Women and people of color have always been significantly underrepresented within the technology industry. The issue really came into the light in 2014 when giant tech companies like Google, Apple, and Microsoft started releasing their diversity reports to the public. As with all issues, diversity in tech is a multi-faceted problem that cannot be solved by just one solution, but there starting points that we can use to make forward progress.

Change the Culture
A huge part of the problem surrounding a lack of women and people of color in tech is the culture that resides within most technology companies. Since jobs in the industry are so dominated by white and Asian males, people who deviate from this profile are often treated with disrespect on many different levels. The Silicon Valley “brogrammer” who dons his hoodie and flip flops often perpetuates a culture that excludes women and people of color, whether intentionally or not. What’s more – they’re often rewarded for it. There are plenty of qualified people who don’t fit into this role who may not be hired or selected for a special project because they are deemed a poor “cultural fit.” Therein lies the issue. Changing the culture within tech companies will prove to be an integral part of increasing minority roles.

Increase Retention
Changing the culture is a vital part of the plan due to the low retention rates that technology companies often see within women and people of color. More positive day to day interactions will certainly help increase retention, but women and people of color also need to receive the same opportunities if they’re going to stick around. Diversity efforts that are actually headed by more diverse groups or individuals is a great place to start. Further, cutting out the “pipeline” myth will help to end the stigma that women and people of color don’t fit into the tech industry. Companies often claim there simply aren’t enough qualified minority individuals coming down the “pipeline,” or else they would hire them. But this simply isn’t the case. A ​USA Today
​ study​ revealed that top universities graduate black and Hispanic computer science and computer engineering students at twice the rate that leading technology companies hire them. Once women and people of color feel that they can fit into the tech industry without facing discrimination, they will be far less likely to leave it.

Encourage Diversity from the Top
Finally, increasing the number of roles for women and people of color in the tech industry will require involvement from the real decision makers. In many cases, this means not only upper management and senior-level employers, but company shareholders as well. Many of the largest tech companies are worldwide leaders. Consequently, their shareholders literally have an invested interest in ensuring that products are services appeal to diverse populations, and not just a “lowest common denominator” influence. In addition, the more that shareholders place importance on effective diversity programs, the more seriously these programs will be taken. NBC News ​recently interviewed Tony Maldonado II​, an Apple shareholder who filed a proposal calling on the company to increase its diversity among the top ranks. “Apple appears to lack input from a very diverse team and they struggle with sales in Africa, India, and Latin America, which affects their bottom line and my investment,” says Maldonado. Only 2 of Apple’s 107 top executives are Latino and none are on Apple’s board. Tech companies will need to encourage diversity from the top down if they are going to institute real change.

There is no individual solution to the lack of diversity in the tech industry. But only by talking about the issues and prioritizing solutions will women and people of color start to see increased roles in major tech companies. Changing the culture, increasing retention, and encouraging top-level diversity will all help to create opportunities for everyone.