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Sometimes I say I lived through the “good moment” in tech — when companies and teams openly championed diversity, equity, and inclusion (DEI). Or at least that’s what they claimed.
During that time, it was heartening to see more people from historically excluded groups entering and staying in the industry. It felt like change was happening — diverse teams were forming, working together, and asking the tough questions.
Start by Asking the Tough Questions
The most important shift I noticed was in the types of questions being raised — the ones that no one had really addressed before or even considered. Questions that had no simple answers.
We were facing complex challenges, things no one had ever thought to tackle, and we needed to accept that these problems couldn’t be solved with a one-size-fits-all solution. Leadership roles have traditionally been dominated by men, a reflection of the patriarchy society we live in worldwide.
According to recent estimates, it will take over 130 years to reach gender parity globally at the current rate of progress.
This statistic underscores the need for immediate and transformative action to bridge the gender gap in leadership and beyond. At the same time, it’s important to recognize we won’t solve our diversity problem in one year.
We can ask thoughtful questions to bring complex challenges to light — issues that may have been previously overlooked.
As an IC (individual contributor), you have the power to raise these questions. By doing so, you help foster a deeper understanding of the obstacles at hand and encourage brainstorming for new solutions.
For example, If someone says they couldn’t hire someone from an underrepresented group, you could ask, “What specific outreach strategies did we try, and were they effective in reaching diverse candidates?”
Or if discussing why there’s a low percentage of women or people of color in the company, you might ask, “What support systems do we have in place for diverse talent to thrive here?”
These moments can serve as more than just questions — they’re opportunities to re-evaluate existing approaches and to explore innovative ways to address these challenges. We can transform those uncomfortable moments into brainstorming and problem solving.
More Than Just Numbers
When we talk about diversity and inclusion, it’s easy to get lost in metrics. But true diversity is not just about numbers on a spreadsheet, and inclusion is not about checking the right boxes. It’s about much more than that.
There’s a quote I love: “Diversity is being invited to the party, inclusion is being asked to dance, and belonging is dancing like no one’s watching.”
It captures the essence of what we should be striving for — a space where people can not only participate but also feel so comfortable that they can be fully themselves.
Building Truly Inclusive Teams
I’ve always been passionate about building teams that are accessible and inclusive, both in the way we hire and in the way we operate internally.
Accessibility goes beyond external hiring practices — it’s about creating an environment where everyone feels they belong, whether they’re introverted or extroverted, people of color or neurodivergent individuals.
Our goal should be to create an environment that’s welcoming to everyone, not just the stereotypical “extroverted white male tech bro.”
Actionable Strategies for Inclusion
1. Make room for multiple voices.
One thing that’s crucial in fostering inclusion is giving quieter voices a chance to be heard. Often, in larger meetings, people who tend to stay silent unless prompted face an even greater barrier to bringing their ideas to the table.
Imagine you’re in a large meeting where the team is discussing new ideas, and there’s one team member who is usually quiet but always offers thoughtful insights in one-on-one settings. They don’t naturally jump in during larger group discussions, and because of this, their ideas often go unheard.
This person is someone with English as a second language and you understand how challenging it might be to brainstorm ideas with the leadership team.
I remember when I just moved to the United States and the amount of time I spent worrying if the person I was communicating with was actually understanding me and my accent.
You might not want to put this person on the spot, but if you remember something she mentioned in your 1:1 meeting, you could say, for example: “This topic is great because I actually had a deep discussion about it with Samantha, where she presented some really good arguments. Samantha, remember when we discussed your ideas on how to better prioritize our backlog, and you mentioned that new tool you’re testing?”
2. Check in with your team.
That’s why setting dynamic agendas and actively checking in with team members is so important. Call on them to contribute ideas, but also allow them to pass if they don’t have something to add at the moment.
This creates a space where every type of voice has the opportunity to be heard, but no one feels pressured.
3. Cast a wider talent net.
Another strategy is to broaden your hiring practices. Encourage your teams to share job openings with their communities and look in places where you wouldn’t normally search.
For example, companies usually share their job openings in their newsletters and on LinkedIn. You can take those openings and share them with the community and groups you’re part of. Or, if you have someone in mind, you can directly share the job opportunity with them.
With that, you’re helping to expand the reach of those job openings that sometimes might not go to the communities and people you know.
4. Connect with relevant nonprofits.
How about partnering with nonprofits that empower minority groups to enter tech? Not only can these organizations help bring more diverse candidates into your pipeline, but they can also help you address your own blind spots as a leader.
Inclusion isn’t just about solving problems with diversity; it’s about making space for different personalities, languages, and cultures.
And no, this isn’t something that will be “fixed” overnight. Remember, we’re dealing with complex, nuanced problems that require collective effort. But all of this work is worth it because we know that diverse teams produce better results and create better products.
Resources to Keep in Mind
- Latinx in Power Podcast: This podcast interviews individuals with Latin and Caribbean heritage, aiming to demystify tech through storytelling. Hearing stories and lessons from industry leaders can not only inspire but also create significant changes in your career.
- Techqueria: Be part of the largest global community of Latiné professionals in tech, learn and get inspired by them.
- Latinas in Tech: I love this community and this is how I found other latinas who work in tech, I highly encourage you to be part of this community.
- Diversity, Equity, and Inclusion Survey Questions to Ask Your Employees: Take a look at this list of 24 survey questions focused on diversity, equity, inclusion, and belonging for employees.
- Company Values: 60+ core company values that will shape your culture & inspire your employees
The Real Work Behind Diversity and Inclusion in Tech
We need to move beyond only talking about DEI in tech. It’s time to take meaningful, tangible action.
By welcoming diversity not only in race, gender, or ethnicity but also in personality, background, and perspective, we can create more vibrant, creative, and effective teams.
As we all know at this point, this doesn’t just benefit the individuals; it benefits the entire organization.
