The Caucasity in Tech: A Call for Diversity and Change
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Chapter 1: The Current Landscape of Diversity in Tech
The ongoing issue of underrepresentation in the tech industry isn't new, yet it remains critical.
Photo by Austin Distel on Unsplash
As a non-White individual in the tech field, my experiences ultimately pushed me to exit this environment. It was a consuming ordeal that led me to leave my job abruptly one day. I hadn't anticipated this decision; rather, I thought I was bracing for another exhausting day filled with microaggressions. However, as I entered the office, I realized I didn't have to endure that anymore. I simply declared, "I’m done," and walked away.
While conventional wisdom suggests that resigning without notice is unprofessional, I argue that maintaining a toxic work environment is far worse. If you’re interested in exploring more about my journey, I invite you to read these insightful zines.
Reflecting on this year’s Black History Month, I ponder whether the tech industry has made strides in diversifying its workforce. To put it simply, the answer remains “no,” but let’s take a closer look.
A report from CNBC in 2020 revealed that despite six years of diversity reports, major companies such as Alphabet, Apple, Facebook, Microsoft, and Twitter only reported minimal increases in their percentages of Black employees.
via CNBC.com
The peak percentage of Black employees in these companies was just shy of 9%. Overall, Black and Hispanic individuals comprise only about 1–3% of the tech workforce.
These alarmingly low statistics point to systemic advantages favoring White individuals in the tech sphere. Factors contributing to this issue include the uneven distribution of wealth impacting investments and a lack of meaningful initiatives focused on diversity and inclusion within the workplace.
The Funding Gap for People of Color
According to a 2020 article in the LA Times, Black investors constitute less than 1% of venture capitalists, and fewer than 1% of startup founders receiving venture funding are Black. The article highlighted that many leading firms, such as Sequoia and Benchmark, have no Black partners. In an investment landscape lacking representation, it’s evident that Black entrepreneurs face significant challenges in securing funding, especially when 99% of decision-makers may not consider the experiences of people of color.
Moreover, this stark imbalance underscores how individuals of color are disadvantaged in terms of wealth distribution. Consequently, Black professionals in tech face uphill battles when funding sources typically originate from stakeholders who overlook the diversity deficit within the industry.
Hiring Practices and Workplace Culture
When a founder is White, their investors are often White, and their professional networks are predominantly White, it follows that their initial hires will likely reflect this homogeneity. While some may argue that this perspective oversimplifies the issue, it’s worth noting that nearly 48% of businesses report that their primary hiring channel is through referral networks.
Another significant barrier to the inclusion of Black employees in tech is the challenge of fitting into the workplace culture. My personal experience involved years of masking my discomfort in a predominantly cisgender, heterosexual, White environment. I was once denied a promotion without a valid reason, highlighting the toxicity prevalent in many tech workplaces. When employees don’t share similar backgrounds or experiences, forging connections becomes significantly harder.
The 2020 People of Color Report from TrustRadius revealed that 63% of Black respondents struggled to find mentors within their workplaces. Supporting these findings, a 2017 study by the Kapor Center indicated that nearly 25% of underrepresented individuals of color faced stereotyping, a rate double that of their White and Asian counterparts. Additionally, around one-third of underrepresented women of color reported being overlooked for promotions, with 40% of underrepresented men of color citing unfairness as a reason for leaving their positions.
The emphasis on “cultural fit” often leads to non-White candidates being excluded from opportunities, further exacerbating the lack of diversity in tech environments. Even when individuals of color secure positions, they frequently confront additional challenges related to workplace culture that can jeopardize their retention.
It's a Systemic Issue, Not Just a Pipeline Problem
The question, “Where are the Black candidates?” reflects a superficial understanding of the issue. The challenge lies not in the absence of qualified candidates but rather in the lack of proactive efforts to recruit and support them. Many argue that the tech sector's diversity gap stems from a "pipeline problem," implying insufficient qualified talent from diverse backgrounds. However, data contradicts this narrative, demonstrating that tech companies often overlook candidates from historically Black colleges and universities (HBCUs), dismissing their education quality compared to Ivy League institutions.
This issue originates even earlier, with educational systems failing to provide equitable access to STEM opportunities for students of color. A Pew Research study found that over half of STEM professionals attributed the underrepresentation of Black and Hispanic individuals in tech to disparities in educational access.
via Pew Research Center
To foster greater diversity in tech, it is crucial to focus on the entire pathway leading to employment, beginning with education and extending into the workplace. This includes enhancing support within the educational system to create avenues for students of color to access STEM programs.
Taking Action Toward Change
The lack of diversity in the tech sector is widely acknowledged, yet it’s imperative to implement concrete measures to address this imbalance. This includes expanding access to STEM education for students of color and investing in Black startup founders. Recognizing every aspect of the employment journey is essential to effectively combat inequality.
A comprehensive overhaul is necessary to enhance representation within the tech ecosystem. This shift could lead to more inclusive work environments and likely foster innovation. A 2018 Deloitte study found that cognitive diversity can boost team innovation by as much as 20%. Different perspectives lead to a richer understanding of challenges and improved problem-solving.
The tech industry possesses the resources to invest in diversifying its workforce; the question remains whether they are ready to embrace meaningful change.
The first video titled "THE CAUCASITY #shorts" examines the nuances of 'caucasity' in the context of representation and diversity in tech.
The second video, "What is 'caucasity in UX'?" explores how the concept of 'caucasity' influences user experience design and the broader tech landscape.
That Human Over There is a multi-hyphenated writer and entrepreneur. She is also the founder of Unbounded Agency — a creative agency that uses content creation, production, and strategy to help elevate underrepresented narratives. To collaborate or just say “hey,” send her an email at [email protected].