Disparities abound in hiring, retention and promotion of Black, indigenous and Latino/x tech workers. Technology careers are a driving force of U.S. economic vitality, and it’s imperative that diverse communities participate fully in an industry that not only offers well-paying jobs, but also develop products and services that benefit humanity. An anti-racist approach means that WTIA is challenging its network of companies to not only recognize diversity problems in recruitment and employee engagement, but to take actionable steps toward addressing racial and ethnic disparities within tech industry ranks.

The principles of anti-racism are rooted in the centering of experiences of and considerations for Black, indigenous, Latino/x, and other people of color who are underrepresented in U.S. technology careers and workplaces. When embedded in diversity, equity and inclusion (DEI) practices and approaches, anti-racism foregrounds inequities and disparities faced by diverse people of color, requiring innovative solutions that address how racial and ethnic biases lead to microaggressions and perpetuate systemic and structural inequities.

WTIA has outlined a roadmap for developing internal systems of accountability toward enhancing recruitment, retention and organizational development practices. As part of the Pact, companies are expected to adhere to milestones in the roadmap. To support the Pact, WTIA is developing a community of learning that tackles how organizations can advance diversity, equity and inclusion, with a focus on dismantling structural racism. Companies are encouraged to subscribe to WTIA’s educational and consultative offerings.

DEI Office programs and services are available to technology companies across the country. Similarly, any U.S.-based organization committed to meeting the objectives of the Anti-Racism in Tech Pact is welcome to join the movement, regardless of geographic location.

WTIA’s DEI Center of Excellence was established to support the ongoing work of Pact signatories and subscribers. To create and maintain a community of practice among technology industry partners, DEI Center of Excellence staff convene gatherings, develop educational opportunities, and offer consultative support for leaders and practitioners.

By joining the Pact, partner organizations can avail peer networking and learning opportunities, free events and workshops, the opportunity to serve on the Pact steering committee, nominate their company for the annual Pact awards, among other perks.

With its vast network of technology and allied companies, WTIA has the ability to connect employers with each other and to WTIA’s expanding expertise in addressing anti-racism in the technology industry. As the first organization in West Coast to establish a bold vision for addressing structural inequities in the workplace, WTIA board and staff leadership are fully committed to promulgating anti-racist principles and practices in diversity, equity and inclusion strategy. Diverse leaders contributed to the development of the Anti-Racism in Tech Roadmap that serves as a guide for organizations that are serious about closing the gap in recruitment and retention of Black, Latino/x, indigenous and other people of color in tech careers.

The Chief Diversity Officer leads the DEI Center of Excellence in supporting partner organizations as they operationalize diversity strategies. Together, the team has 60+ years of combined experience in leading and implementing DEI strategies, with expertise in leadership coaching and development, human resource operations, strategic communications, employee engagement, and project management. WTIA takes pride in the diversity of its workforce, taking into account various dimensions of diversity among our staff, including ability, age, ethnicity, gender, lived experiences, race, sexual orientation, among others. Through continuous learning and process improvement, the entire WTIA team is committed to advancing diversity, equity, and inclusion across all lines of business.

Focusing on organizational development by enhancing recruitment, retention and promotion of Black, Latino/x, indigenous and other people of color is a first step toward creating more diverse, inclusive and equitable workplaces. These represent pillars of organizational effectiveness,  essential  to company sustainability,  profitability and market strength. An organization’s diversity journey is an exercise in change management, and must start with identifying and addressing internal challenges. The work of advancing DEI impacts all business operations, which are conducted by human beings employed by an organization. Systemic change must start with a close look at barriers that are keeping people of color from full engagement and participation in the organization’s reward systems, including retention and promotion to leadership ranks.

DEI Center of Excellence programs and services are available to technology companies across the country. Similarly, any U.S.-based organization committed to meeting the objectives of the Anti-Racism in Tech Pact is welcome to join the movement, regardless of geographic location.