When we talk about technology, what are some of the things that come to mind? Collaboration, experimentation, vision, technical ability, creativity, esoteric thinking, and a contrarian nature, where what seems impossible can become a reality. These are crucial keys to the invention and innovation process.
The question then becomes: is this exclusively reserved for a certain category or type of person? Good ideas can come from anyone and anywhere. But do we have a culture or intrinsic mindset that supports innovation from whatever quarter it comes?
It’s natural to have a particular view, outlook, philosophy, or bias based on environment, education, and influences. Some challenges we identify often result from ‘lived experiences,’ whatever they may be; therefore, the solutions sought will mirror that pattern. This is a perfectly rational and instructive way to operate.
But imagine, for one minute, in the world of tech, how restrictive this mindset can become if we are not open to a broader scope and horizon of thinking. The number of opportunities missed, lost, or squandered because we couldn’t be less tribalistic and more informed is a frightening thought. Economically and on the world stage, UK PLC cannot afford such an inefficient and ineffective way of operating.
We live in a world where talent is everything. Why, then, do we seem to reject or restrict the growth of talent from particular subsections of society, especially when it’s knocking at the door? We see countless examples of Black technologists struggling to secure initial interviews, despite possessing relevant qualifications or necessary skills.
A Forbes Advisor report showed that out of 500 businesses surveyed, 93% reported a digital skills gap in the job market. The government has calculated these costs to the UK economy at £63 billion.
How, then, can the priorities of businesses and organisations be so misaligned with this glaring reality? It is staggering. The situation is further exacerbated by diminishing efforts to support diverse innovators within some of the biggest tech firms, who should, in practice, be leading the way. We witness these backward steps clearly, none more so than the recent demise of the Tech Talent Charter, which has been publicly highlighted.
According to their report, the proportion of ethnic minorities in tech roles is approximately 25% (with only 4% identified as Black), with this percentage dropping even further in senior positions. We need to leverage talent at a much more urgent and significant rate, not reverse it.
At UK Black Tech, regardless of the next hype wave of ‘diversity’ we may or may not see, we will continue with an action-oriented strategy to work, innovate, disseminate information, and tackle the problems facing our society. The time for talking has been over for a long time now.
Innovation doesn’t stand still, and UK Tech will lag and be poorer both financially and creatively unless we take steps to realise our full potential through representation at the cutting edge of technology.
We look forward to continuing to work with partners who believe in the best for our tech sector, giving opportunities to all who work within it.
For partner opportunities, please email us at info@ukblacktech.com.