Coalition of Tech Companies and Academic Experts Launch Unprecedented Report to Transform Diversity, Equity, and Inclusion Outcomes within Tech Industry OutBuro LGBTQ

Coalition of Tech Companies and Academic Experts Launch Unprecedented Report to Transform Diversity, Equity, and Inclusion Outcomes within Tech Industry

Over 30 CEOs and Leaders from Leading Tech Companies Pledge to Take Action and Drive Change

WASHINGTON–(BUSINESS WIRE)–Today a coalition of 29 leading diversity, equity, and inclusion (DEI) experts from academia and the tech industry released a new report, Action to Catalyze Tech (ACT), which calls on tech companies to commit to bold, collective action by open-sourcing DEI best practices, encouraging collaboration on systemic solutions, and increasing accountability to drive change.

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Convened by the Aspen Institute, the National Center for Women & Information Technology (NCWIT), PwC, and Snap Inc., a cross-industry working group partnered for over a year to aggregate relevant, research-based actions that businesses can take to help radically improve DEI outcomes. The ACT Report compiles this research in one place and provides a blueprint and tools for companies at all stages — from startups to mature organizations — to implement to drive internal and sector-wide change. The full report is available here: https://actreport.com/.

Over 30 CEOs and executives from leading technology organizations, including Airbnb, Apple, Dropbox, Etsy, Google, LinkedIn, Twitter, Salesforce, Spotify, and Uber, have committed to being founding signatories of the ACT Report, pledging to hold themselves and their companies accountable to accelerate progress toward achieving DEI success. Together, these founding signatories represent more than 500,000 tech employees.

As part of the pledge, company signatories commit to developing company-specific strategies for pursuing or enhancing activity around the report’s four recommendations, which include:

  • Model and incentivize inclusive leadership, including by recognizing DEI as a business imperative.
  • Operationalize DEI throughout the business by applying a framework to address how to spend money (supplier diversity), design and build products (product inclusion), and think about talent.
  • Share DEI demographic data with a new industry partner, the Tech Equity Accountability Mechanism, incubated by the Aspen Institute, with the goal of creating industry-wide standards for reporting such data.
  • Transform future pathways into tech for underrepresented talent, including by helping solve the acute lack of computer science teachers from underrepresented backgrounds.

“The tech industry remains dominated by white men,” said Vivian Schiller, Executive Director of Aspen Digital, a program of the Aspen Institute. “Justice for underrepresented communities requires sustained commitment, transparency, and accountability from leadership, and that’s what we strive toward with Catalyze Tech. We are glad that so many tech companies are committing to implement recommendations made in this report, and eager to support the sector on the path to true equity.”

“Increasing diversity, equity, and inclusion is more than a numbers game. True change occurs when company leaders remove the systemic biases and barriers to fostering inclusive organizational cultures,” said Lucy Sanders, CEO and Founder, NCWIT. “It is imperative that we continue to call upon tech companies to take action, and contribute to making the tech industry a more accurate reflection of a broad society.”

“So often the tech industry moves fast and shoots for the stars — yet when it comes to diversity and inclusion, the industry’s progress has been agonizingly slow. It is long past time for urgency and accountability, and the ACT Report sets out a tangible roadmap for companies of all sizes,” said Oona King, Vice President of Diversity, Equity and Inclusion at Snap Inc. and the Chair of the Catalyze Tech Working Group. “Collective action is key, and needs everyone in business — from CEOs to interns — to be inspired to act.”

“Diversity, equity and inclusion must be treated with the same prioritization, investment and rigor as other C-Suite priorities — it demands collaboration, accountability and transparency to help accelerate systemic and sustainable change,” said Shannon Schuyler, Chief Purpose & Inclusion Officer at PwC US. “The commitments laid out in the ACT report strive to do just that, from the talent we hire, to the suppliers we work with, to the products we create — inspiring a culture of belonging should be felt through every corner of an organization if we are to drive change at scale.”

