What are the best practices for creating a diverse and inclusive IT workforce?

C'est compliqué en France car les stats DE&I sont interdites (Je ne juge pas ce choix mais factuellement c'est le cas). Mais on peut quand même se donner des objectifs de parité par exemple, de diplôme, d'âge etc...

We have recently published a paper on this topic. There are three key questions that Exec/HR teams can ask themselves - The initial step when considering DEIB practices, hiring needs, and strategies is to look inwards - start with the basics and work from there. How well do you understand DEIB and its value to your company? What is working well and how do you know? What is your current workplace demographic? How would you rate the effectiveness of current hiring practices? What is the retention rate of employees from minority groups? Then ask, where do we want to be (and why) and how do we get there? It's about recognising the value of diversity and BELONGING to your IT and security teams.

If you are truly dedicated to hiring diverse talent for your IT teams, it is time to go beyond 'traditional' recruitment methods. 1. There is an inextricable link between using a search firm that employs retained search methods and successful recruitment and retention of diverse talent 2. Obviously, be mindful of the language in job adverts - avoid the overtly masculine for example. Run ads through programs that pick up on unconscious bias 3. Be aware that people from different groups will have a different approach to applying for roles and interviewing for roles 4. Avoid corporate arrogance - drop the 'we' in adverts and talk about what's in it for them 5. Show, don't tell. Sell your company on social media - what are you doing in DEIB?

Les interviewers / panel d'interviewers doivent être les plus diversifiés possibles et représenter l'équipe. 1/ On ne doit pas faker, on assume la ou on est pas encore au niveau 2/ On doit quand même rassurer et montrer par les efforts 3/ Le process doit être inclusif en termes d'horaires, d'accessibilité etc.

This is crucial - No belonging = No retention = loss of profit, productivity and morale. No belonging = No innovation (innovation does not come from diversity alone, people have to feel safe, heard and valued to be truly and openly innovative). Remember... Diversity is the result Inclusion is an action Belonging is a feeling As I said before, show don't tell. What does your business do to champion diversity? How do you celebrate the value it brings to IT teams?

Leveraging technology to assess and audit where you are in terms of diversity and belonging, where you need to be and how to get there is powerful. Using tech to monitor progress is also great. But nothing should supersede honest and transparent discussion, well-crafted meetings, open forums, inclusive events, chatting over coffee, hearing rather than just listening. Talent first - not tech.

Creating a diverse and inclusive IT workforce involves several best practices including encouraging open communication and creating an environment where diverse perspectives are valued. Additionally, I believe it is important to understand the challenges currently faced by IT employees. These challenges encompass high workload issues as well as other obstacles encountered by underrepresented groups, such as women in IT. They lack growth opportunities and often find it hard to assimilate. Hence, it is important to engage with your IT employees on a regular basis to understand their concerns and tailor initiatives that promote a more inclusive workplace for everyone.

There are a plethora of reasons why organisations should be looking to hire diversity into their IT teams - documented, data-driven reasons including productivity, company reputation, performance, creativity, customer understanding, engagement and employee retention. If you are truly committed to going beyond diversity lip service and box ticking (which serves no one), seek advice from industry expert search firms who also specialise in DEIB recruitment and retention, market mapping and blueprinting of existing teams and practices.