A 2020 study found while women comprise 28.8% of the U.S. tech workforce, Latinas hold a mere 2% of jobs in STEM. It’s time we flip the script on the homogeneous and often difficult-to-navigate landscape of the tech industry.
provide resources to connect with other Latino professionals and businesses, building a network through workshops and seminars.It is important to not only hire for diverse talent but to place focus on their career growth and retention., women in STEM careers are more likely to leave within the first few years due to an unsupportive work culture. A lack of diverse role models and representation in the workplace also leads to higher turnover. An HBR study found that“The onus has to change.
This may entail having a mentor in the workplace, as well as a mentee, to provide a support infrastructure and camaraderie. Safe spaces such as Employee Resource Groups where conversations about inclusion, representation and other issues are discussed have also proved effective in employee retention. Schiller shared that Salesforce has a number of such internal groups amongst its diverse employees including Latinoforce, Abilityforce, Southasiaforce and the Women’s Network.
At Facebook where Conneely works, every employee is encouraged to participate in unconscious bias training. “The first step is acknowledging we all have bias and then working through them,” she explained. “As a manager, being able to promote, support and develop team members is part of our core.”
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