HR can support a healthy tech development through diversity

Several studies and researches have shown that diversity in the workplace is an indispensable part of innovation in organisations and companies alike. A report by Gartner shows that in highly diverse work environments, inclusive teams showed improve performance by as much as thirty percent. While most business leaders agree on the fact that a diverse workforce leads to continuous growth and creativity especially in the tech space, but sadly many fail to embrace the differences. Companies today have to deal with numerous issues like gender bias, varied political affinity, race, caste, sex and even pop culture preferences. Though every individual comes with a different preference palette and personality, human resources should try to create an inclusive environment where everyone feels valued and appreciated. When employees of diverse teams see things in different ways, new opportunities are poised to be recognised.

Diversity Helps in Technology Innovation 

A Harvard study involving 1800 professionals identified 2 types of diversity: acquired and inherent. The study revealed that employees of companies with at least three acquired and three inherent diversity traits out-perform and out-innovate the others. Also, these companies are 45 percent likelier to report market share growth and 70 percent likelier to report capturing a new market. 

Innovation occurs through the execution of inspiring ideas that generate value for the business. With diversity in the workplace, a company retains and attracts the best talents by creating an environment of equal opportunity, inclusion and growth. This unlocks innovation where contrasting views leads to openness to achieve tasks differently. These varied perspectives of employees also help companies to consider newer ways of using emerging and disruptive technologies—robotics/automation, machine learning, blockchain—to deliver the best possible experience to the customers. Several design dilemmas often stem from an equivalent group of persons designing processes, products or services without paying any heed to how other people may be affected by the technology or how they want to use it. 

Over the recent past, companies have been quick to change their dynamics by looking for individuals who represent the entire range of stakeholders—employees, customers and other users—to promote innovation and help make sure that their voices are heard at the beginning of the design and decision-making process.

HRs Role in Promoting Diversity 

One of the biggest challenges to promoting diversity in a workplace is gender bias. For a business to grow and flourish, HRs need to be intolerant towards gender bias. Based on a poll in 2018 by Young Women’s Trust, it was found out that 23% of women at their workplace faced sexual harassment and 43% of women faced maternity discrimination. While research has shown that company bottom lines are impacted when technology involves gender diversity, women fail to find a proper support system to continue their natural progression. 

For HRs it is essential to foster gender equality in the company through:

• Training to increase awareness and popularise fair behaviours
• Family-friendly and childcare policies
• Spotlight on women employees who have made a successful career in technology 
• Work-life balance and ensuring that support is available every step of their way in the organisation   

Over the last decade, technological advancements have shaped our lives in numerous ways. From the Internet of Things (IoT) to cloud robotics revolution to digitally extended realities, the majority of them have been the driving force to critical developments. Over the coming decade, more such advancements are about to come thick and fast. Adapting the organisational culture to a highly technical environment also requires a vast talent pool of progressive employees. HR has to attract the best talent by creating an environment that encourages inclusion, opportunity to grow and free speech. Interaction in a diverse team allows employees to anticipate alternative viewpoints and prepare better. This often brings unique and interesting ideas to the table which can open the door to new possibilities. 

In the end, it’s the belongingness in the organisational culture that HR should focus on to encourage inclusion and diversity. The two elements: belonging and connection, must go hand-in-hand in an organisation to truly make an impact.  

The article has been written by Vicky Jain, Founder, uKnowva, A 360- degree HR Automation Software