Last May, amid the tumult and despair of a global pandemic, George Floyd’s murder served as a sorrowful reminder of the constant and unrelenting violence against the Black community. For almost a year since Floyd’s death, companies and organizations in various industries have responded to calls for greater accountability toward racial justice by investing in internal and external efforts to deepen connections with Black, indigenous, Latino/x and other communities of color. Among the companies we serve, WTIA doubled-down our efforts to support their diversity, equity and inclusion journey by starting the Anti-Racism in Technology movement, a five-year initiative that seeks to identify and address roadblocks to making meaningful change in recruitment, hiring, promotion and organizational development practices in the tech industry.

The racial equity movement was re-energized by the rare conviction handed down by jurors in the trial of Derek Chauvin. Media pundits lauded the conviction as a win for justice, a clear signal that institutions are becoming aware of their role in propping up systemic racism. While the Chauvin conviction raised hope for a more racially just system of policing, it’s important to remember that the lessons from the murder trial are not confined to law enforcement. Personal biases — whether unconscious or otherwise — are emboldened by systems that inadvertently create and perpetuate inequities.        

WTIA’s commitment to diversity, equity and inclusion (DEI) is invigorated by the opportunity to fortify our focus on advancing anti-racism in technology workplaces. This means bold approaches to leading change in human resources, communications, operations, and other aspects of corporate life, from mentorship to promotion strategies, from developing inclusive leaders to equitable succession planning. WTIA’s DEI Office is ramping up efforts to develop tools and resources for partner companies to operationalize race consciousness in talent development and employee engagement efforts, including the ways in which employees choose to openly engage societal tensions about race in the workplace.  A recent Coqual survey shows that companies that have addressed equity and inclusion at work are viewed favorably by their employees. According to SHRM’s “Journey to Equity and Inclusion” report, more organizations are recognizing the importance of centering employee sentiments in creating inclusive workplaces. 

Wherever your organization is in its journey toward diversity, equity and inclusion, three guiding concepts are foundational to building an equitable and inclusive workplace:

• Connect your DEI strategy to mission, vision and values. What drives your efforts to nurture a diverse and inclusive workplace must align with the company’s economic and social engine. This alignment must be well-articulated and communicated with employees at all levels of the organization. A company’s best ambassadors are its own employees, and employees must be engaged in the process of developing a DEI path forward that reflects their own experience of the organization and its operations.

• Clarify DEI goals. In identifying key performance measures for your organization’s DEI strategy, clearly explain the rationale behind the selected metrics. Ideally, these metrics are tied to the company’s reason for existing, and not merely a “feel-good” stance for the organization. The most sustainable DEI efforts go beyond the “right thing to do,” and are tightly linked to profitability and/or competitive advantage goals. 
• Be prepared for a long-term investment. Cultures are often resistant to change, maintaining the status quo. DEI strategy is essentially a strategy toward change management. Intentional and thoughtful program development and financial investments must be paired with leadership commitment to shared DEI goals. Embedding anti-racist practices in the organization’s DNA must be championed by leaders and influencers across the system, and requires a culture of lifelong learning.          

WTIA can help guide your DEI efforts so you can create a company culture and workforce that embodies your commitment and accountability to diversity, equity and inclusion. For support in building or expanding your DEI program, contact the WTIA DEI Office at DEI@washingtontechnology.org.