“Is DEI Going To DIE?”

“Is DEI Going To DIE? Should Leaders Be Concerned With The Backlash Against Diversity, Equity, & Inclusion?“

This was a heading that landed in my inbox, just as I was about to share very similar thoughts with this community! It is a question that has been on my mind as I reflected on the discussions within my network in 2024, and the narratives of articles from Forbes, McKinsey, Gartner, and LinkedIn.

The question was on my mind because the ‘noise’ about diversity seems to have significantly abated this year. A search for recent articles spotlighting diversity in the IT marketplace revealed a noticeable absence, with the most recent pieces dating back to March 2023 and many others back to 2021 and 2022.

This is despite the backdrop of recent legislative changes aimed at rectifying gender pay disparities.

Across the board, via my Peak network of female leaders and my broader technology and business leadership network, there has been a strong shift in focus.

The voice of gender diversity is quietening. Emmbr is here to support Diversity.

LinkedIn Talent Insights

Based on LinkedIn Talent Insights, there are 7,843 people in Australia with these titles: CIO/CTO/Director of IT/Group CIO/CITO, including

• 2.8 years is the average tenure for these roles.
• 750 Changed companies in the past 12 months
• 39 jobs in these title ranges were advertised in the past 12 months – across Australia

Would Gender Diversity Improve If We Selected Leaders On Skills?

Forbes | Would Gender Diversity Improve If We Selected Leaders On Skills?

This Forbes article, reshared in March of this year, questioned whether, irrespective of gender, a more thorough assessment of the skills of all leaders could enhance diversity—an area I've been passionate about for quite some time. This article shared,

• Despite the current enthusiasm around "skills-based" hiring, there’s not much novelty to this idea; it's more like old wine in new bottles.
• 75% of people quit their jobs because of their boss, making incompetent leadership the number one cause of voluntary turnover worldwide.
• We have reliable tools to assess and quantify people’s potential for leadership.
• But, what would happen to gender diversity if leaders were actually appointed based on their talent or skills?

The conclusion - hiring and promoting people into leadership roles because of their skills, especially those central skills that make up the essence of leadership talent and potential, would not just boost gender diversity - it would also upgrade the overall quality, competence, and performance of our leaders.

Standing alone, this point holds significant importance. In today's fiercely competitive landscape for senior and executive leadership positions, it becomes imperative to be intimately acquainted with your strengths, identify areas for skill enhancement, and devise a clear plan to bridge those gaps—all details you can readily communicate.

Where to begin?

Identify your strengths and know your gaps

• Utilise established assessment tools like Myers Briggs, Disc, and Holland Occupational to evaluate your leadership competencies. Consider engaging with a qualified professional to help interpret the results effectively. Additionally, dedicate time to familiarise yourself with general aptitude tests, which can be invaluable in preparation for interviews.
• Seek feedback from trusted sources within your network, including your superiors, subordinates, business collaborators, and partners. Embrace the courage to solicit constructive criticism, as third-party endorsements can significantly bolster your credibility during interviews.
• Addressing Skill Gaps: In today's fiercely competitive landscape, standout candidates demonstrate proactive efforts to bridge their skill deficiencies. Engage in continuous learning opportunities such as specialised courses, mentorship programs, and participation in peer networking groups. Showcasing your commitment to personal and professional development sets you apart as a dynamic and adaptable candidate

How to tell your story – Simplify and Highlight Facts

Whether it's a casual coffee chat or a formal interview, seizing the opportunity to convey your value is crucial. To make the most of these interactions, I suggest creating a concise guide to your strengths that you can easily reference mentally. Ensure it includes key facts, data, and value statements that highlight the tangible benefits you've delivered to businesses. This streamlined approach helps you communicate effectively and leaves a lasting impression on your audience.

How Emmbr can help?

The above highlights two steps from Emmbr's Leadership Solutions comprehensive six-step guide designed to assist senior leaders in navigating career planning. If you're intrigued and seeking further insights, don't hesitate to reach out to us today and explore how we can support your professional journey. #valuediversityofleadership

In summary

Research is demonstrating that hiring and promoting people into leadership roles because of their skills, especially those central skills that make up the essence of leadership talent and potential, would not just boost gender diversity - it would also upgrade the overall quality, competence, and performance of our leaders.

PEAK

The Emmbr Peak community, established to empower female leaders in technology to reach the Peak of their capabilities, will be together again on Tuesday 14th May to learn from each other’s experience and to hear from Kendra Vant who will be leading the conversation about the challenges of AI.

Tales from Tech Titans

Our Tales from Tech Titans podcast series has featured conversations with men and 4 female leaders – so far.

We are keen to hear from you if you are open to sharing your stories as Women in leadership roles in the technology sector – the objective is to inspire other women and to support future value in leadership diversity. A moment to be brave and reach out to find out more!

Interesting read

Mckinsey | How gender diversity affects the European economy

By doubling its share of women, Europe’s tech sector can increase its GDP by 260 to 600 billion euros by 2027. So it’s really a win-win for tech companies, who can eliminate the talent gap by adding 1.6 to 3.9 million additional women workers. There’s also a lot of research indicating that gender-diverse companies and teams outperform their peers by up to 25 per cent.

AFR | Westpac launches back-to-work program to get more women into tech

Westpac has launched a pilot program to help people returning to the workforce after a career break land jobs in tech as part of broader efforts to narrow its gender pay gap and improve the diversity of its technology workforce.

Written by Christine Hubble