In my work as a DEI facilitator working with tech companies and in many less formal conversations, I’ve found that there’s widespread confusion. With all this talk about diversity, equity, and inclusion (DEI) in tech, there is no better time to dig deep and establish shared, fundamental understandings of these terms and their meanings. population in 2030, though that’s a far cry from where we are now. The majority of participants in that survey believe that the tech industry’s employee makeup will be representative of the U.S. In another report, which surveyed over 700 startup founders, 45% of respondents reported that they talked about diversity and inclusion internally in the last year. In a 2017 survey of tech employees, 72% reported that diversity and inclusion were important to their company. It’s hard to go a week without reading an article about a company touting its dedication to diversity while another is called out for tolerating oppressive comments and workplace practices.įrom 2014–2016, Google spent $265 million to increase its diversity numbers ( to little avail), which has become even more well known after the company recently fired an employee who wrote a memo against diversity efforts. These words and the issues they point to loom large in tech. Here’s why that matters, and how they work together.ĭiversity.
The often-used terms diversity, equity, and inclusion have distinct meanings.
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