Diversity in tech gets a lot of lip service, but the reality often falls short. Companies might be investing more in ED&I, and collecting more data about their employees, but evidence is stacking up that it’s not enough, with exclusion gaps either stagnant or widening for women, the neurodiverse, the LGBTQ+ community, and those from ethnic minorities.

If it wasn’t already obvious, the problems became crystal clear earlier this year when the Tech Talent Charter, the UK non-profit set up to improve diversity and inclusion efforts across the tech sector, announced that it was closing its doors, citing the sidelining of diversity initiatives, writing in an open letter to industry that many companies are ‘quiet quitting’ their diversity and inclusion efforts.

That’s why community events like the Scottish Ethnic Minority Talent Summit are vital, where diversity isn’t just a buzzword, it’s recognised as a critical component for success. 

The impressive gathering of tech workers, employers, entrepreneurs, and major firms at the summit formed a vibrant tapestry, not just highlighting the best and brightest, but helping the next generation find their way.   

At this year’s inaugural summit, organised and hosted by The DataKirk, that connection between community and opportunity was clear from the start. 

That was the message from Manira Ahmad, chief officer with Public Health Scotland, who opened proceedings by talking about how engagement events like the Talent Summit can forge powerful bonds and establish lasting networks that will challenge the dominant ways of thinking currently keeping so many people from breaking through.

“Scotland, as a nation, is richer when we take away groupthink and become really open to intense conversations that will help us grow, and help our institutions and organisations grow,” said Ahmad.

“It’s about Scotland building a really inclusive, diverse community so that we create a welcoming, safe environment where everyone has access.”

Finding next-gen talent

The hard work has already started, as The DataKirk’s CEO, Fash Fasoro, explained when he took to the stage to highlight the positive impact that the social enterprise has already made in the five-years since being founded. 

Hundreds of underemployed, underprivileged individuals have already been supported by The DataKirk’s programmes to integrate those from diverse backgrounds into the workforce, with Fasoro reeling off a head-spinning litany of their results.

For example, the Talent for Data programme has launched 139 people into Scotland’s tech scene; the Data Literacy Club has empowered 232 children, equipping them with digital skills; the TACT scheme brought 45 women into growth sectors; the Entrepreneurial Accelerator helped 48 minority founders launch businesses; and Talent On Board has placed 22 people in company boardrooms. 

“Every programme, every conversation, and every action we embrace today, builds a future where our workforce isn’t just skilled or innovative, but also representative and fair,” said Fasoro.

That’s truly impressive, but Fasoro pointed out that the UK currently stands at a crossroads, especially within the tech sector, when it comes to welcoming talented people from abroad. The DataKirk has been overwhelmed by the numbers of international students, many of whom have studied in the UK for years, being unable to transition into work.

Right now, the UK government is considering key recommendations from those in the industry regarding how to make Britain a top destination for AI experts, with one of the main points being a simplified visa process for foreign workers with AI skills.

It seems like government thinking is along the same lines as Fasoro’s, who emphasised that closing attainment gaps for those in ethnic minorities shouldn’t be approached solely as an ED&I issue. It’s about unlocking innovation in our economy. 

“Africa has produced more unicorns than Scotland, and we need to tap into that area,” said Fasoro.

“We have the talent, we have the aspiration, and we will support our community to be part of the big growth sectors of the economy.”

Part of supporting that community means working to make sure that future generation’s are well equipped to provide value to the economy well before they make it to the workforce. 

With that end in mind, Fasoro announced the launch of two new initiatives for next year. First, the Generative AI After School Club, which will give young people the tools to create with AI, rather than just to consume, and allow them to apply AI to real-world scenarios that will help them land high paying jobs in the tech sector in years to come.

A new STEM academy and cadet programme, meanwhile, will provide outreach for young people, in particular young women, to help guide them into STEM fields, opening up possibilities that until now may have looked unattainable for many in ethnic communities. 

Encouraging young people and those from diverse backgrounds into forward looking industries is only part of the challenge though. For Scotland, and the UK, to have a vibrant, successful, and inclusive economy means not just supporting individual communities, but blending them together.

Breaking down barriers to fair work

That difficult task is something that the Scottish Government is working to take head on. Tom Arthur, MSP and minister for employment, made it clear that in Scotland embracing diversity isn’t optional, it’s essential for the competitive edge the country needs.

That’s why, he said, the Scottish Government has spent a lot of effort in updating the country’s fair work actions plans, including  forthcoming publication of new ‘Fair Work First’ guidance that Arthur claimed will help address labour market barriers for priority groups, including those from ethnic minorities.

Good news, but the minister acknowledged that simply encouraging businesses to hire more diverse talent won’t close the gap. 

“While our fair work agenda lays the foundation for a labour market built on fairness and opportunity for all, we know that minorities face unique challenges none greater than the harms of racism, which require us to take targeted action,” Arthur said.

“That’s why our anti-racist employment strategy is designed to confront the scale and complexity of racism head-on.” 

To do that, the government is working to find ways of boosting recruitment for ethnic minorities across Scottish industry, developing resources and toolkits that help employers find, train, and retain the kind of talent which unfortunately might still slip through the attainment gap.

Add to that the anti-racism training, strengthening of hate crime legislation, and placing recruitment conditions on public spending, all of which will help those from minority backgrounds be recognised for their talent and land their dream jobs. 

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In the end, though, finding human connections, and weaving a homogeneous network that simply expects a level playing field would make the most difference. 

Despite the unquestionable hardship which those from ethnic minorities have had to face, the community remains warm, welcoming, and eager to find ways to connect with others outside their own sphere. 

“We continue to work with racialised minority colleagues to understand the barriers they face, hearing what we get right and importantly what we can do better,” finished the minister.

For those of us lucky enough to be in positions of privilege, listening and trying to gain a little perspective is the very least we can do.