Inclusion Efforts Fail to Lift Tech Job Satisfaction, Survey Finds

Image of laptops on a desk with one person typing and one holding a smartphone.
The wide array of inclusion campaigns isn’t bringing tech job satisfaction.
Source: Marvin Meyer via Unsplash.com

A recent survey in the UK finds low job satisfaction in tech jobs. Over one fifth of employees, aged 18 to 24, have reported negative experiences in tech. These findings prove the failure of inclusivity and diversity campaigns; they have produced no progress after many years.

The surveys highlight 3 main problems within the tech job space:

  1. Vague job descriptions
  2. Variable work hours
  3. Unclear job perspective

In the UK, 22% of women report being unhappy about workplace treatment. Big tech is calling for more women in tech. This, however, has not changed the unease female employees feel.

Additionally, the tech industry is facing issues with ethnic diversity. For instance, over 35% of black youth believe some tech jobs discriminate against them.

Overall, tech companies need to change their approach to inclusion and diversity. This means hiring employees from the global pool to supply the growing demand for tech talent.

Image of woman looking annoyed behind a laptop.
More than a quarter of all women in tech report they are unsatisfied with the current level of equality.
Source: Magnet.me via unsplash.com

A Pie in the Sky

Young tech job applicants in the UK and US have no idea what a job in the tech industry looks like. Even worse, most tech jobs have vague job descriptions.

Even some experienced tech professionals fail to understand the job postings in tech. 

Almost 25% of women doubt their math and science skills could get them a tech job. In contrast, only 13% of men reported having the same doubts.

Moreover, female employees in tech may decrease further. New women tech applicant numbers are also low. 

Finally, even current tech job holders admit their positions are not what they expected. After the initial enthusiasm wanes, tech jobs create much stress.

Inclusion for Publicity

Publically, many companies have called for inclusion and diversity. But very few campaigns have produced real change because their approach was flawed from the beginning. 

Most companies treat minorities as whole social groups. Instead, they should focus on them as employees. Women, too, want their colleagues and bosses to treat them as professionals in tech jobs.

Additionally, employers jumped on these issues as trending topics, using them simply to polish their public image.

Only 23% of the managers reported that their focus on inclusion was for the right reasons. Even in these instances, however, the follow-through was missing. 

Image of woman in a tan coat holding a tablet with newspapers in one hand and a coffee in the other hand.
Despite campaigns, only 5% of tech industry executive positions are filled by women.
Source: Vlad Deep via Unsplash.com

Gender and Ethnicity Inclusion Is an Objective Issue

The diversity and inclusion campaigns have failed to change the tech industry. But we should not ignore such issues altogether.

For ethnic groups, white tech workers make up 62% of all tech workers. Latinos constitute only 8%, and black tech employees comprise only 7% of the industry’s workforce. But black and latino communities make up 13% and 18% of the US population, respectively.

The numbers for women working tech jobs, however, are even worse. For instance, only 25% of all tech employees are women, of which only 5% are executives.

Tech companies have committed to fairness. But it is impossible to remain fair when experts and specialists use their leverage to increase their wages. With employees growing indifferent, it’s only right that companies double down on their fairness promises.

Startup Founders Need to Take an Open Approach

Tech giants’ half-hearted efforts at promoting inclusion in tech jobs have failed. But, tech startups can take a more open approach than big tech companies. 

For example, they can go after emerging talent worldwide. For diversity to work, companies must pursue talent, rather than wait for it to come to them.

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