While the Anti-Racism in Technology Pact and the WTIA DEI Office had their beginnings in 2020, the WTIA journey towards addressing systemic racism in tech organizations began roughly eight years ago, when WTIA surveyed local tech CEOs. We asked them: “As a trade association that represents your industry, what do you want us to do?”

Asking that question of 100 CEOs will give 100 different answers. Yet one recurring theme emerged among their responses — talent. For every 10 tech jobs open, there was one “qualified” candidate. As we studied the details about this talent shortage, we quickly understood that traditional recruiting systems were exceptionally good at looking in the same places and only finding white men. This inspired us to begin a series of experiments to figure out how we could support the technology industry in attracting, recruiting, training, and promoting talent outside of that narrow pipeline. Apprenti is one example of programming we created to help our partners invest in expanding their hiring pools and developing a more diverse workforce. 

In May of 2020, George Floyd was murdered. Although systemic racism has inflicted harm on many generations of Black, indigenous, and other people of color, the brutality of this act and countless others sparked a movement that required greater accountability for everyone. Many organizations looked to WTIA for support during that tumultuous summer, but most of the activity was performative at best and disingenuous at worst. WTIA took the opportunity to dream big and attempted to model behaviors of anti-racist principles and allyship. The call was put out to over 350 CEOs to join a conversation on ending systemic racism in technology companies within five years. While expectations were low for attendance, more than 150 CEOs showed up to join the discussion, which was facilitated by the talented James Whittfield, Co-founder of Be Culture. The WTIA Anti-Racism in Tech Pact was created by the end of that first meeting, and 50 CEOs signed on immediately. 

Afterwards, that group of 50 bold leaders sketched out a roadmap to lead from signing on to ending systemic racism in any organization within five years. We built that roadmap as part of a collaborative exercise over a period of six weeks, again facilitated by James Whittfield. In those meetings, we identified three main areas tech companies needed to address in order to eradicate systemic racism:

• Recruiting
• Retention & Promotion
• Organizational Development 

Each of these domains was delineated into goals and benchmarks over five years, to break down the work needed year over year to achieve the outcomes of the pact. For example, one of the foundational steps in the roadmap is to align an organization’s mission and vision with its DEI goals. Alignment clarifies intent and purpose toward operationalizing diversity goals, which prepares a company to develop and deploy a DEI action plan to support sustainable and meaningful change. 

More than a dozen other companies have joined the Pact since we published that Roadmap. This coalition of the willing asked for WTIA support as we work together to address issues of diversity, equity and inclusion within our organizations. To that end, WTIA created the DEI Office to support all tech companies as they strive to achieve their diversity, equity, and inclusion goals within the five-year timeframe set forth by the Pact. Hiring began for the inaugural Chief Diversity Officer, and Yolánda Chase was brought on in December 2020. The programs and services built by the WTIA DEI Office were launched in August of 2021.

You do not have to do this work alone. In fact, we would argue that you are likely to fail if you try to do it alone. Join your peers who understand that diversity is more than altruism. It’s a competitive advantage and the key to solving your talent shortage. Come build with us. Join the Pact!