The Role of Diversity and Inclusion in IT Recruitment

In the tech sector, diversity isn't just a buzzword - it's a glaring gap that needs addressing. With women holding only 27% of tech jobs and 83% of tech executives being white, the industry lags behind others when it comes to representation. But beyond these disappointing statistics lies a compelling business case for change.

Why Diversity Matters in Tech Recruitment

Tech companies that overlook diversity aren't just missing a moral opportunity - they're missing out on talent, innovation, and profit.

Recent research from McKinsey shows that companies with greater gender diversity at executive level are 39% more likely to financially outperform their less diverse competitors. This isn't just correlation - diverse teams genuinely create better products and services.

Haven't we all seen the embarrassing failures when tech products are developed by homogeneous teams? From facial recognition software that struggles with non-white faces to AI systems that perpetuate bias, these aren't just PR nightmares - they're business failures that could have been avoided with more diverse input.

The Tangible Benefits of Inclusive Tech Teams

Let's look at what diversity and inclusion actually deliver:

Better talent acquisition: In a YouGov survey, two-thirds of UK employees said workplace diversity was important when considering job opportunities. For younger workers aged 18-34, nearly a third had left jobs because of a lack of diversity and inclusion.

Reduced turnover: Research has found that companies with low DEI scores are nearly twice as likely to lose staff. With replacement costs running to £30,000+ per role (and considerably more for technical specialists), this hits the bottom line hard.

Enhanced innovation: Diverse teams bring varied perspectives that lead to more creative solutions. Based on our experience working with hundreds of tech companies, we've seen that diversity is one of the principal factors that predicts the smartest teams and the most innovative organisations.

Improved market reach: Tech products designed by diverse teams better serve diverse users. This isn't rocket science - it's common sense.

The IT Recruitment Challenge

The tech talent shortage makes diversity goals seem harder to achieve. We often hear, "We'd love to hire more diverse candidates, but we just can't find them."

This mindset creates a self-fulfilling prophecy. When companies rely solely on candidates applying to advertised positions, they're missing out on a wealth of diverse talent who might not see themselves reflected in the organisation or job description.

At MBA, we've learned that finding diverse candidates is possible when you proactively make the effort to discover talent that might be slightly harder to find.

How to Improve Diversity in Your Tech Recruitment

Here's how forward-thinking tech companies are changing their approach:

1. Gather and use data

You can't improve what you don't measure. Start by collecting diversity data on your current workforce to identify gaps and set meaningful targets. Technology platforms can help track diversity throughout the recruitment funnel, revealing where candidates from underrepresented groups might be dropping out.

2. Revamp your job descriptions

Job adverts laden with masculine-coded language or unnecessary requirements deter diverse candidates. Tools that analyse job descriptions for bias can help create more inclusive listings.

3. Look beyond traditional talent pools

Broaden your search by partnering with organisations that support underrepresented groups in tech, attending diverse recruitment events, and considering candidates from non-traditional backgrounds.

4. Use technology wisely

AI recruitment tools can help find "hidden" candidates, but they can also perpetuate bias if not carefully designed. We've found that many hiring managers mistakenly believe that because AI is based on mathematics, it must be unbiased. However, our tech specialists understand that AI essentially turns historical data into patterns - and those patterns can perpetuate existing biases in recruitment. 

Choose recruitment technologies that have been developed with diversity in mind and regularly test them for bias.

5. Implement blind recruitment practices

Remove identifying information from CVs and applications to focus solely on skills and experience.

6. Create inclusive interview processes

Standardise interview questions, include diverse interview panels, and offer accommodations for candidates who might need them.

Beyond Recruitment: Creating Inclusive Cultures

Recruiting diverse talent is just the first step. To reap the full benefits, tech companies need cultures where everyone can thrive.

Role models matter enormously. At MBA, we emphasise to our clients that it's crucial to ensure role models exist at the executive level so newcomers know there's an established path for career progression.

Without psychological safety and genuine inclusion, diverse voices won't be heard - which means hiring for diversity is a box-ticking exercise unless you create a culture that supports your hires.

Our Approach at MBA

At MBA, we're committed to helping tech companies build diverse teams that drive innovation and performance. We don't just pay lip service to diversity - we've embedded it in our recruitment processes.

Our technology platform helps us identify talent from all backgrounds, and our specialist consultants are trained to recognise and challenge bias. We work with clients to review their hiring practices and make concrete improvements that attract diverse candidates.

We know that building diverse tech teams isn't always straightforward, but we're convinced it's worth the effort. The companies that get this right aren't just doing good - they're setting themselves up for competitive advantage in an increasingly complex marketplace.

If you're ready to transform your tech recruitment strategy to embrace diversity and inclusion, we'd love to talk about how we can help.

This blog was informed by research from the Financial Times, McKinsey, YouGov, and MBA's own experience specialising in diverse tech recruitment.