity has finally made its way to the boardroom as top priority on the agenda. And it’s made quite the entrance.

According to the latest BCS Diversity Report 2023, it’ll take 283 years before women finally make up an equal share of the tech workforce. Assuming that the current trends continue without intervention, that is. 

If that statistic wasn’t shocking enough, female representation remains well below the level observed within the workforce as a whole (48%). 

So what can you do as a business to help close this disparity? Why is it important for you to address it? How can you lead by example from the board room? 

Here’s how. 

The state of diversity in tech in the UK

If the statistics earlier threw you off. Brace yourself. According to research from The IN Group, over 52% of CEOs feel that their organisation is falling behind when it comes to diversity in their workforce in the UK. With only 37% of chief HR officers sharing this sentiment. 

Prof Alexeis Garcia Perez, Professor of Digital Business and Society, Aston Business School suggests that:

“Despite successes in strategy implementation for tech talent recruitment, there remains a notable percentage of executives who believe their companies are falling behind in fostering a diverse workforce. This disconnect points to the complexities of implementing effective diversity and inclusion policies and the need for more focused efforts in this area.”

What about the US?

Across the pond, the US Equal Employment Opportunity Commission reports that the tech sector is currently made up of 64% men and 36% women. 

In terms of seniority: of those figures, in the Executives category in high tech, roughly 80%  are men and 20% are women. Diverse groups at the top level are represented at lower rates with African Americans at 2 to 5.3%, Hispanics at 3.1 to 5.3%, and Asian Americans at 10.6 to 19.5%. 

Why is there a lack of diversity in tech?

Some cite the ‘pipeline problem’ as the main culprit – where due to disparities in access to education and opportunities, there isn’t enough qualified diverse talent available to hire. Others believe that it is the lack of unconscious bias when it comes to the hiring process in tech itself. 

In her interview with Wired Magazine, June Angelides, Founder of Mums in Tech, and one of a handful of black women in venture capital suggests that the tech industry has a diversity problem because “You can’t be what you can’t see.” Which is why having access to mentors is important to help break this glass barrier. 

What does diversity look like in other industries?

Wondering how other industries are fairing in comparison to tech? 

When it comes to IT specialists in the UK, the construction sector had the worst gender balance where just 12% were women. Representation was highest in the public sector at 27%, followed closely by distribution, hotels, restaurants at 25% and manufacturing at 24%.

What can boards do to lead by example?

Lenna Lou, Founder of The L Factor, Non Executive Director of Enterprise Enfield, and Chair of the Global Chambers London board suggests that more needs to be done in the boardroom to lead by example. She believes that:

“Diversity should start from the top. Boards need to review their hiring practices as well in order to make sure the right people are involved in these important conversations.”

She suggests starting by reviewing your application including years of experience required and the type of questions asked throughout the process – and to consider a potential Non-Executive Directors potential rather than existing skillset. 

Further reading 

BCS Diversity Report 2023: Women in IT 

Diversity in High Tech Report by the US Equal Employment Opportunity Commission

Wired Insider: The tech industry has a diversity problem. Now what?