Inclusive Tech and How to Break Workplace Bias

A new report found that the DEI technology market is reportedly worth more than $100 million. The DEI industry remains an untapped market in small businesses. Creating an inclusive workplace remains a vital part of the tech market.

Currently, available diversity data shows where personal preferences could be at play. The United States Bureau of Labor Statistics found that only 8 percent of managers and just 3.8 percent are Black. At the same time, Asian Americans have the highest attrition rates and the lowest ratio of partners-to-associates among all ethnic groups

Keeping up with technology in the DEI space is complex, and this blog only touches the surface of what is within accomplishment. If your organization wants to start working, the recruitment phase is a starting point. Then, you figure out how to remove bias in candidate selection and sourcing. Next, make online learning and automating data a part of your day-to-day work policies. This way, there’s always continuous growth in every aspect of your company. 
Know the types of biases that organizations can develop.

Common ones include affinity bias, confirmation bias, halo/horns effect, conformity bias, and attribution bias. Each form focuses on the unconscious tendencies one has when hiring others. While there is a human touch in creating a DEI-friendly environment in the workplace, part of new hiring processes involves DEI technology to find the best talents possible.

Something to consider for the future.

Not every technique or strategy is fool-proof. There is often discriminatory language easily found in the coding of a program. Additional risks to consider when embarking on your DEI journey include the following:

  • Implementing biased technology due to algorithms trained improperly or the lack of diversity among the technologists that created it.
  • Legal risks when mitigation is needed but doesn’t happen
  • Relying on technology to solve every problem
  • Lacking core communication with your employees
  • Monitoring for uses other than to drive DEI in the workplace

In short, there are strategic routes available to improve the health of your workplace while working on the mitigation of existing biases. But to understand the importance of improving diversity and inclusion? You have to understand the landscape created by preferences first.