According to the press, a tech talent shortage is crippling our economy. There is a worsening lack of advanced digital skills preventing the UK from leading the way in tech. The shortage is holding back 70% of businesses.
The issue is so precarious that industry leaders from the UK tech space have been invited to parliament for a special summit, Closing the Digital Skills Gap this month, to discuss strategies to combat the talent drought.
But is a lack of talent really the issue? Or is the tech industry so blinded by bias that it can’t see the untapped tech talent pool under its nose?
”65% of tech recruiters believe there’s bias in their recruitment process.
The industry is renowned for its toxic, ‘tech bro’ culture that denies people from minorities and lower socioeconomic backgrounds entry.
New tech talent isn’t being given the opportunity to enter the industry because of inefficiencies and misalignments in the recruitment strategies of employers trying to navigate the skills gap, that are blocking them at the first hurdle. This means employers are faced with a limited selection of candidates, and the more organisations that develop tech and dip into the talent pool, the more severe the issue becomes.
Social Mobility
The Tech industry is known for its high salaries and career growth opportunities. Young people are well aware of this and over 67% of young adults are considering a career in tech because of the cost of living.
Unfortunately for them, bias in tech recruitment can limit access to job opportunities for individuals from underrepresented groups, who may face discrimination based on their gender, race, age, education or social background. This can make it difficult for them to even get a look in.
What are the social mobility barriers faced by tech talent?
Social mobility refers to the ability of individuals to scale the social or economic ladder based on their skills, abilities and efforts, rather than on their family background or other socioeconomic factors beyond their control.
Put simply, it is the link between where we start in life, and where we end up. It’s about giving opportunities to everyone, regardless of their background or circumstances.
Just 19% of tech employees are from a lower socio-economic background.
Racial bias: Only 15% of the UK tech workforce is from diverse ethnic backgrounds.
Age bias: Millennials and Gen Z comprise just 18-20% of the tech workforce, due to social biases when it comes to older people.
Pedigree bias: Pedigree bias is an inclination toward candidates based on familiarity within company networks, or a preference for candidates who graduated from particular universities. It perpetuates stereotypes and can prevent talent that doesn’t fit a predetermined mould from entering the industry.
Education bias: Tech industry leaders such as Mark Zuckerberg, Michael Dell, and Bill Gates dropped out of university without completing degrees. Some of the most skilled individuals have learned software code using non-conventional or self taught means such as YouTube or boot camps. Despite this 81% of tech employers still require job candidates to have college degrees.
Neurodevelopmental bias: Neurodiverse individuals (those challenged with conditions such as Attention Deficit Hyperactivity Disorder (ADHD), autism, dyslexia) have many strengths and abilities, often possessing stronger analytical thinking skills. Yet biases can mean that they face substantial challenges and barriers accessing the tech workplace.
These unconscious biases that are all too familiar in tech recruitment practices are causing, at worst, a perpetual cycle of disadvantage.
At best, they are stifling innovation. By limiting the tech industries potential to solve complex problems and create new products and services, we are missing out on innovative ideas and perspectives that come from a range of backgrounds and experiences.
”At best, they are stifling innovation. At worst, they are causing a perpetual cycle of disadvantage.
Teqo will level the playing field for tech talent
The unique and innovative way Teqo presents candidates skills and matches them to tech requirements will eliminate bias in the recruitment process, letting talent speak for itself and allowing employers to tap into the full range of tech talent available.