The full list of companies that have signed on to commit to the report’s recommendations at launch are: Airbnb; Apple; Ariel Investments; Cisco; DoorDash; Dropbox; Etsy; Google; Headspace Health; Justworks; LinkedIn; Maven; Netflix; Nextdoor; PwC; Ro; Salesforce; Snap; Spotify; Twitter; Uber; Vimeo; Warby Parker; and Wipro; along with PledgeLA and the companies that form the Alliance for Global Inclusion: Applied Materials, Dell, Intel, Micron Technology, Nasdaq, and NTT Data.

On November 3, Catalyze Tech will convene the first annual DEI Innovation Summit, which will bring together CEOs and leaders from signatory companies, DEI experts, and advocates to discuss cross-industry alignment, and how to put the report’s recommendations into action. The Summit, held virtually, will begin at 9:00 a.m. PT, and it will be available to watch for free here.

Learn more about this effort at ACTReport.com.

About Catalyze Tech

Catalyze Tech is a new initiative to align the tech industry around collective action for diversity, equity, and inclusion (DEI), based on the belief that outcomes cannot be transformed by any one leader or company alone. They are an industry-wide challenge that must be tackled by working together.

The coalition’s founding recommendations, released in its Action to Catalyze Tech (ACT) Report, were developed over the course of a year by a cross-industry working group of academics, DEI experts, think tanks, and tech companies, with the goal of bringing companies together to define industry standards for DEI and determine and commit to the collective action needed to solve systemic inequity in tech.

The working group that developed the report included experts and academics from AnitaB.org; Aspen Digital, a program of the Aspen Institute; Bennington College; Brookings Institution; Computing Alliance of Hispanic-Serving Institutions, University of Texas at El Paso; Constellations Center for Equity in Computing at the Georgia Institute of Technology; Coqual; CSforAll; Expanding Diversity and Gender Equity in Tech (EDGE in Tech)™ Initiative at the University of California; Google; Harvard Business School; IncluSTEM; Kapor Center; LA-Tech.org; Management Leadership for Tomorrow; National Center for Women & Information Technology; Powered By Decisions, LLC; PwC; QSIDE Institute; Reboot Representation; Scholastic Education Solutions; Snap Inc.; University of Massachusetts Amherst; and the Women and Public Policy Program at the Harvard Kennedy School.

Contacts

Press:

press@snap.com

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Insight Unites with Women In Cloud to Accelerate Workplace Diversity in Technology

By joining the #WICxFortune100 Initiative, Insight deepens its commitment to strengthening a partner network built on diversity and inclusion

TEMPE, Ariz.–(BUSINESS WIRE)–Insight Enterprises (NASDAQ:NSIT), the global provider of Insight Intelligent Technology Solutions™ for organizations of all sizes, today announced a partnership with Women In Cloud, an economic development organization dedicated to advancing gender inclusion in technology, for the #WICxFortune100 Initiative.

Insight is supporting the #WICxFortune100 Initiative, a turnkey program for industry-leading corporations to create access for women in technology through representation, recruitment and relationship building. Women In Cloud is committed to developing the next generation of women entrepreneurs and leaders in the field of cloud computing and advancing the success of women in technology.

Insight has established a diverse supplier program that last year helped 185 women-owned small businesses gain exposure to Insight’s global clientele. A dedicated Diversity, Leadership and Organizational Development team is staffed full-time in the areas of sales and supplier diversity, recruitment, education and retention. The team has established robust training on allyship and eliminating unconscious bias in the workplace, provided through Insight’s Aspiring Leadership program.

Rooted in its core values of hunger, heart and harmony, Insight is promoting the equitable treatment of all teammates regardless of gender, race, ethnicity, age, sexual orientation or physical ability. As an industry pacesetter in advancing women in leadership, Insight now boasts 900 participants in its Women With Insight peer-network group. Women With Insight is one of eight diverse teammate resource groups led by nearly 1,300 teammates across North America for the purpose of advancing unity, professional development and mentorship across the company.

