As a white heterosexual man, you might perceive DEI (Diversity, Equity, and Inclusion) policies as a form of discrimination against you. It may have crossed your mind that it seems unfair not to be selected for a position based on your skin color or sexual orientation.
However, prior to the implementation of these DEI policies, the situation was quite the opposite. The tech industry was far from achieving parity, especially in leadership roles. Few individuals identified as non-heteronormative, and non-Caucasian ethnicities were severely underrepresented in tech.
There is absolutely no biological explanation for the disproportionate presence of white cisgender heterosexual men from Catholic backgrounds in tech teams. Thus, this imbalance is rooted in social factors. While we won’t dive into the complexities of determinism and cognitive biases, it’s important to recognize their powerful influence.
I can personally attest to this, having experienced it myself a few years ago. A recruiter presented me several profiles he could contact for my development team. He lacked the technical expertise to determine who had the necessary skills and experience to fit my team's requirements. Yet, when a LinkedIn profile of a young woman wearing what appeared to be an Islamic veil appeared on his screen, he casually remarked, “Well, I don’t think this person fits.” While I don’t believe this recruiter is inherently racist, that comment certainly reflected a bias.
Several arguments transcend political stances and highlight the critical importance of DEI policies:
Diverse Teams Are More Effective and Produce Better Products
According to a McKinsey study, teams that are diverse in terms of gender and ethnicity perform better financially, as illustrated in the following graph.
This can be easily understood: combining different perspectives allows for a broader range of options when tackling issues. The more options we have, the better our chances of finding the optimal solution.
Most digital products target a wide audience, aiming to be inclusive of various genders, ethnicities, and religious beliefs. However, how can we ensure that a team delivers a product that meets the needs of its entire target population if the creators lack understanding of their users' needs? As a white French man, I find it challenging to grasp the experiences of a woman from a vastly different background and social situation.
For years, American tech giants sought to project a universal image, aiming to "connect people." One could almost sense a revival of the "United Colors" positioning of Benetton. Today, however, these same companies are refocusing on a predominantly white male demographic, both within their workforce and their marketing targets. I believe this shift is driven more by political motives than by business considerations.
Implementing inclusivity is more challenging, as we are starting from a long way back, and much remains to be invented and sacrificed. However, the potential for growth is significantly greater, both internally and externally. I believe that the most significant successes in tech over the next decade will come from companies that prioritize inclusivity as a core value. Conversely, those that abandon this stance—like Meta and Google—will likely stagnate at best.
Working in Tech Is a Privilege Everyone Should Enjoy
I have built a career I can be proud of, starting from almost nothing. I don’t hold an engineering degree, yet I have climbed several rungs of the ladder, earning a good living and enjoying a rewarding job.
Nevertheless, I firmly believe that my "self-made man" narrative is not entirely accurate. Had I been black or a woman, I would not have had the same opportunities, and my career would have been less successful.
This belief is supported by statistics. According to Women Tech Network, "66% of women lack clear career advancement paths in their companies," and women are 1.6 times more likely to be laid off than men.
In general, the tech industry can be a hostile environment for anyone who is not a white heterosexual man. Microaggressions are prevalent, fueled by a toxic bro culture. This often leads to individuals leaving out of a protective instinct, sometimes even a survival instinct.
However, these jobs are well-paying (for now), intellectually stimulating, and enriching. There is no scientific justification for the lack of representation in this industry, aside from existing social predation.
I worry that many microaggressions within tech teams go unrecognized by their perpetrators. Yet, it is not difficult to be welcoming and considerate. This requires ongoing cultural education that should be acknowledged by companies.
There are not enough talents to deprive ourselves of those available
For the numerous years I have worked in this industry, and aside from funding crises, recruitment has consistently posed the biggest challenge in tech. Over the course of six years in management, I have recruited around 30 people for various companies, reviewing nearly 300 profiles in the process.
When we set high standards for the quality of engineers we want to hire, the pool of candidates shrinks significantly (90% of candidates I encountered were rejected after the first interview). At the same time, a strong candidate will almost always receive 3 to 4 offers from different companies.
Hiring an excellent candidate is always a complex task, and companies often feel compelled to "take risks" to fill positions more quickly, extending offers to candidates who may not meet every criterion.
Thus, creating a tech industry that is more welcoming to diverse profiles simply increases our chances of finding exceptional talent. Personally, I believe that my best hires, both junior and senior, have been women. None were hired based on their gender; rather, we actively worked to address our biases, broadening our horizons to meet remarkable individuals both personally and professionally.
I think particularly of a young woman transitioning into a new career, whom we hired because her soft skills were exceptional and her technical abilities impressive for her limited experience. Her personality and background were vastly different from those of the existing team members, and it would have been easy to assume she wouldn’t fit in. Yet, she excelled, quickly becoming effective and showing impressive growth for a junior profile.
If you are a man, do not believe that a woman will hinder your chances of securing a position. If a woman wins the job you desired, it is simply because she was the stronger candidate.
If this industry chooses to reinstate discriminatory policies, it does so solely for political reasons. However, rationally speaking, diversity policies will always make more sense. Moreover, the moral argument remains the most crucial. In tech and beyond, social justice remains the only solution to create a desirable world.