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The deeply disturbing racist events of recent weeks have me looking for what more I can do in my day to day to be the change we all hope to see in the world. With Women’s History Month as my inspiration, we can at least help create a tech industry that welcomes, supports and advances a diverse workforce through truly equitable and inclusive cultures.
Diversify the work as well as the workplace
While workplace culture and workforce diversity are central to DEI initiatives, it’s important to examine your company’s actual products and messaging, too. Helen Lin, chief digital officer at Publicis, believes businesses need to make a mental shift from thinking about “multicultural marketing” to marketing in a multicultural society, and create advertising that is reflective of the world around us. She points to U.S. census data, which indicates that more than half of all Americans are projected to belong to a minority group by 2044.
“For marketers to usher in the next era of inclusive marketing, not only must representation be a formalized mainstay in images and communications we put out into the world, but innovation and experiences must have DEI baked into conception—touching everything from inclusive/accessible tech to products that service minority audiences and for those with disabilities,” Lin said.
Stand up for change and cultivate resilience
When you’re a member of an underrepresented group, being the only one can bring its challenges—including simply having your voice heard. JJ Johnson, Chief Marketing & Strategy Officer at Amplitude, speaks from experience of what this feels like and how to break through.
“There have been times when I didn’t get the same benefit of the doubt as a man did. Women may contribute something to a conversation, a man may say essentially the same thing, but people in the room acknowledge when the man says it. Or being interrupted or talked over by a man,” explained Johnson. “While I vowed to never let it be an inhibitor to my success, the realities of being a woman in a male-dominated industry can be a barrier, and acknowledging them is the first step towards change.”
The solution is to continue to address and close the diversity and gender gap. Johnson is optimistic that these won’t be the experiences of the next generation of leaders. Resilience and grit will continue to be must-have skills for success in any role.
Have an honest career conversation
As co-founder and COO of Singular, Susan Kuo is a strong role model for what success looks like. She advises everyone to ask for what they want without waiting for others to take action on their behalf.
“You have nothing to lose by sharing your career aspirations,” Kuo said. “Have these conversations in a thoughtful manner so that your manager or leadership team does not see it as an expectation, but rather as an opportunity to have an honest dialogue about what they can potentially do to help you get there.”
As managers, it’s then our responsibility to clear the way forward to mutually beneficial success, being especially vigilant for any obstacles that stem from residual systemic inequities.
The commitment of women like these to use their leadership positions to work for change gives me hope that my own daughters will build their careers in more inclusive and equitable companies. I encourage all women and allies to join me in gaining inspiration from our contemporaries as well as the history of women’s fight for equal rights and equal pay. Let’s use these experiences to open opportunities for all by leading DEI efforts to transform company cultures in technology and beyond. While we won’t hit the finish line during Women’s History Month, we can each commit to actively advancing the cause.
