If you’re reading this, you already know that tech has a diversity problem.

Our current tech industry operates in a system intentionally set up for only one group of people to have success. It’s a hard fact, but a lot of work must be done to solve this unsustainable culture. These mono-cultural exclusive environments are often why diverse talent does not stay around.

Inclusive environments benefit everyone

Many companies focus on initiatives to increase diversity, equity, inclusion, and belonging in their organizations. As a solution, companies hire underrepresented groups and folks with non-traditional backgrounds to change the organization’s makeup. While “good” intentions are behind the hiring decisions, often, these efforts fall short and create a negative impact. Most organizations fall into the trap of not implementing a long-term strategy to ensure employee retention and provide growth opportunities. As a result, money and time are wasted and push out diverse talent.

Building an inclusive and welcoming environment at your company and on software engineering teams doesn’t need to be perfect. The reality is it won’t be. The key to success is continual learning and growth. These changes don’t just affect new hires from non-traditional backgrounds, but incremental changes benefit the whole organization. 

Here are the top three things you can do right now to start building a more inclusive and welcoming workplace.

1. Training is key to breaking down barriers

To ensure our Ada interns succeed in their internships, we have their managers attend our Inclusivity Training. We cover topics such as self-awareness, power, privilege, oppression, bias, anti-racism, trans inclusion, neurodiversity, and allyship. 

From our training, we’re providing a few key takeaways of how you can create an inclusive environment at your company and on your team. Remember, this isn’t a checklist. DEI is an ongoing process that must be continually iterated and reviewed. However, this is a starting point to help you attract and retain your diverse talent. 

2. A company must value diversity, equity and inclusion

As a company, ensure you have: 

• A clearly stated commitment to inclusion on your website
• A DEI champion in the C-Suite executive level
• Employee resource groups and funding
• A whistleblower policy
• Equity and inclusion goals embedded in your performance evaluations
• Opportunities and resources for continued DEI learning

3. Leaders must make changes

As a team leader, we teach the following 6 C’s of inclusive leadership, as explained by Deloitte’s Juliet Bourke:  

• Courage: Highly inclusive leaders speak up, challenge the status quo, and are humble about their strengths and weaknesses.
• Commitment: Highly inclusive leaders are committed to diversity and inclusion because these objectives align with their values and because they believe in the business case.
• Cognizance: Highly inclusive leaders are mindful of personal and organizational blind spots and self-regulate to help ensure “fair play.”
• Curiosity: Highly inclusive leaders have an open mindset, a desire to understand how others view and experience the world, and a tolerance for ambiguity.
• Cultural Humility: Highly inclusive leaders are confident and effective in cross-cultural interactions.
• Collaboration: Highly inclusive leaders empower individuals and create and leverage diverse groups’ thinking. 

Change happens over time

Creating an inclusive environment starts at the company level but must be implemented on a team level. Cultural shifts happen over time, and they are incremental. Don’t be discouraged if things don’t change overnight. It takes courage as a leader of a company to make this a priority. It takes courage for recruiters and HR leaders to advocate for funding for DEI training and programs focused on non-traditional backgrounds. It takes courage for engineering managers to challenge their biases to create more welcoming environments.