It’s 2022, and yet, I and many others who are advocates for diversity and inclusion (D&I), particularly in STEM, still have to push for this movement.
Despite visible efforts to make progress on D&I, we still haven’t moved the needle. According to a 2021 report on diversity in the United States tech industry, “68% of businesses are aware of a continuing lack of diversity in their tech teams. Of those, 46% are actively trying to address the issue.”
But even surveys on D&I in the tech industry don’t account for all under-represented groups. Just take a look at Dice’s 2021 Equality in Tech report, where they surveyed technologists on pressing issues, such as compensation and burnout. The Middle Eastern and North African (MENA) community wasn’t acknowledged. However, other underserved groups were.
This is a serious issue that by no means only applies to Dice. In fact, look at the diversity reports of most major tech companies in the U.S., and you won’t find a MENA category for their workforce statistics.
This lack of MENA representation is indicative of a more widespread problem I’ve seen in the U.S. tech industry: Companies hire people of MENA descent—after all, it’s a community filled with lots of talent, particularly when it comes to women. According to 2015 UNESCO figures, Saudi Arabia, Iran, Algeria and Oman had 65% and above of their female students “enrolled in natural science, mathematics and statistics” higher education programs.
However, these companies then don’t meaningfully invest in their employees of MENA descent. It’s not a stretch to say that people of MENA descent probably don’t even factor into corporate D&I strategies. This needs to change now—it’s 2022.
As the founder and CEO of a nonprofit focused on amplifying MENA women in the tech industry, I urge all tech companies to consider the following questions.
Continue reading: https://www.forbes.com/sites/forbesnonprofitcouncil/2022/09/07/mena-the-invisible-community-in-tech/?sh=7a119ae7725a
Despite visible efforts to make progress on D&I, we still haven’t moved the needle. According to a 2021 report on diversity in the United States tech industry, “68% of businesses are aware of a continuing lack of diversity in their tech teams. Of those, 46% are actively trying to address the issue.”
But even surveys on D&I in the tech industry don’t account for all under-represented groups. Just take a look at Dice’s 2021 Equality in Tech report, where they surveyed technologists on pressing issues, such as compensation and burnout. The Middle Eastern and North African (MENA) community wasn’t acknowledged. However, other underserved groups were.
This is a serious issue that by no means only applies to Dice. In fact, look at the diversity reports of most major tech companies in the U.S., and you won’t find a MENA category for their workforce statistics.
This lack of MENA representation is indicative of a more widespread problem I’ve seen in the U.S. tech industry: Companies hire people of MENA descent—after all, it’s a community filled with lots of talent, particularly when it comes to women. According to 2015 UNESCO figures, Saudi Arabia, Iran, Algeria and Oman had 65% and above of their female students “enrolled in natural science, mathematics and statistics” higher education programs.
However, these companies then don’t meaningfully invest in their employees of MENA descent. It’s not a stretch to say that people of MENA descent probably don’t even factor into corporate D&I strategies. This needs to change now—it’s 2022.
As the founder and CEO of a nonprofit focused on amplifying MENA women in the tech industry, I urge all tech companies to consider the following questions.
Continue reading: https://www.forbes.com/sites/forbesnonprofitcouncil/2022/09/07/mena-the-invisible-community-in-tech/?sh=7a119ae7725a
