What Will Be The Biggest Story Around Diversity And Inclusion In 2017?
Dr. Cheryl Ingram is making companies dig deep.
She helps build accountability that makes companies redesign their recruitment, hiring, and retention practices. She also works in K–12 schools and higher education to eliminate discrimination.
Ingram is scheduled to speak at the upcoming Tech Inclusion Seattle Conference June 14–15. The event is being organized by Change Catalyst, which empowers diverse tech innovation through events, consulting, research and training. Change Catalyst’s Startup Ecosystem programs help underrepresented entrepreneurs and investors to start, scale and fund businesses.
Jared Karol interviewed Ingram for Tech Inclusion. This is an excerpt from that interview.
Change Catalyst: What will be the biggest story around diversity and inclusion in 2017?
Cheryl Ingram: Women in tech has become more and more of a conversation starter and workshop igniter. I think this is becoming the biggest story in tech. I think the trend is leaning towards the gender wage gap and addressing how the field of technology inequitably pays male-identified people vs. female-identified people.
I agree that the rise of women in tech is important; my fear is the untold story that is being created within that story — a story of non-white women and transgender women who are being left out of conversations consciously and unconsciously. I’m concerned about these untold stories because there is so much happening in the world of tech that needs to not just be addressed but changed. Intersections are relevant and need to be included within the larger stories.
Change Catalyst: What is the best example of leadership in inclusion you’ve seen recently?
Cheryl Ingram: I think companies like LinkedIn are doing a good job of building an inclusive work environment. They are also admitting that they need to do more. Representation at LinkedIn as of June 2016 is as follows: women account for 42 percent of overall employees and 35 percent of leadership — a 5 percent improvement since 2015 and a 10 percent improvement since 2014. 3 percent of their employees are Black and 5 percent are Latino. They let employees self-identify and are still creating accountability systems to measure their impact. I think this is a good start but they — and we as a society — have so much more to do to improve the current state of inclusion in our communities.
Read more at Tech Inclusion.
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