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What strategies can you use to build diverse and inclusive technical teams?

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Diversity and inclusion are not only ethical and social goals, but also business imperatives for technical teams. Research shows that diverse and inclusive teams are more creative, productive, and innovative than homogeneous ones. However, building such teams is not easy, especially in the information technology (IT) sector, which has historically been dominated by white, male, and Western perspectives. In this article, you will learn some strategies that can help you attract, retain, and empower diverse and inclusive technical teams in the IT field.

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Asha Kanta Sharma

Assistant Manager - Finance & Accounts Decimal Technologies | Fintech | Financial Accounting
Ibrahim Shah

CEO | Ezitech Institute | Director at Eziline Software House | Leadership & IT Consultant | Agile Project Management |…

1 Define diversity and inclusion

Before you can implement any strategy, you need to have a clear and shared understanding of what diversity and inclusion mean for your technical team. Diversity refers to the representation of different identities, backgrounds, experiences, and perspectives among your team members. Inclusion refers to the extent to which your team members feel valued, respected, and supported by their colleagues and leaders. Diversity and inclusion are not the same thing, and you need to address both aspects to create a positive and productive team culture.

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Asha Kanta Sharma

Assistant Manager - Finance & Accounts Decimal Technologies | Fintech | Financial Accounting
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To create a diverse technical team, organizations should demonstrate commitment, implement inclusive recruitment practices, promote a bias-free interview process, support inclusive onboarding, and establish Employee Resource Groups. Continuous education on diversity, flexible work arrangements, cultural competence training, open communication, fair compensation, and recognition of diversity are also crucial. Regular pay equity audits, open reporting mechanisms, and promoting diversity in software development practices are also essential for fostering inclusivity.

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Ibrahim Shah

CEO | Ezitech Institute | Director at Eziline Software House | Leadership & IT Consultant | Agile Project Management | Tech Visionary
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Organizations could show their commitment to diversity by establishing Employee Resource Groups, promoting a bias-free interview process, using inclusive recruiting strategies, and supporting inclusive onboarding in order to build a diverse technical workforce. Other essentials include open communication, equitable remuneration, cultural competency training, flexible work schedules, ongoing diversity education, and diversity recognition. Promoting diversity in software development techniques, conducting regular pay equity audits, and having transparent reporting procedures are all crucial for cultivating inclusion.

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2 Expand your talent pool

One of the main challenges of building diverse and inclusive technical teams is finding and hiring qualified candidates from underrepresented groups. To overcome this challenge, you need to expand your talent pool by reaching out to different sources, platforms, and networks. For example, you can partner with organizations, communities, and events that support women, people of color, LGBTQ+, people with disabilities, and other marginalized groups in the IT sector. You can also use online platforms, such as social media, blogs, podcasts, and forums, to showcase your team's work, values, and culture, and attract potential candidates who share your vision.

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3 Review your hiring practices

Another challenge of building diverse and inclusive technical teams is ensuring that your hiring practices are fair, transparent, and unbiased. To achieve this, you need to review your hiring processes, tools, and criteria, and eliminate any potential barriers or biases that could discourage or exclude diverse candidates. For example, you can use standardized and structured interviews, assessments, and feedback methods, to reduce the influence of subjective opinions and stereotypes. You can also use inclusive and neutral language, images, and symbols in your job descriptions, advertisements, and communications, to appeal to a wider range of applicants.

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4 Foster a culture of belonging

Hiring diverse candidates is not enough to build diverse and inclusive technical teams. You also need to foster a culture of belonging, where your team members feel comfortable, confident, and engaged in their work environment. To achieve this, you need to promote a culture of respect, trust, and collaboration, where your team members can express their opinions, ideas, and concerns without fear of judgment or retaliation. You also need to provide opportunities for learning, growth, and recognition, where your team members can develop their skills, advance their careers, and celebrate their achievements.

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5 Encourage diverse perspectives

One of the main benefits of having diverse and inclusive technical teams is that they can offer diverse perspectives, insights, and solutions to complex and novel problems. To leverage this benefit, you need to encourage your team members to share their perspectives, listen to each other, and learn from each other. You also need to involve your team members in decision-making processes, and solicit their feedback and input on various aspects of your projects, products, and services. By doing this, you can foster a sense of ownership, empowerment, and innovation among your team members.

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Vishal Adsule

Manager Cybersecurity | IT Security | CEH | ISO 27001:2022 | SC-200 | CCNA | ITIL | MCTS | 20+ Years |
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Establish a Diverse Recruitment Strategy, expand recruiting efforts to attract Candidates from diverse background. Utilize diverse job boards, attend events targeting underrepresented groups, and ensure Inclusive language in job description.

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6 Address issues and challenges

Building diverse and inclusive technical teams is not a one-time effort, but a continuous and dynamic process. You need to monitor, measure, and evaluate your team's performance, satisfaction, and retention, and identify any issues and challenges that could affect your team's diversity and inclusion. You also need to address these issues and challenges promptly, effectively, and respectfully, and seek solutions that are fair, equitable, and inclusive. By doing this, you can demonstrate your commitment, accountability, and leadership in building diverse and inclusive technical teams.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Vishal Adsule

Manager Cybersecurity | IT Security | CEH | ISO 27001:2022 | SC-200 | CCNA | ITIL | MCTS | 20+ Years |
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Leadership commitment, Leadership buy-in is crucial. Leaders should actively support and champion diversity initiatives, set the tone for Inclusive behaviors, and hold others accountable for promoting diversity and inclusion.

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Garrison Stribling

Digital Workplace Management System Administrator
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Incorporate mentorship and sponsorship programs into your team's structure. Mentorship provides guidance and support to individuals from underrepresented groups, aiding in skill development and career advancement. Sponsorship involves influential leaders advocating for diverse talent, opening doors to opportunities and visibility within the organization. These programs foster a culture of support and investment in diverse team members, driving retention and promoting inclusivity at all levels of the organization.

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What strategies can you use to build diverse and inclusive technical teams?

1

2

3

4

5

6

7

1 Define diversity and inclusion

2 Expand your talent pool

3 Review your hiring practices

4 Foster a culture of belonging

5 Encourage diverse perspectives

6 Address issues and challenges

7 Here’s what else to consider

Information Technology

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What strategies can you use to build diverse and inclusive technical teams?

1

2

3

4

5

6

7

1 Define diversity and inclusion

2 Expand your talent pool

3 Review your hiring practices

4 Foster a culture of belonging

5 Encourage diverse perspectives

6 Address issues and challenges

7 Here’s what else to consider

Information Technology

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