Tech companies have been struggling with diversity and inclusion goals for years. In 2018, we'll see how the most progressive leaders will create measurable change.

1. linkedin.com/in/jomcrelllinkedin.com/in/jomcrell
20188 D&I Trends for 2018
Expect to hear more about Diversity & Inclusion this year

2. linkedin.com/in/jomcrell
Trend #1
A more diverse definition of ‘diversity’

3. linkedin.com/in/jomcrell
Trend #1
A more diverse definition of ‘diversity’
Context
Moving beyond the basics
● Since 2014 when SIlicon Valley companies like Google started reporting*
on diversity data, many have realized the need to move beyond US
Bureau of Labor Statistics categories (e.g., race and binary gender) to
understand key employee trends around neurodiversity, non-binary
gender, socioeconomic, ethnicity, etc.
Inter-generational differences
● Gen Z or the iGen^ is now entering the workforce, and they have different
expectations for diversity than Millennials+, who have very different ideas
about diversity from Gen X and Baby Boomers. Employers will need to
understand and bridge these understandings - often played out between
leadership, mid-management and early career hires.
Recommendation
Employee Networks
● Encourage employees to organize
around the topics and identities
that matter most to them (also
known as Employee Resource
Groups). Enable input into product
or services development.
Engage Leadership
● Encourage leaders to regularly
connect with different groups in
their organization via forums,
focus groups, or Lunch with a
Leader. Focus on listening.
*Article 1, ^Article 2, +Article 3

4. linkedin.com/in/jomcrell
Trend #2
Diversity to drive recruiting efforts

5. linkedin.com/in/jomcrell
Trend #2
Diversity to drive recruiting efforts
Context
Talent wars intensifying
● A lack of tech talent is not the only reason for talent shortages*. As Baby
Boomers retire, Millennials continue to frequently change jobs and the
smaller population of Gen Z enters the workforce^, hiring and retaining
talent becomes even more challenging. Employers are looking to a more
diverse set of candidates and sources.
Companies waking up to the benefits of diverse talent
● Glassdoor is predicting that D&I will be a major focus for HR in 2018+
because companies are not just reading about, but seeing the benefits of
diversity in their businesses.
Recommendation
Evaluate Hiring Processes
● Work with your recruiting team to
determine how to broaden your
candidate funnel and unbias the
interview process (e.g., review job
description language for gendered
terms).
Market Your Inclusiveness
● Ensure your company brand and
recruiting materials reflect your
commitment to inclusiveness.
*Article 1, ^Article 2, +Article 3

6. linkedin.com/in/jomcrell
Trend #3
D&I explicitly tied to internal mobility programs

7. linkedin.com/in/jomcrell
Trend #3
D&I explicitly tied to internal mobility programs
Context
Attrition is common and costly
● Each year the tech industry loses $16 billion because of workplace
culture*, most significantly via the attrition of those from
underrepresented groups (URGs). Unfairness and being passed over for
promotion are common complaints.
Representation gaps at senior levels are persistent
● Representation gaps for women and URGs widen as employees climb
the ladder. Very few executives are women or people of color^.
Recommendation
Raise awareness
● Leaders should ask ‘why’ when
they see representation gaps
across talent processes.
Revamp career conversations
● Empower managers to lead
regular career conversations with
inclusion skills & context.
Leverage stretch assignments
● Don’t leave URGs out of stretch
opportunities critical to
promotion.
*Article 1, ^Article 2

8. linkedin.com/in/jomcrell
Trend #4
Flexibility is king & queen

9. linkedin.com/in/jomcrell
Trend #4
Flexibility is king & queen
Context
Combating burnout
● Regardless of where you stand on work life balance, these days it’s not
just about mental stress but also financial* as the combined forces of
student loan debt, housing shortages and traffic crises become major
decision points for the workforce. Companies that offer financial package
and work environment flexibility win big perk points.
Inclusive of all kinds of needs
● In support of inclusion, many companies and governments have
improved their maternity leave benefits, but progressive employers will
look beyond maternity needs to offer family leave benefits covering
paternity, non-traditional families, parent care, even pet care. For
example, championing paternity leave can hugely benefit working
women^.
Recommendation
Showcase flexibility examples
● Celebrate those who find
non-traditional but effective ways
to balance work and life needs.
Pre-plan for leaves
● Make it easier for all employees to
take leave when needed as part
of your operations playbook
(regardless of gender or family
type) & cross-train to enable
flexibility.
*Article 1, ^Article 2

10. linkedin.com/in/jomcrell
Trend #5
More data-driven

11. linkedin.com/in/jomcrell
Trend #5
More data-driven
Context
Re-assessing diversity metrics
● After 4 years of media attention and high profile company programs,
many are asking why diversity in tech has progressed so little*. At
companies the size of Google, Apple or Amazon the scale of change
needed (100s of hires equal only 1ppt change) can be daunting and
discouraging. D&I leaders are looking for ways to accelerate and
showcase progress.
Leveraging years of research & experience
● As diversity & inclusion research in the context of the workplace has
proliferated, companies are better able to apply and measure^ the effects
of ‘best practices’ to determine solutions customized for their workplace.
Recommendation
Add rigor
● Take a more nuanced view of
data to ID key inflection points for
URGs throughout talent
processes.
Translating best practices into
input metrics
● Link input metrics (like % increase
in the diversity of candidate
sources) with longer term output
metrics (like representation
goals).
*Article 1, ^Article 2

12. linkedin.com/in/jomcrell
Trend #6
Inclusion is operationalized
3
1 2

13. linkedin.com/in/jomcrell
Trend #6
Inclusion is operationalized
Context
A transition from individual effort to systemic change
● While diversity & inclusion has been a hot topic for years now in the tech
industry, the effort is still largely carried by volunteers from URGs
themselves. To truly create an inclusive environment in the context of
systemic challenges, solutions need to include systemic changes that
involve everyone*. Companies are beginning to standardize hiring
practices^ and find other ways to operationalize inclusion as a way that
they work.
Recommendation
Audit key people & product
processes
● Take an objective look at talent
processes and product
development cycles. Pilot
changes to interrupt bias based
on data rather than cultural
initiatives.
Examine rewards
● Normalize inclusion by building
rewards - carrots and sticks - into
processes for unbiased and
inclusive behavior.
*Article 1, ^Article 2

14. linkedin.com/in/jomcrell
Trend #7
Increasing accountability
GOAL

15. linkedin.com/in/jomcrell
Trend #7
Increasing accountability
Context
Explicit goals or OKRs set at senior levels
● Research* shows that setting and tracking specific goals around diversity
and inclusion is the most effective lever to create change. Leaders from
Google, Medtronic and Starbucks^ have shown significant progress this
way.
Recommendation
Define ‘inclusive culture’
● Get buy-in from leaders on a
consistent and behavior-based
definition for inclusion. Use that
definition to train managers and
inform D&I goals.
Help managers set actionable
goals
● Translate leadership goals into
actionable and trackable
behaviors at the manager level.
*Article 1, ^Article 2

16. linkedin.com/in/jomcrell
Trend #8
Harnessing AI to reduce bias

17. linkedin.com/in/jomcrell
Trend #8
Harnessing AI to reduce bias
Context
Using artificial intelligence to increase objectivity
● Companies are beginning to apply artificial intelligence (AI) to processes
like hiring*. This can both reduce bias (like a candidate’s name signaling
race, gender or age) and speed the overall process.
Recommendation
Partner to apply tools
● Work cross-functionally to identify
the best opportunities to leverage
AI in talent processes.
*Article 1

18. linkedin.com/in/jomcrell
Ready for a diverse & inclusive 2018?