That’s why it is important to have diverse voices and ideas including the services, applications, products, and tools we build through technology. We need to ensure technology serves and caters to multiple different people and users.
I believe that diversity and inclusion are crucial in creating an inspirational workplace and enabling innovation for years to come. And we do not see equality as something that can be achieved once, only to be forgotten later on. Tietoevry actively works internally, with partners and wider communities to foster equality in both the workplace and society at large.
Last spring, we carried out a study with alarming results – only 15 percent of female students from the age of 15 to 25 in Norway and Finland consider education or a career in tech. Half of the girls replying in the survey consider a career in tech to be boring or complicated.
We want to clear up misconceptions regarding the technology industry and to portray the diverse and fascinating career opportunities it offers. There are unique opportunities far from boring: solving climate change, building health tech, or launching the next TikTok –, you name it. They all need more women and girls to get involved.
Inklusiiv founder Katja Toropainen presenting survey results (photo: Inklusiiv)
Read the full report: DEI in the Nordic VC Industry – perceptions, realities and the way forward
The race for top talent
In the Nordics, we already have a shortage of tech experts, and the demand will only grow in the coming years. And it is not only about programming and developer roles. We also need people in non-technical positions: user experience and interface designers, recruiters, sales and marketing professionals, and project and product managers.
Another issue to solve is the state of diversity among people who create digital services, tools, and applications for wide audiences. Understanding the needs of different users and use cases equals better products and design, but a team of like-minded people is more prone to overlook viewpoints outside of their own. Therefore, it is crucial to ensure different people from a multitude of backgrounds are working in technology.
The skills shortage threatens economic growth and green transition
When you observe the world around you, it’s easy to see how technology is becoming more and more intertwined with all aspects of our lives. Therefore, understanding technology allows you to have an impact on the things that you truly care about.
People that work in technology often have diverse backgrounds and skills. Having a diverse team is a great asset, as the best ideas are often created when great minds that don’t think alike work together.
At Tietoevry, we see the diversity of people, beyond sex, gender identification, ethnic origin, religion or belief, disability, sexual orientation, or age equally valuable and create a good and inspirational workplace. Embracing every individual creates a culture, where everyone can flourish and reach their full potential.
I got an opportunity to join a panel discussion on driving DEI - diversity, equity and inclusion – in tech at Slush side event by Inklusiiv. We were challenged to bring some new concrete ideas to the table but sometimes a handful of old tricks are better than a sackful of new ones. Ambitious and courageous targets, systematic actions and focus on communication will drive a more diverse and inclusive workplace for us all – (slowly but surely.)
Making an impactful change with DEI panel discussion at Inklusiiv side event at Slush (photo: Inklusiiv)
What could we do to speed up the change?
- Target setting. As a concrete target to advance equality – we have set an ambition to reach 40% share of female professionals globally by 2026 – and 50% by 2030 – corresponding to 29% today.
- Recruitment. Expand female recruitment, build on graduate recruitment, and ensure final candidates of both genders when recruiting internally and externally.
- Job ads. Words stand in the way of women in tech: A simple change in recruitment ads significantly increased women applicants.
- Successor planning. Ensure that there is a successor from both genders for all positions in all manager-level succession plans.
- Unconscious bias. We all have unconscious biases that we can learn to recognize and then actively work to tackle them.
- Role models. Our survey showed that parents, friends, and media have an essential role when young women and girls are choosing careers and education.
Hanna has wide experience in challenging HR and Talent Acquisition roles in both big and small companies. In the tech industry she especially likes the continuously changing environment, that challenges also HR to be more business oriented in everything they do.
Hanna focuses on designing and developing the desired culture, employee experience and leadership. She enjoys working in a diverse, multi-competency and multicultural organisation, and has a passion for turning business strategy into people actions. She is helping leaders and teams to meet their full potential with the support of modern HR.
Hanna is passionate about driving diversity, inclusion and equity at Tietoevry, and she works actively to encourage girls and women to pursue a career in tech.