Why gender diversity isn’t enough in tech
Diversity in tech usually focuses on gender equality, but to be truly inclusive, the industry’s efforts can’t stop there.
Lola Odelola, founder of the Black Girl.Tech community, talked to Project Ada about why looking at gender is not enough:
Race and gender are not separate. I am both black and a woman and there aren’t days where I can choose to be one over the other.
Intersectionality is the concept that different identity categories like race, gender, sexuality or class are interrelated, not layers that can be peeled away one by one and looked at separately.
Silicon Valley giants have been racing each other recently to lead diversity campaigns and release workforce diversity figures, but critics say tech diversity focuses on just one identity. Slack engineer Erica Baker coined the term “colorless diversity” in a Medium post, pointing out that the Grace Hopper conference for women in tech had no black women at all as headline speakers – but managed to make room for two white men.
Lola agrees it’s important to be more specific about diversity. When the conversation is largely about gender, she says, it “can only really go so far”.
“The conversation is led by people who don’t have to think about race. In that sense, they’re privileged and when you’re privileged, it’s very easy to miss the effects of your privilege on others,” she says.
Black Girl.Tech is a community looking to take that conversation further. Describing itself as “a space for black girls and women to explore and learn”, BGT is now nearing its second birthday. Lola, who taught herself to code after attending a bootcamp, started it to address what she discovered when she began looking for a job in tech:
I heard the word ‘diversity’ being used a lot, however black women were missing from the conversation and from the teams I was seeing.
Black women entering the tech industry face specific challenges, according to Lola. Finding a job is the first hurdle. She has also experienced microaggressions in the workplace, as well as getting treated differently from other employees.
Better hiring practices
“People’s implicit bias comes into play a lot,” she says.
“The difficulty is knowing if this is due to racial bias, gender bias, being a junior or all three.”
To combat this, Lola wants to see tech companies improving their hiring practices. Introducing practices like blind hiring has proved effective to improve diversity in tech. Lola adds that being intentional about diverse hiring is important, to avoid racist undertones about applicants with minority backgrounds lowering standards:
Many people say they ‘hire the best person for the job’, but that implies that by actively seeking out black women or people from other minorities the bar is somehow being lowered, which implies that those people are not as qualified or intelligent.