Making an Impact to Diversity, Equity and Inclusion as Gen Z

Introduction

As I embarked on my journey in the tech world at the age of 19, I quickly realized that I was often the youngest person in the room. My career started at a fintech company in Atlanta, Georgia, where I navigated the intricacies of the industry. However, being a young professional came with its own set of challenges. I felt like an outlier, and my voice, especially on matters of diversity, equity, and inclusion (DEI), was often overlooked.

My career had begun long before my foray into the tech world. At the age of 16, I worked with a prominent catering company in Mobile, Alabama, serving at events such as balls, weddings, and proms. This early experience provided me with valuable insights into the world of work.

A History of DEI Professionals

As I ventured into the world of tech, I found myself connecting with Chiefs of Diversity, Equity, and Inclusion Officers, individuals often three times my age. It was apparent to me that the mission and vision of DEI professionals of their generation differed from mine.

Many of these leaders had witnessed historical milestones in the fight for equality. They lived through the era when President Johnson issued Executive Order 11246 in 1965, requiring federal contractors to take affirmative action to ensure employment equality, without regard to race, religion, and national origin. In 1968, gender was added to the protected categories.

Moreover, they witnessed the groundbreaking election of President Barack Obama in 2008, which marked a significant shift in American history. I was merely in middle school at the time, but the impact of these events resonated with me.

My upbringing was infused with an awareness of the fight for equality. My mother ensured that, from an early age, I was aware of my black history and the importance of social justice. I also had a natural affinity for technology, having learned to type on a computer at the tender age of 4.

DEI in the Wake of George Floyd's Death

However, my entry into the tech industry coincided with a momentous event in modern history: the death of George Floyd on May 25, 2020. This tragic event, which happened just four days after my birthday, sparked a wave of global protests and heightened awareness of systemic racism.

It led me to question why it took such a catastrophic event to bring DEI into the spotlight. The previous year, I had been struggling to garner support for my initiative to teach machine learning at historical black colleges. I couldn't secure the sponsorship I needed, despite being aware of the stark disparities.

The issue of racial inequality had been prevalent for years, with incidents like the killing of Trayvon Martin in 2012 serving as painful reminders. Martin, an unarmed African-American, was fatally shot while walking home from a convenience store.

The Limitations of DEI Conversations

In response to my growing frustration, I made a conscious decision to engage more deeply with DEI professionals on LinkedIn. I wanted to understand the tangible actions being taken and the progress being made.

What I found, however, was a series of conversations that often circled around attending conferences, conducting training, waiting for budgets, and focusing on diversity hiring. The core issues of DEI, such as socio-economic disparities, were often sidelined.

I couldn't help but wonder if talking alone could lead to the scalable change we so desperately needed. It was time to question the impact of DEI initiatives when the core problems were not being addressed. The statistics were clear: Black spending power reached a record $1.6 trillion in 2021, and various underrepresented groups contributed significantly to the U.S. economy.

According to Forbes, 68% of companies saw a positive impact on brand perception and recruitment as a result of DEI efforts. Yet, despite these statistics, true change seemed elusive.

A Shift in Perspective

As I delved deeper into the DEI landscape, I realized that many tools available in the market were primarily focused on hiring underrepresented talent. While hiring is undoubtedly crucial, it can only be effective when the workplace environment is conducive to the growth and success of diverse employees.

Retention, not just recruitment, became the key issue. The complexity of the problem gave me a headache, and I found myself lost in a sea of similar responses from DEI professionals.

In 2021, I witnessed an increasing number of DEI professionals transitioning into consulting roles. The tenure of a Chief Diversity Officer (CDO) had dwindled to 1.8 years, down from 3.1 years in 2021. Furthermore, listings for DEI roles were down by 19% in 2022.

A Gen Z Perspective

As a Gen Z, I faced unique challenges. I lacked the traditional credentials and years of experience that many companies sought in DEI roles. It seemed that the emphasis was on credibility, extensive experience, and a track record, which posed a significant barrier for young professionals like me.

When I reached out to industry leaders for guidance or mentorship, I often received no response. It became evident that people had differing motivations within the DEI space.

Yet, I had technology on my side. The tech industry had been kind to young founders, with individuals like Elon Musk starting PayPal at the age of 28 and Mark Zuckerberg launching Facebook at the age of 19. However, the criteria I encountered as a Gen Z seeking support were vastly different.

The Utah Experience

In 2021, I relocated to Utah, known for its burgeoning Silicon Slopes. There, I found myself in rooms filled with individuals who did not look like me, discussing DEI. The Utah tech scene was a stark contrast to my previous experiences.

Utah's Diversity Index had increased from 33.6% in 2010 to 40.7% in 2020, reflecting a diverse population. However, the conversations I encountered were often centered on race, neglecting the broader scope of DEI.

In my discussions, I realized that many individuals, including business leaders, had a limited understanding of what DEI truly entailed. They perceived it primarily as a matter of race and ethnicity. The deeper business impact, where a diverse customer base and workforce are pivotal for an organization's bottom line, often eluded them.

The Battle of Being Heard

Despite my passion and commitment to the DEI cause, I faced challenges. As a Gen Z with unconventional credentials, I struggled to be heard and taken seriously in a room dominated by those with decades of experience. The traditional metrics of success often felt elusive.

The emergence of diverse portfolio funds, some established by tech giants like Google and Meta, was a sign of progress. However, the terms and barriers to entry remained challenging for young founders. Access to venture capital remained a significant hurdle.

The Way Forward

The road ahead for young DEI advocates like myself may be fraught with obstacles, but it is also filled with opportunity. It is imperative that we continue to challenge the status quo and push for a broader understanding of DEI.

DEI is not just about talking; it is a business in itself, and it requires the right tools and solutions. It's a complex equation that demands data-driven strategies for real change. It's about addressing disparities not only in hiring but also in the workplace environment to ensure the success and retention of underrepresented talent.

The challenges of being a Gen Z in the world of DEI are real, but so is the potential for transformative change. With the support of technology and a deep commitment to the cause, we can drive DEI initiatives that truly make a difference, not just in rhetoric, but in measurable impact.

As we continue to fight for a more inclusive and equitable future, it's essential to remember that age should not be a barrier to making a meaningful impact. After all, every voice, regardless of its age, has the power to change the world.