Women make up just 25% of those working in IT occupations.

Attract Diverse Talent for a Stronger Bottom Line

Diversity, equality, and inclusion (DE&I) is rapidly becoming an essential ingredient of a successful business strategy because talent crosses the boundaries of gender, disability, race, age, and sexual orientation. Employers must look to the broadest possible candidate pool to fill critical IT roles and add value to their organizations through diversity.

Marginalized groups in the tech sector offer a largely untapped source of talent. Not only do companies need to recruit more diverse candidates for open roles, but they also need to create an environment and career structure that helps them to thrive.

Women make up just 25% of those working in IT occupations.

16% of survey respondents considered themselves to be part of an underrepresented group.

People with the skills, talent, and capabilities to build a better future will not all think, look, and act exactly the same. Diversity of people enables companies to not only attract the talent they need but also solve complex problems, and help organizations relate to a diverse society.

Women earned 53% of all U.S. STEM college degrees in 2018, yet they make up only 25% of all those working in IT occupations. In our candidate survey, 85% identified as male and 13% as female. A study from the Pew Research Center found that 62% of the U.S. workforce in computer occupations were White, 20% Asian, 8% Hispanic, and just 7% Black.

Many leaders are unwilling to ask themselves difficult questions when it comes to DE&I, such as “could our company culture be a blocker to attracting and retaining diverse talent?” Without solving that issue, organizations may be condemning themselves to a future where the best talent goes elsewhere, and key employees leave for positions where they face fewer barriers.

“Businesses will have to embrace and encourage diversity to become an employer of choice. Doing this will allow organizations to better reflect the spirit of globalization so inherent in our digital age while also ensuring they have access to the talent pipeline they need."

Sunny Ackerman, President of SThree Americas

Often, leaders acknowledge that there is a problem with diversity in the workforce and so concentrate their efforts on recruitment. The focus needs to be on keeping a diverse pool of candidates in their pipeline at all times. Investing in programs such as reverse mentoring, where senior leaders are mentored by those from diverse backgrounds, can give them an insight into their employees’ experiences and give those from diverse backgrounds a voice in the boardroom.

Another important step is to provide a safe space where the voices of diverse individuals can be heard, and their lived experiences understood. Investing in employee resource groups for support and ensuring there is sponsorship from senior leaders is an important step toward building a diverse foundation from the inside-out.

DE&I should not be purely a function within a business or a strategic element of the business model. It should run through the DNA of organizations and exist in everything from the processes and policies to practice. To be effective DE&I needs role models among the senior leadership, demonstrating their commitment to change.

Leaders need to think about the impact they want to have, how it aligns to their values and how it will flow through the company.

What is the outlook of the tech talent market for companies in need of top tech talent?

The landscape of the hiring market changes with such rapidity that only a few authoritative sources can accurately opine on the state of things and things to come.

Our new white paper, The Rise of the Tech Talent Shortage, is an exploration of the state of the current market, and informed predictions for the future.

  • IT professionals' expectations have risen rapidly since the Covid-19 pandemic exacerbated the supply shortage.
  • Employers will need the support of specialist recruitment firms to access the most qualified talent.

Download Our White Paper:

The Rise of the Tech Talent Shortage

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About Computer Futures

Computer Futures supports the world's largest and most innovative tech companies by providing comprehensive staffing solutions that add value.

We create true partnerships by providing the best talent within their sectors through a consultative approach beyond a traditional recruitment service.

Extensive market knowledge, innovative resourcing techniques, and proprietary networks allow us to develop a strategic campaign tailored to a client's specific needs.

In this section

The Demand for Tech Talent Has Changed

6 Key Tech Growth Areas

The Tech Talent Landscape

Tech Salaries are on the Rise

Career Development in the Spotlight

Hybrid and Remote Working Models

Hiring Contract Workers or Permanent Staff

Five Technology Skills Most In Demand

When to Work With a Tech Recruitment Agency