What do you do if your Mobile Technology team lacks diversity and inclusion?

Respect your hired developers first conduct a feedback if survey anonymously then take those points in consideration. Have one on one with developers regularly to understand how they are feeling in a team.

This is a tricky one , you should first conduct an audit of your team's demographics to understand the current level of diversity. This can include gender, race, ethnicity, age, disability status, sexual orientation, and other relevant factors.

Research and study to update self with technology trends and tap on the opportunities available such as AI and machine learning. These are ways for a total inclusiveness and diversity for our youths especially the girl child in acquiring entrepreneurial skills online.

Unfortunately, Telco industry (especially towards the technology and operational side) has been not very diverse and inclusive. I believe this is more an structural issue (e.g. Very few girls are interested in in following STEM type of careers). This is not an issue you can solve by just starting to hire more diverse people. It is much profound. As a company you need to work e2e. 1. Identify where you are with your diversity and inclusion in different areas. Be very focused on checking the inclusion part. (e.g. Do you have people with a specific background/Sociodemographics/Gender in leading roles?) 2. Understand the root cause: 1. It is an structural issue? (work with universities) 2. It is a "group thinking mentality?( Work with leaders).

To address a lack of diversity and inclusion within your Mobile Technology team, it is imperative to conduct a comprehensive assessment of the team's current state. This assessment should encompass a detailed analysis of demographic factors such as gender, race, ethnicity, age, and other dimensions of diversity. Simultaneously, an evaluation of the team's culture regarding inclusivity is essential, gauging whether all team members feel valued and empowered to contribute optimally. This initial assessment serves as a foundational benchmark for devising targeted strategies and initiatives aimed at facilitating a more diverse, equitable, and inclusive environment within the team.

Over the years I've come to realise that diversity isn't just beneficial for the minority members included in teams; it also enhances the experience of work for the entire team, elevating it to a whole new level.

Outsource, if this is not part of your core value proposition. Expense and security require expertice in the mobile management.

Hire qualified people in these positions only. It starts from that position only. In mobile technology when things matter like saving lives and time is of the essence.

Implementaría políticas y programas que fomenten la diversidad y la inclusión en todo el equipo. Esto podría incluir la creación de programas de reclutamiento que se centren en atraer talento diverso, la implementación de capacitaciones obligatorias sobre diversidad e inclusión para todos los empleados y el establecimiento de prácticas de contratación y promoción que prioricen la equidad y la igualdad de oportunidades.

I have had experience in this space with quite a few Saas organisations. Here are some of the things I did: -Targeted sourcing approach. Rather than waiting for more diverse candidates apply, I went out and sourced a stronger diverse pool whilst being inclusive to all applications. -Built a diverse talent pool and nurtured them for when the timing could be right. - Built a plan with internal hiring managers and HRBPs on how the business should build relationships with suppliers with a DE&I focus

Strengthening diversity, equity, and inclusion requires higher efforts and commitment from technology companies. They must first recognize their shortcomings and then promote changes in their culture, creating spaces and dynamics that welcome diversity and advocate dialogue between cultures in an environment of respect, cooperation, and mutual learning.

Offer diversity and inclusion training for all team members to raise awareness of unconscious biases and promote inclusive behaviors. This training should be ongoing and include topics such as cultural competence and inclusive communication.

Implementing training for your team is crucial for fostering a supportive and respectful work environment, promoting empathy and understanding, and harnessing the power of diverse perspectives to drive innovation and success. Tips: 1. Set Clear Objectives: Determine what specific areas you want to address and what outcomes you hope to achieve. 2. Tailor the Training: Customize the training program to suit the specific needs and challenges of your team. 3. Engage Employees: Make the training interactive and engaging to encourage participation and foster open dialogue. Incorporate activities, case studies, and group discussions. 4. Provide Ongoing Support: Offer resources and support to reinforce learning beyond the training sessions.

Ensuring equal opportunity necessitates implementing inclusive recruitment practices to attract a varied talent pool. Subsequently, providing equal avenues for career advancement and professional development for all team members fosters a meritocratic environment. Similarly, upholding principles of non-discrimination is essential. This can be achieved by conducting recruitment processes free from bias, guaranteeing fair treatment in task assignments and promotions, and addressing any instances of discrimination swiftly and effectively. By integrating these principles with a commitment to continuous learning and open communication, organizations can establish a strong foundation for a diverse and inclusive Mobile Technology team.

Start by acknowledging the issue and committing to fostering a more inclusive environment. Actively mentor individuals from underrepresented groups by providing guidance, support, and opportunities for professional development tailored to their needs and goals. Additionally, advocate for sponsorship programs that help diverse talent access leadership opportunities and visibility within the organization, promoting equity and representation at all levels.

Acknowledge that it's impossible to be free from bias. The world runs on prejudices. That's how our brains work: In order to reduce energy consumption it relies on what it knows, looks for patters and tries to make things easy explainable. Daniel Kahneman won a Nobel Prize for his research on this (I'm simplifying here, of cause). When you want to foster inclusion and encourage others to do so, be aware that the core tasks you should really promote is not inclusion but empathy.

The policy is the mainstay of recruitment in any organization. So, it is important to look at the policy and perhaps make a change that will encourage diversity in recruitment. Also, ensure that the induction training should include a module to erase unconscious bias.

You should continuously solicit feedback from team members about their experiences and suggestions for improving diversity and inclusion. Use this feedback to inform future initiatives and demonstrate a commitment to listening and learning.

Think outside the box, when hiring for diversity and inclusion. In many instances, people of color are not gone through the traditional trade, school or college universities. Take a look on LinkedIn to find the profiles of those individuals and see if they have the skill set that is going to fit your company culture. In today’s digital world, many people are Self taught, and sometimes those people slip through the cracks.

This doesn't just pertain to Mobile Technology teams; it's relevant across all teams. Often, developers who are introverted and insecure derive their self-esteem solely from their work. It's crucial to be wary of such individuals, as they may belittle their teammates to elevate themselves. Their presence in a team can poison any attempts at inclusivity or diversity, as those subjected to their toxicity will inevitably feel diminished. Therefore, fostering a psychologically safe working environment and protecting the team from such negative influences is imperative. If no improvements occur, these toxic members must be removed. It's a tough lesson I've learned firsthand.