Companies know the importance of diversity. In fact, Workforce Management estimates that collectively, companies are spending billions on diversity and inclusion efforts. Yet, 68% of business leaders report a lack of diversity in their tech workforce. How do we fix that?
In this episode of This Is Recruiting, we called in Patricia Gatlin, DEI Activist and Curator of #BlackLinkedIn to give us tips on how to make your tech workforce diverse and powerful.
If you would like to watch the full video > YOUTUBE
1. Can you tell us a bit about the current status of diversity in tech roles - racial diversity and the gender gap
- Women 20%
- Black and brown 40%
White workers make up a whopping 62% of the high-tech industry,
Asian employees make up 20%,
Hispanic and Latino workers account for 8%,
Black employees make up 7%.
2. How do we get the entire company—including our leadership team—on board with DEI initiatives?
Every department has KPIs (key points of interest) so you can get to the OKR (objects, key points, and results). You have to focus on what diversity looks like in that specific department, for example:
DEI in employee relations is not going to look the same as DEI in the C-Suite or let's just say (Operations).
I hate to say but DEI has to be about the dollars for some people to really get it. If we position DEI only as charitable idea then people will think DEI is an affirmative action hand out. It's not. We have to therefore do more undoing of that type of thinking. When it's built into the business models there's nothing to really debate. That's why it's important that Start-Ups consider this early in the infancy stages so they don't have the challenges of some companies who are 50+ years in.
3.What would you say is the most difficult part of implementing a DEI program for tech hiring?
For a truly diverse and inclusive onboarding experience, a comprehensive system must be in place to support candidates as they integrate into both the company and their respective teams.
One of the key challenges in building a diverse workforce is sourcing a high volume of qualified candidates. In some industries, the available talent pool is limited, and the pipeline of diverse candidates can be even smaller.
Additionally, it is essential that search committees undergo diversity training before making hiring decisions. This ensures a more equitable and informed selection process.
Hiring timelines remain one of the biggest challenges in technical recruiting—and hiring in general. The cost of interviewing a single candidate can reach approximately $4,000, while candidates themselves may incur expenses amounting to half of that. While virtual interviews have helped mitigate some of these costs, final-round interviews often require travel, making the process expensive.
Another barrier to equitable hiring is nepotism—the practice of favoring relatives or close connections in recruitment. Gatekeeping within industries further exacerbates this issue, limiting access to opportunities for underrepresented talent.
To address these challenges, it is crucial to build regional talent pipelines. If we consider coding as a language—one with multiple dialects—then we must acknowledge the importance of early exposure. Research indicates that the ability to acquire new grammatical structures is strongest until the age of 18, with a significant decline afterward. To achieve full fluency, learning should ideally begin before the age of 10. Investing in early education and skill development will help create a more diverse and sustainable talent pipeline for the future.
4. What are some creative ways to proactively source tech candidates from underrepresented communities?
Effective community outreach requires consistent, on-the-ground engagement and the proactive sharing of resources—not just during recruitment cycles, but as an ongoing commitment.
It is essential to meet talent where they are, rather than only engaging when there is a hiring goal to meet. Hiring managers, recruiters, and sourcers should be visible, active, and trusted members of the communities they seek to support long before recruitment efforts begin. Building relationships in advance leads to stronger, more meaningful connections—resulting in warm leads rather than cold outreach.
Personally, I prioritize attending industry events such as Latinos in Tech conferences, Asian community gatherings, and Black career summits. Equally important is engagement at the high school and community college level, where I openly share my career journey and offer transparent insights. When working with communities whose language or culture I may not fully understand, I ensure that I bring along someone who does, fostering authentic and respectful connections.
5. Can you give an example on how to “bake” diversity into a technical job description?
Language & Communication
Men and women often have different communication styles. Research suggests that concise, direct writing is often perceived as more aligned with male communication patterns. To foster inclusivity, job descriptions and recruitment materials should use gender-neutral language when describing roles and responsibilities. Additionally, providing clear, quantifiable expectations for job duties ensures transparency and fairness in the hiring process.
Timeframe & Hiring Process Transparency
Candidates benefit from knowing the anticipated hiring timeline, including interview rounds, review periods, and final selection dates. Given that the cost of interviewing a single candidate can exceed $4,000—and that candidates also incur significant expenses—it is critical to be mindful of scheduling, efficiency, and communication throughout the process.
Remote & Hybrid Work Considerations
Organizations must make informed decisions about whether a role can be fully remote rather than defaulting to a hybrid model. Remote work is not just beneficial for parents of young children or individuals with disabilities—it can broaden the talent pool, enhance work-life balance, and improve retention.
Salary Transparency & Compensation Fairness
Disclosing salary ranges upfront is essential, as compensation is a key factor in career decisions. Additionally, hiring teams should critically assess which qualifications—such as degrees or certifications—are truly necessary for a role. If a position requires an advanced degree, such as a Master’s, it should offer compensation that reflects the value of that credential. A salary of at least $65,000 should be a baseline for roles requiring such qualifications.
LinkedIn | Youtube | Instagram | #BlackLinkedin
0 Comments