Diversity and inclusion in the technology sector has increasingly become a hot topic. Featured in a number of discussions, articles, and roadshows, diversity has been publicized in the last year about just how under representative the technology sector actually is to the communities it can serve. It’s an issue that won’t go away. From the White House to Silicon Valley to Seattle and all points in between diversity and inclusion is a burning issue and unsolved problem. VentureScale in partnership with the UWTV embarked to explore this topic in detail with the CEO of MOZ, Sarah Bird. Along with running MOZ, Sarah serves as a member of WTIA’s Board of Directors and heads its Diversity Action Committee.

The interview launched the first session of the Impact Over Easy series, which explores tough topics that effect business today. The conversation with Sarah was open and transparent. The entire conversation will premier on August 1 at 9:30am on channel 27 or can be found on YouTube. Book a ticket to attend the next episode filming August 18th in Pioneer Square. Here are a few of the highlights from the episode:

1. The numbers aren’t good. Even at MOZ, a company that has dedicated to increasing diversity and is better than most small technology companies, the numbers aren’t good. Sarah was very honest to share that 14% of their engineers are women. 15% are Asian, 4% Hispanic and 3% Black. Many companies pump their numbers by releasing their “overall company stats” to show a more diverse picture.
2. Diversity is good for business. A diversity of perspectives and ideas help make better decisions that increasingly reflect the market. The US market has always been diverse and products and the companies who make them need to be transversal for greater reach.
3. Diversity is hard. Intentional decisions have to be made at every level of the hiring process to be inclusive from building a pipeline to the words used in the job posting. All staff members have to be trained and coached to remove intentional and unintentional bias. Accountability is very important to ensure that the policies that are put in place are being followed.
4. Cannot be isolated. In order to foster diversity the company culture as a whole must be receptive. It cannot just be the responsibility of the HR department or hiring managers.  All levels of the company must be informed and involved.
5. It takes the entire community. The needle will not move if only a few companies take action. The entire industry must to be more proactive. Sarah cannot continue to be a curiosity or novelty by being a female tech CEO. She cannot continue to be patted on the back for being “brave” and congratulated for “working so hard”. In order to create the enabling environment for change we must treat Sarah and all the other female or people of color leaders as the norm.

VentureScale supports companies to be proactive and create strategies and policies that are impactful business decisions including diversifying your workforce and business relationships. Join the beta program today at VentureScale and become one of 10 select companies to receive a free consultation through our Impact Opportunity program.