By: Elizabeth Galewski
Only 32 percent of people working in the tech industry are women, and only 28 percent of tech industry leaders are women. Not only are these numbers depressing, but they also constitute a decline from previous levels, as more women worked in the tech industry during the 20th century.
“Our current levels of underrepresentation threaten to have a long-lasting negative impact,” says Mihae Ahn, Vice President of Marketing at LineZero. “It makes it difficult to advocate for inclusive policies, and it also means fewer mentors and role models for the next generation of business leaders.”
So, what can be done? Ahn recommends strategies for inclusive leadership that businesses and organizations of all kinds should implement without delay.
The benefits of inclusive leadership in tech
Inclusive leadership in the tech industry promotes diversity and equality in the workplace. According to a 2023 study, inclusive leaders in general not only have “a strong good impact on diverse work cultures,” but also cultivate “innovation in the workplace.”
Another recent study has shown that these benefits hold true for the tech industry in particular. “Inclusive leadership is essential to psychological safety, diversity, and inclusion,” the authors write. “These variables boost tech startup employee innovation, collaboration, and engagement. Inclusion improves employee satisfaction, productivity, and retention, which boosts business performance.”
Ahn agrees. “People need to feel free to be themselves to perform at their highest level,” she explains. “If your superiors aren’t willing or able to listen or create space for you, then chances are you’ll waste energy walking on eggshells or filtering what you say. This not only limits your productivity, but also deprives the organization of your valuable insights.”
But what makes leadership truly inclusive?
Inclusive leadership explained
“At its core, being an inclusive leader means creating a company culture in which people feel like they belong as they are,” Ahn explains. “It’s not just having a token member of a marginalized group present at the table. That might create the appearance of diversity but not the actual substance. Inclusive leadership puts the conditions in place that enable people from many different backgrounds to say what they think without fear to prioritize psychological safety.”
According to Ahn, this approach is effective because having access to multiple points of view can help leaders better understand reality in all its complexity. “Chances are your leadership team is made up of people who come from similar backgrounds,” she says. “These people tend to get along well and understand each other, which might seem like an advantage, but it actually means they are vulnerable to groupthink and blind spots. Only listening to others who have had different experiences will enable you to identify these and account for them in your planning.”
When the members of the C-Suite understand the value of diversity, they also promote inclusive hiring strategies that locate and recruit the best people available, rather than those who fit a predetermined demographic profile. The superior competence and performance of these individuals also benefit the organization.
“Including others who see things differently can feel scary,” Ahn says. “Your comfort zone may feel safe, but what if it’s actually becoming obsolete? What if you need to entertain a larger, more comprehensive view to keep your competitive edge?”
The tech industry has long struggled to incorporate diversity, however.
The tech industry’s diversity problem
While a lack of gender parity is an important stumbling block for the tech industry, there are many others as well. According to the Pew Research Center, Caucasians make up 67 percent of science, technology, engineering, and mathematics (STEM) positions, compared to 13 percent Asian Americans, 9 percent African Americans, and 8 percent Latinx Americans. Multiracial, Native American, Native Hawaiian, and Pacific Islanders are only 3 percent.
The industry’s leadership ranks look even worse. According to the US Equal Employment Opportunity Commission, 83.3 percent of tech executives are Caucasian, and 71 percent of them are male.
According to Ahn, however, tech companies can successfully move the needle by adopting a few common-sense strategies.
Strategies for inclusive leadership
“The first strategy is transparent communication,” Ahn says. “Letting your guard down and getting vulnerable is the best way to convince your team they can be honest with you. The more you try to cover up problems or act like everything is already the best it can be, the more your staff will understand that you don’t want to hear anything to the contrary.”
Ahn’s next suggestion is to institute mentorship programs. “These not only help people feel like they belong, but also help your employees develop professionally,” she explains.
Finally, Ahn recommends implementing inclusive hiring practices. “The language in your job posting might discourage certain kinds of people from even applying,” she explains. “That’s why inclusive hiring programs must always vet these carefully and ensure they send the right signals.”
Unleash your business’s potential with inclusive leadership
“Business success relies on diversity and innovation,” Ahn says. “While the tech industry may face unique challenges in achieving workplace equality, when leadership works to become more inclusive and promotes an inclusive culture, progress can be made quicker than you might think.”
To unleash your business’s potential, remove the leashes of bias and inertia. Allow your employees to share authentically and without fear, and reward them for pointing out blind spots. The more barriers you remove for how high they can rise, the more your company will rise as well.
Published by: Martin De Juan