“One of the most exciting aspects of working in technology is how quickly everything evolves, where new ideas become building blocks to unlock our full potential. At Insight, we are intent on redefining the future of work – not just through digital innovation but in fostering a culture of everyday respect as we empower equality, diversity of thought, and a sense of true belonging for everyone,” said Glynis Bryan, Insight chief financial officer. “We have seen drastic change in business and in the world in general recently – much of it challenging our everyday norms – which is opening doors to new ways of thinking. We’re proud to work with Women In Cloud to ensure this translates into greater opportunities to advance women in technology.”

As part of the partnership, Women In Cloud will host a series of events involving Insight leaders. The first of many was the #WICxInspire multi-day networking event in July, including speaking engagements by Amy Protexter, Insight senior vice president of marketing, and Megan Amdahl, Insight senior vice president of partner alliances. Insight also will present Dec. 10, as part of the #WICxFortune100 Lunch & Learn virtual series, an event uniting female entrepreneurs and female founders of cloud-based companies with key leaders from Insight and other cloud industry leaders. These events provide attendees with insights and information about the industry and help them to network with other women in the industry.

“The addition of Insight to our partner community brings another proven leader in workplace equality to accelerate Women In Cloud’s mission of creating greater economic access for women entrepreneurs,” said Chaitra Vedullapali, co-founder, Women In Cloud. “A recent McKinsey study estimates if measures are taken now to increase access for women entrepreneurs, global GDP could improve by $13 trillion by 2030, an 11 percent increase compared to not taking any action at all. By working together with Insight and other Fortune 500 companies, we have the opportunity to influence business acceleration for generations to come.”

Insight has been recognized as a champion of diversity, equality and inclusion by being named to the 2021 Fortune World’s Most Admired Companies, Fortune’s more recent Best Workplaces for Diversity list, the 2021 Forbes America’s Best Employers for Diversity, 2020 Forbes World’s Best Employers and 2020 Forbes America’s Best Employers for Veterans rankings. The company also scored 95 out of 100 on the Human Rights Campaign’s 2021 Corporate Equality Index of LGBTQ workplace equity.

For more information on Insight, visit insight.com or call 800-INSIGHT.

About Insight

Today, every business is a technology business. Insight Enterprises Inc. empowers organizations of all sizes with Insight Intelligent Technology Solutions™ and services to maximize the business value of IT. As a Fortune 500-ranked global provider of Digital Innovation, Cloud + Data Center Transformation and Connected Workforce solutions and services, we help clients successfully manage their IT today while transforming for tomorrow. From IT strategy and design to implementation, management and supply chain optimization, our employees help clients innovate and elevate their operations to run business smarter. Discover more at insight.com. NSIT

About Women In Cloud

Women In Cloud is a community-led economic development organization taking action to generate $1B in net new global economic access for women entrepreneurs by 2030 through partnerships with corporations, community leaders, and policymakers. Women in Cloud is built on the following core values; Inclusion, Collective Action, and Economic Access to help contribute to the UN 2030 Sustainable Development Goals. For further information, visit womenincloud.com or contact vibhac@womenincloud.com

Contacts

Scott Walters
Insight Enterprises

Tel. (480) 889-9798

Email: scott.walters@insight.com

Ariel Kouvaras
Sloane & Co.

Tel. (212) 446-1884

Email: akouvaras@sloanepr.com

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New Survey by Wiley Looks at Diversity Deficit in U.S. Tech Workforce

Nearly 70% of U.S. Businesses Report a Lack of Diversity in their Tech Workforce; Same Percentage of Young Tech Employees Have Felt Uncomfortable at Work Based on Their Identity or Background

Wiley is Addressing the Diversity & Skills Gaps in Tech by Connecting High-Quality Education with High-Demand Careers

HOBOKEN, N.J.–(BUSINESS WIRE)–From the 2021 ASU+GSV Summit, WILEY, a global leader in research and education, today announced its Diversity in Tech: 2021 U.S. Report following a survey of more than 2,000 early career tech workers and 270 business leaders. The report verifies the pace of progress is too slow in addressing the lack of diversity in U.S. technology-focused jobs and reveals insights that underscore the challenges companies must address to build more diverse workforces. Key findings include that nearly 70% of U.S. businesses identify a lack of diversity in their workforces, while the same percentage of young tech workers feel a lack of inclusion and belonging in company culture.

