Building a resilient, inclusive tech workforce of the future

Apple founder Steve Jobs said it best. "It's not a faith in technology. It's faith in people." This bears reminding that while the world embraces technology as the key to a post-pandemic recovery, we oftentimes forget the people behind the technology.

Hybrid isn't just a floor plan

Worldwide, the coronavirus fuelled large-scale shifts in how people work. Practically overnight, the IT worker's role had to evolve quickly in response to the rapid pace of digital change required to support remote working.

Nearly two years on, one thing remains clear — the office of tomorrow will not be going back to what it was. Instead, new expectations are driving change in the workplace. In a 2021 report by Microsoft, 73% of workers surveyed said they wanted flexible remote work options to continue. Some 66% of business decision-makers were also considering redesigning office spaces to better accommodate hybrid work environments.

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For the IT helpdesk, some roles will require onsite support; others will need more infrastructure that isn't available at home. For remote workers who might feel isolated -- especially with modern IT help desks no longer requiring a physical presence -- not everyone will thrive in this virtual workplace environment. Extroverts, for example, will miss the opportunity to engage with fellow colleagues. On the other hand, introverts will face unique challenges in group video calls.

So, can technology fix what technology broke?

Cracking the code with DEI and technology

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Unconventional times require unconventional approaches. This is where diversity, equity and inclusion (DEI) can help an industry that has traditionally been homogenous and often non-inclusive. Campaigns like this year's IWD #BreakTheBias theme, for instance, could help level the playing field against gender bias, whether deliberate or unconscious, in the IT space. This will help to attract, develop, inspire and reward top talent.

Enlightened business leaders have found that incorporating DEI tools into staff development programmes can create a positive employee experience. Some 94% of workers have shared that they are willing to stay at a company longer if it invested in their careers.

Here's where technology comes full circle. It can provide digital solutions that enable companies to improve diversity and inclusion in the workplace, while mitigating existing biases. The main thing is to provide the right level of flexibility to the workforce to choose where they want to do their work. Businesses can then arm them with the right tools and technology to effectively work remotely.

There are three areas that DEI can address:

1. Skills shortage -- It has been predicted that if we continue with talent demand for technology the way we have, the current supply will not allow us to deliver on all the IT jobs we need to fill in the future. DEI can widen the pipeline by, for instance, removing some of the entry barriers for women and other underrepresented groups.
2. Diversity of ideas -- Much research has gone into showing that a diverse workforce will produce more diverse thinking. This safeguards against groupthink and helps bring on fresh perspectives. Case in point: The million-dollar Netflix algorithm challenge conveyed that the most important lesson had nothing to do with algorithms. Instead, unrelated teams from different professions worldwide were able to beat the company's existing programme for predicting users' movie ratings based on previous ones.
3. Retention and resilience -- To foster a sense of belonging and wellbeing and to reduce turnover, a robust DEI initiative can encourage a culture of participation and support employee growth. Training programmes can keep IT workers engaged and committed as well.

Rules of engagement

So, what does it take to bring a DEI strategy to life? Here are my five takeaways:

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• Understand and commit to the "why" of your DEI initiatives
  If you believe employees are simply going to embrace DEI, then it's destined for failure. This is about shifting mindsets. You need to be able to unwire certain practices that are embedded in an organisation and take a holistic approach.
• Establish top-level sponsorship
  Leadership must recognise that advancing DEI is a journey and to walk the walk. To drive change at every level, businesses need to engage and involve their employees in defining the future of work.
• Position DEI strategies where they can help to move the needle
  Have a clear roadmap that starts somewhere, with room for organic growth. Recognise that the course may change as the organisation goes through the process. This is also an opportunity for technology leaders to celebrate the successes, while also acknowledging the shortcomings.
• Measure your progress
  Just like any business strategy, you need to let the data drive decisions. You can't manage what you don’t measure. This requires vigorously collecting and analysing your people data, and setting benchmarks for the DEI goals you want to achieve. Leading indicators could include sourcing channels, talent management and employee engagement index scores.
• Commit to continuous upskilling
  This is especially beneficial for tech roles that are constantly evolving in complexity. In fact, a survey by TalentLMS and Workable found that training and learning topped the list of criteria for making tech employees more motivated at work.

Pivoting to a new paradigm

It's time to rethink how best to support the tech workforce as we move towards a post-pandemic workplace that is both physical and digital. Technology can empower innovation, but on its own is not enough to drive effective transformation. As Jobs himself believed, creating revolutionary changes requires an intersection of technology and people.

Ultimately, building the resilient, inclusive tech workforce of the future is all about syncing the tech, data and human agendas. Do this, and it will create an environment that unleashes innovation, trust and belonging. Toretto knew a thing or two about this when he said in Furious 6, "you've got the best crew in the world standing right in front of you, give them a reason to stay".

Gastón Carrión is the managing director for Talent & Organization / Human Potential and Asia Pacific lead at Accenture

Photo: Mimi Thian/Unsplash