With the recent events following the death of George Floyd and the rise in support for the #BlackLivesMatter movement, companies in the tech industry are beginning to take a stronger and more vocal stand for diversity and inclusion in the workplace.
In recent years, many tech companies have created transparency by sharing data relating to their diverse talent recruitment and hiring initiatives. After analyzing their own company’s data, many larger tech companies such as Facebook and Google have set their sights on improving their staff’s representation of minority groups by 30%. This initiative is a good step in the right direction, and several other tech companies are also following suit.
For example, in an effort to show more transparency, Snapchat’s Chief Executive Evan Spiegel recently shared the company’s 2019 diversity report, CitizenSnap. Los Angeles Times analyzed the report, stating that Snapchat’s diversity numbers show how the company’s workforce looks a lot like those of its Silicon Valley peers: mostly male, especially in technical roles, and mostly white, with a large percentage of Asian employees.
This is not an uncommon trend for companies in the tech industry, but thankfully many company leaders are looking to take a stand and challenge the status quo. As we mentioned, many have announced goals to diversify their team by increasing the representation of various minority groups. Snapchat has stated that its goal is to double the number of employees from these minority groups by 2025.
How Businesses/Employers Can Help Improve These Lower Minority Numbers
There are multiple actions that businesses can take to help hire and retain employees from underrepresented groups:
- Develop hiring and recruiting programs that provide targeted outreach to minority employment candidates. adidas and Reebok recently announced their plans to hire Black and other employees of color for 30% of new jobs in the United States.
- Develop training, mentorship, and sponsorship programs for minority candidates and employees. This will provide these individuals with the opportunity to train for positions, trades, and professional fields that they may not normally have access to. For example, IBM is offering New Collar Job opportunities, where the focus is on skills and not degrees. Their innovative apprentice program allows individuals to develop skills, earn digital credentials, and make real-world contributions while also receiving a paycheck.
- Identify positions and opportunities for minority candidates and employees that provide living-wage jobs and upward mobility. This can be encouraged by offering opportunities for employees to continue their education and obtain certifications and other qualifications that will help them climb the ladder of success within the company and beyond.
Experienced Employment Law Attorney, Mediator, Arbitrator, Investigator, Legal and Media Commentator
Angela Reddock-Wright is an employment and labor law attorney, certified workplace and Title IX investigator (AWI-CH), mediator, and arbitrator in Los Angeles, CA. Known as the “Workplace Guru,” Angela is an influencer and leading authority on employment, workplace/HR, Title IX, hazing, and bullying issues.
Angela is a regular legal and media commentator and analyst and has appeared on such media outlets as Entertainment Tonight, Law and Crime with Brian Ross, Court TV, CNN, ABC, CBS, Fox 11 News, KTLA-5, the Black News Channel, Fox Soul – The Black Report, NPR, KPCC, Airtalk-89.3, KJLH Front Page with Dominique DiPrima, the New York Times, the Washington Post, the LA Times, Yahoo! Entertainment, People Magazine, Essence Magazine, the Los Angeles Sentinel, LA Focus, Our Weekly and the Wave Newspapers.
Angela also is a member of the panel of distinguished mediators and arbitrators with Judicate West, a California company that represents the gold standard in dispute resolution. She also owns her own law firm, the Reddock Law Group of Los Angeles, specializing in workplace and Title IX discrimination, harassment, and sexual assault investigations.
This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.