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“It’s estimated that U.S. companies collectively are spending more than ever before – about eight billion dollars a year – on diversity and inclusion training,” said Todd Zipper, President of Wiley Education Services. “This report proves that investment alone isn’t enough to achieve equity in the workplace. We need to take an ecosystem approach to workforce diversity: making science and math education more accessible for all learners from an early age through college, and creating more equitable on-ramps to employment through short-form skilling and ‘last-mile’ training solutions.”

The report provides some key insights and findings about the lack of diversity in workforces including:

There is immense power in educating and encouraging secondary-school students to pursue technology-focused roles.

  • According to 18–28-year-old workers currently in the technology field, the most common reason for pursuing a career in technology is encouragement to do so by their high school. Nearly five out of 10 young tech workers (47%) cited this as one of their main motivations, highlighting the necessity for schools to do more to promote tech roles to a wider range of students.
  • To land a tech job or advance in the tech sector, nearly half of women surveyed were concerned about their qualifications; 31% were concerned they are not good enough at math and science; and one-in-three women were worried that they do not have the right educational background. When comparing men and women, women are more concerned about their skillset with 48% worried about their qualifications compared with 43% of males.

Though businesses are aware of the lack of diversity in the tech sector, they are unsure how to address it.

  • Nearly nine out of 10 (89%) business leaders surveyed plan to recruit junior tech talent in 2021; of those, more than half (51%) struggle to recruit diverse entry-level technology talent.
  • 68% of businesses surveyed feel there is a lack of diversity in their tech workforce, but only half (46%) are actively trying to address the issue within technology teams. Nearly a quarter (22%) said they do not know how to address the issue. Surprisingly, nearly half (45%) of businesses have yet to invest in anti-bias training for hiring managers.

To enable a more diverse workforce, companies need to create more inclusive cultures.

  • Seven out of 10 (68%) young technology workers have felt uncomfortable in a job because of their gender, ethnicity, socio-economic background, or neurodevelopmental condition. When looking at women of color (female respondents who identify as non-white) this number increases to nearly eight out of 10 (77%).
  • Half (50%) of young tech workers said they had left, or wanted to leave, a tech or IT job because the company culture made them feel unwelcome or uncomfortable, highlighting the importance of building inclusive cultures. This number increases to nearly six out of 10 (57%) when looking at women of color.
  • A significant proportion of all surveyed (64%) said they believe people from minority backgrounds are discriminated against in the recruitment process for technology jobs. This number was relatively consistent across the different demographics.

Wiley supports thousands of higher ed institutions and employers worldwide to deliver education directly connected to career success and build a diverse and digitally savvy workforce at scale. One way Wiley does this is through innovative, last-mile training solutions like mthree that hire, train and deploy job-ready technology talent in roles with leading corporations worldwide, including more than 30 Fortune 500 companies.

“With nine million unfilled jobs currently in the U.S., the economy will continue to struggle as it experiences a labor shortage, especially if companies are ill-equipped to recruit and retain a diverse tech workforce.” said Daniele Grassi, Chief Operating Officer for mthree, a Wiley brand. “Expanding and diversifying talent pipelines will get great workers in high-demand tech jobs faster, benefitting both companies and workers.”

As part of Wiley, mthree offers solutions to build pipelines of diverse, custom-trained talent. mthree believes companies can reach new demographics and tackle biases from age to education. In 2020, of those placed with companies by mthree, 35% were female and 50% were Black, Asian, or another minority ethnicity.

