Over half (52 per cent) of CEOs feel their organisation is falling behind when it comes to diversity in their workforce with 37 per cent of chief HR officers agreeing, according to research from The IN Group.
To rectify this, 76 per cent of executives confirmed they have a diversity and inclusion strategy in place in their approach to hiring technology talent into the business, the research revealed.
However, 38 per cent of companies believe that they are falling behind as a whole for diversity, particularly in the United States, where 48 per cent of companies acknowledge this issue.
This issue of diversity is particularly reflected within technology teams, with a further 38 per cent saying they were falling behind.
Prof Alexeis Garcia Perez, Professor of Digital Business and Society, Aston Business School commented:
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.
Prof Alexeis Garcia Perez, Professor of Digital Business and Society, Aston Business School
According to a report from the BCS, it will take 283 years before women make up an equal share of the tech workforce, assuming the current trends continue without intervention.
Alongside diversity, other top priorities on the boardroom agenda include sustainability, cyber and AI with many companies realigning their strategies in response to these concerns.
Encouragingly, 73 per cent of executives feel their organisations prioritise sustainability as a key factor of their technology strategy, with many looking to reduce carbon emissions to lessen their impact on the environment.
Rich Lewis Jones, CEO, Sigma Labs:
It’s not just about traditional ways to bring people into a business – top performing talent exists throughout society and critically can be catalysed through education, training and belief. Winning this battle means higher loyalty, greater commitment, skill sets you can define, greater team engagement and of course, higher ROI on your talent.
Rich Lewis Jones, CEO, Sigma Labs
To further support diversity within their organisations, companies should develop inclusive hiring practices, including partnerships with diverse educational institutions and blind recruitment techniques to minimise bias. Investing in ongoing diversity and inclusion training for all employees, focusing on unconscious bias and cultural competence, is essential. Additionally, prioritising diversity and inclusion at the highest levels, setting measurable goals, regularly reporting on progress, and allocating resources to these initiatives will foster a more inclusive and dynamic workplace.
Joanne is the editor for Workplace Wellbeing Professional and has a keen interest in promoting the safety and wellbeing of the global workforce. After earning a bachelor's degree in English literature and media studies, she taught English in China and Vietnam for two years. Before joining Work Well Pro, Joanne worked as a marketing coordinator for luxury property, where her responsibilities included blog writing, photography, and video creation.