With the tech sector missing out on much-needed diverse talent, in the workplace, Tom Seymour, senior director, HR, at Wiley Edge says it’s time that businesses put effective strategies in place.
“The tech industry has long struggled with a lack of diversity, and this TUC research really highlights that it’s not enough to attract and hire candidates from a broader talent pool. If we are to make any meaningful, long-term change when it comes to diversity in tech, businesses must also have effective strategies in place to retain employees from all backgrounds,” he adds.
“A business’s culture and values should be very clear to all its employees, and it’s vital that those in senior leadership positions consistently publicly embody those values. Managers must act quickly and decisively when they witness inappropriate behaviour or an incident is flagged to them in order to instill confidence in their team that any issues will be dealt with effectively.”
Employee Resource Groups
More than one in four (27%) BME people told the TUC they experienced racist jokes or “banter” at work. Only 19% of those who had experienced harassment had reported it to their employer – almost half of those surveyed feared their complaint would not be taken seriously.
Seymour says Employee Resource Groups (ERGs) can be a great way to give employees from all backgrounds a safe space at work, and help businesses to foster a diverse, inclusive workplace.
“They are usually led and sustained by employees who share a share an affinity, whether it’s gender, ethnicity, religious affiliation, lifestyle, or interest, and exist to provide support for personal and/or career development. However, our research shows only 26% of businesses currently have ERGs, suggesting many DE&I strategies could use some more attention,” he explains.
Exit interviews
Seymour highlighted the importance of exit interviews and that they form a crucial part of any good offboarding strategy.
“If an employee has decided to leave as a result of experiencing racism in the workplace, they need to be given the opportunity to discuss their feelings and experiences with the appropriate person – whether HR or senior management – and that feedback should be evaluated and acted upon where possible to prevent reoccurring issues.”
Wiley Edge is a talent and reskill training partner for public and private organisations across the globe.
“The digital skills shortage is a huge problem for many businesses, which can be tackled by tapping into a wider pool of talent. However, if they fail to ensure the right culture and support is in place, employers will find themselves not only struggling with costly high employee turnover but missing out on the invaluable breadth of insights offered by a more diverse workforce,” Seymour concludes.
TUC’s research was carried out by Number Cruncher Politics for the union body’s Anti-Racism Taskforce.