Additional information

  • Link to Report: Download the full report here.
  • ASU + GSV Session: Wiley will discuss insights from the Diversity in Tech: 2021 U.S. Report virtually from the 2021 ASU + GSV Summit, please visit here for more details.

Methodology

U.S. Employee: The U.S. employee sample consisted of 2,030 respondents comprised of individuals ages 18-28. All respondents resided in the United States at the time they participated in the survey. Texas residents accounted for the largest percentage of respondents (15%), followed by New York (14%), and Florida (10%).

U.S. Employer: The U.S. employer sample consisted of 270 respondents who were serving in leadership roles within the financial services, healthcare or insurance industries at the time they completed the survey. Respondents needed to be serving in C-suite, executive level, senior management, vice president, or director positions in order to participate. All respondents resided in the United States at the time they participated in the survey. Florida residents accounted for the largest percentage of respondents (18%), followed by New York (14%), and Illinois (11%).

About Wiley

Wiley is a global leader in research and education, unlocking human potential by enabling discovery, powering education, and shaping workforces. For over 200 years, Wiley has fueled the world’s knowledge ecosystem. Today, our high-impact content, platforms, and services help researchers, learners, institutions, and corporations achieve their goals in an ever-changing world. Visit us at Wiley.com, like us on Facebook and follow us on Twitter and LinkedIn.

Category: All Corporate News

Contacts

Media Contact
Lauren Curlett

M: +1 302-632-3661

Lcurlett@wiley.com

We Open Tech Formed to Provide a Global Community to Security and Tech Professionals of Marginalized Genders

SAN FRANCISCO–(BUSINESS WIRE)–$cash–We Open Tech (WOT) announces its formation to serve established professionals and emerging talent in security and tech who are of marginalized genders, including non-binary folks, women (trans and cis), trans men, and all other genders which have been systematically oppressed. WOT provides opportunities for mentoring relationships, professional development, career opportunities and support through its global online community and a growing roster of local chapters.

WOT is formed by respected security and tech leaders who have co-founded and served on the boards of member-focused communities such as WeAreHackerz and former board members of Women of Security (WoSEC). WOT offers members support from kindred spirits as they gather resources to enter, learn more and progress in their security and tech careers. Most importantly, WOT provides free resources and a safe space from the judgment and criticism often found throughout industries and living areas.

Chloé Messdaghi, We Open Tech Co-Founder, said: “We believe that every single person regardless of their gender and background should have access to obtain any position and title within security and tech. We are here to support and empower curious minds, and enable anyone in the tech or security space who wants to be authentically who they are and share their knowledge at any experience level, and to improve themselves.”

Maria Mora, We Open Tech Co-Founder, said: “As I learned more about other folks as well as myself, I noticed the lack of recognition or erasure of other marginalized groups. Raising awareness and acceptance of those outside the ‘traditional’ gender binary will get us to a better place for all.”

“Collaboration is key, “ they add. “It takes a village to increase awareness and acceptance. We will partner with various organizations in order to educate and raise awareness in the industry, as well as support folks in their careers.”

Global Community, Local Chapters:

“We have virtual global events, such as talks, conferences, and workshops. But we also acknowledge the need for local events. Our chapter events are virtual and in-person all around the world. Current local chapters include San Francisco, Seattle, Barcelona, Milwaukee, London and Vancouver.

“By starting a local chapter, you can help to break down barriers and build bridges for marginalized genders to thrive in security and tech,” said Chloé Messdaghi.

About We Open Tech:

We Open Tech is a global community born from a need for people of marginalized genders in or seeking to join security and tech. For more information, visit weopentech.org

Additional Resources:

Membership information: https://www.weopentech.org/join

For information on starting a local chapter in your area, contact WOT at info@weopentech.org

Contacts

Dan Chmielewski

Madison Alexander PR

Office: +1 714-832-8716

Mobile: +1 949-231-2965

dchm@madisonalexanderpr.com

Maureen MacGregor

Madison Alexander PR

(978) 473-1016

maureen@madisonalexanderpr.com