Bridging computing's diversity gap
It all starts at school
Despite the plethora of job opportunities, the UK tech sector still struggles with diversity, and there’s a long way to go to catch up with the pace of technological progress.
There are more than 1.6 million workers in the UK tech industry. However, compared to other sectors, there are fewer women – estimated to represent just 28% of the workforce – and an even lower percentage of disabled workers.
Things are slightly brighter when it comes to the representation of ethnic groups, with one in four workers belonging to ethnic minority groups. However, this figure almost halves in senior roles, with only 13% of ethnic minorities making it to senior tech roles.
On top of all this, there is underrepresentation of socio-economic groups, especially at senior levels.
To understand where the diversity issue starts in IT and computing, we have to go to where it all begins: at school. When it comes to picking a STEM subject, women are still in the minority. Only 35% of women choose to pursue STEM subjects beyond GCSE level, and just 25% of STEM graduates are female.
This brings to light a big factor that influences diversity in the computing industry: to attract a more diverse range of talent, educational institutions need to try just as hard as businesses to welcome and encourage all types of students. To change the stereotypes associated with working in the industry, businesses should also be working with schools to showcase just how varied a role in the tech industry can be.
Balancing the gender disparity
IT and computing schools need to adapt to the changing needs of the technology sector. With automation on the rise, companies are now placing more emphasis on soft skills, like communication and interpersonal abilities, rather than just practical skills.
In the computing industry, this is much needed for cultural change, as better communication will lead to a workforce that supports those with different needs. For example, effective communication can reduce workplace conflicts and minimise stress, creating a healthier work atmosphere. This, in turn, will allow those who are underrepresented in the sector to feel more comfortable to speak out, or feel more welcomed when they need better flexibility. All of these are aspects that can help women in technology flourish.
Having more women in leadership can push for this, too. For example, research has found that female leaders score significantly higher in their capability to "connect and relate to others", as well as in exercising authenticity and leading from a creative perspective. Unfortunately, 29% of women believe that their gender will be an obstacle to advancement.
This is where soft skills training can be important, as many management roles demand such skills. From there, schools, universities and businesses can provide work experience opportunities to women or ethnic minorities and get them to participate in STEM lectures or events to expose them to what the industry can offer.
And it's not all bad news. The number of young women in the UK applying to start computing degrees in 2024 has risen by 10% over the past year. BCS, the Chartered Institute for IT, found that there were 18,880 applications from UK 18-year-old women to study computing at university this year, up from 17,140 in 2023. We are slowly getting there, but more work needs to be done.
Supporting better growth for diverse ethnicities
A big barrier women and ethnic minorities face when it comes to climbing the career ladder is that they don't see many examples of people who look like them, or share a similar background to them, who are succeeding in the field – and this is especially true for IT and computing.
Diving deeper into the problem, we find that those from underrepresented or disadvantaged backgrounds typically decide to go to university later in life. Many tend to skip higher education because they have other commitments to focus on, such as taking care of their family, which can sometimes be a financial burden. Another reason may be that they are the first generation in their family to pursue higher education, and therefore, may not have as much support and guidance. As a result, they may not have the time, resources or understanding to consider pursuing a degree until later in life.
So, what does this mean for the computing sector? Higher education systems need to devise tech courses that are more welcoming to underrepresented demographics, especially for mature students. Grants and scholarships are great, but universities need to be more flexible with their assessment methods and courses. They should consider people's professional experience and use practical assessments, rather than only relying on essays and theoretical knowledge. A phrase of mine that stands true here is: "Let's actually do computing; let's not just talk about it".
The diversity issue facing the computing industry is an ongoing cycle. To mark the cultural change the industry needs, we need more diversity in leadership positions. To kick start this, we need to put in effort to ensure our education system is helping those who may excel in tech get the guidance and support they need to succeed. To do this, we need businesses and schools to come together, shifting perceptions and widespread attitudes that tech is a male-only industry.
