Fostering a culture of diversity, equity, and inclusion should be a priority for any business that values digitisation, creativity and innovation. Teams with diverse experiences and perspectives can lead to a plethora of ideas and approaches to problem-solving, resulting in more innovative and creative solutions.
No digital field of work is ever more reliant on these two approaches than software development. A diverse software development team can help ensure that the products, services, and solutions developed better represent and cater to the needs of more users.
This article explores some of those benefits and provides advice and ideas for employers to foster a more inclusive software development environment, where individuals from all backgrounds can confidently put their best foot forward and thrive.
A diverse software team can be made up of individuals with numerous different characteristics, backgrounds, and experiences, including (but not limited to) identity, gender, race, ethnicity, neurodiversity, sexual orientation, age and physical abilities.
When looking beyond surface-level differences, people with these diverse perspectives can create a powerful synergy that empowers them to solve complex software development problems in innovative and creative ways.
When employers are tasked with recruiting specialist talent for their software functions, from DevOps engineers and cloud architects to contractors familiar with enterprise-grade tools like the Atlassian stack, they can ill afford to overlook the personal qualities that this talent can bring (beyond the hard and soft skill sets).
Software development teams comprising a diverse mixture of talent can unlock potential in specific facets of their operations, including:
Recent research shows that diverse teams outperform those that are homogenous. A recent report linked companies that promote gender diversity on their executive boards have a 27% higher chance of creating better value for their customers. The same report also points out that executive teams comprising men and women outperform homogenous teams by 21%.
While the applications of software development can vary between organisations – and thus specific statistics are hard to pinpoint – in a nutshell, a diverse software team can see tremendous benefits like those below.
To harness the power of diversity and inclusion within their in-house software development function, employers must cultivate an environment that exemplifies their values.
Whether you are a brand that develops software applications in-house or a software development agency working with multiple clients, the ethos you hold when building your team will drastically influence your service quality and product delivery.
Here are key strategies to implement:
Creating a diverse software team unlocks tremendous benefits for employees and employers alike, but it’s far from a straightforward task. There are several challenges that could present themselves as companies try to incorporate a more diverse and inclusive software team.
Here are some common challenges and how to address them.
Employers should always exhibit patience and clarity in any communication, ensuring that projects are distributed fairly with unambiguous instructions for non-native English speakers, for example. Consider giving them additional time to complete tasks or providing language aids and assets to help them understand projects more effectively, without disrupting productivity.
Employers should ensure that these patterns are communicated to the team ahead of time, and adjust software development schedules accordingly. Employers should also encourage flexibility and compromise as new workers get acquainted with a new workplace and working pattern, which is why expectations should be set well in advance of their enrolment.
Employers should ensure, if pertinent, unconscious biases are stomped out to prevent certain employees from being prejudiced against. This can drastically affect their sense of belonging, not to mention discourage them from speaking out about injustices. Employers should lead by example, disciplining against any unacceptable language or behaviour to foster a greater sense of belonging among the team.
As the technology industry continues to evolve, employers who champion diversity throughout their organisations will be best positioned to lead, innovate, and succeed.
Embracing diversity in software isn’t just about meeting employment quotas, ticking boxes, or satisfying the needs of stakeholders. It’s about creating an inclusive environment where talent from all walks of life can flourish, building better quality software for everyone, and feeling as though they belong in a sector that has long been crying out for greater representation.