(Updated Oct. 5)
Amanda Roman is the marketing and events coordinator for Tech Collective, Rhode Island’s premier technology hub to support growth and innovation in the state’s tech industry and workforce.
Roman spoke with Providence Business News about last week’s panel on tackling unconscious bias in the workplace, the first initiative of Tech Collective’s new Diversity & Inclusion Committee.
PBN: How did the concept for this event come together?
ROMAN: The concept for this event came from working with the national and local tech industry, seeing their diversity problem and trying to figure out how Rhode Island can be at the forefront of creating a more-diverse industry as a deliberate choice versus a response to an out-of-control problem.
This event was the first of our Diversity & Inclusion in Tech Initiative. Our goal is to work with the tech community at large to create a safe space where we can discuss these issues and share experiences and best practices across companies and industries. We felt that in order to create momentum behind our new initiative, we had to first create a feeling of understanding and empathy within the industry. Understanding that even the most “woke” of us have unconscious biases shaped by our own life experiences is a step toward educating ourselves and others on how to create change.
PBN: What does “diversity in tech” mean to you?
ROMAN: It means providing fair opportunity and treatment for all within the industry, despite their race, ethnicity, sexual preference, religion or disability. It’s acknowledging that there is a diversity problem in tech that’s been created by privilege, unconscious and conscious bias. Most importantly, it has to move beyond just diversity and toward inclusion and equity. Companies need to think of diversity in tech as more than a hiring quota – it’s an opportunity to think about how they are retaining and empowering their incumbent workers to become leaders within the industry and who can then in turn uplift their communities.
PBN: What are some steps companies can take to combat unconscious bias in the workplace?
ROMAN: Educating your company’s leaders on the most common unconscious biases can help them make more-informed decisions on applicants or employees that might not get considered for a job or promotion based on, for example, their name or gender. The next step is actually applying that knowledge in the workplace. One way of doing that is by applying structured processes to any decisions made about people. A great resource for that is Google’s Re:Work, which provides data and tools that can help alleviate unconscious bias in the workplace by using structured interviews and performance reviews.
In addition to education and application, partnering with community organizations that promote workplace inclusivity and equity is a great way to show your employees that this is a companywide priority. A lot of companies have adopted employee resource groups in areas like diversity and inclusion, and women in tech. These groups improve employee retention and create a sense of community in the workplace.
PBN: When it comes to workplace bias, where should we draw the line between corporate responsibility and personal responsibility?
ROMAN: Corporate social responsibility lays the ideological framework with structure and policy. It’s up to the individual employees to actualize it and to embed it into their workplace culture. It’s important for companies to provide the resources and support to empower their employees to take ownership of their personal responsibilities.
With our future training programs supporting both the employers and employees, we hope to help companies build structure while we also support and train their employees on what that individual responsibility can look like.
PBN: What other diversity initiatives is Tech Collective planning for the future?
ROMAN: Our Unconscious Bias panel event was the first of a series. The next event will be more focused on how to cultivate “diversity-in-tech” allies within the workplace. We are also planning on offering training programs for employers and employees to help guide them in their hiring practices and careers.
To stay connected with our future diversity and inclusion events, sign up here or email Amanda.roman@tech-collective.org.
Galen Auer is a PBN contributing writer. Email galen.auer@gmail.com or follow on Twitter at @PBNAuer.
