Why Diversity Matters to Tech

Modis Posted 23 May 2022

While diversity in all forms is good for business, for this article we want to spotlight LGBTIQA+ workers, an underserved population in the field of tech.

Diversity isn’t just a trend- it’s a necessity to future-proof your tech business. Diverse teams not only lead to better problem solving, increased creativity, and stronger connections with customers but also more profitability. McKinsey & Company reports that more diverse companies outperform other businesses in profits by 19%. 

In this article, we’ll provide a breakdown of the benefits of diversity and why tech needs a more inclusive workforce. While diversity in all forms is good for business, for this article we want to spotlight LGBTIQA+ workers, an underserved population in the field of tech.

Why Diversity is Good for Tech

  1. Increased Innovation

In tech, innovation is the name of the game. Businesses need to be on top of the innovation spectrum or risk other companies outperforming them. One of the most surefire ways to ensure innovation is through diversity and inclusion. When team members are too similar this will create similar thinking among your employees and the creation of non-innovative products. By building a diverse team of different backgrounds, including members of the LGBTIQA+ community, you’ll not just get more ideas, but ideas that are creative and innovative.

  1. Better Problem Solving

With more innovation comes better problem-solving. A team of more diverse backgrounds comes with a more diverse knowledge base and a wider array of “tools” to solve complicated tasks. LGBTIQA+ workers and other employees of diverse backgrounds can provide different perspectives and new ways of seeing a problem. A diverse team, therefore, can identify, assess, and solve problems faster than a homogenous group.

  1. Build a Better Product

To build the best product, you’ll need to appeal to your entire customer/client base. And with over half a million Australians identifying as LGBTIQA+, there’s a high chance a portion of those using your product will come from that group. By having LGBTIQA+ members on your team, you’ll have more input on how to make a product that LGBTIQA+ individuals will want to use. In order to build a product that serves everyone, you’ll need to have representatives from different backgrounds on your team.

  1. Connect with Clients/ Customers

In order to sell your product to clients/customers, you’ll need to build a relationship with your clients/customers. The best way to do this? Empathy. People will want to buy your product if they see the people who built it are like them. Teams that are too homogenous have a real challenge in connecting with a wide customer base, meaning your product will be limited to a smaller pool of consumers.

  1. Workers Want Diversity

Diversity Council Australia found that 75% of the Australian workforce supports their organisation taking action to create a workplace that is diverse and inclusive. Only 3% reported they opposed their company increasing D&I (diversity and inclusion) initiatives. And with Tech Council Australia looking to add an additional 742,000 tech jobs by 2030, tech companies will need to step up their diversity commitments to find and fill these added positions.

How to Find and Attract Diverse Talent

  1. Encourage Applicants to Share Pronouns

72% of recruiters and hiring managers believe it’s important to know an applicant’s preferred pronouns. By asking for job seekers to share their pronouns on CVs, cover letters, and throughout the application process, hiring managers not only will be able to properly address candidates (and make them feel comfortable), but you’ll signal to applicants that your company is an inclusive and safe place to work for LGBTIQA+ individuals.

  1. Be Vocal (and Transparent) about Diversity Initiatives

Roughly 80% of companies are not holding themselves accountable when it comes to diversity and inclusion initiatives. Don’t be one of those companies. Stand out and make it known to potential applicants that your organisation has a D&I plan (and if you don’t, put one together). The easiest way to do this is to create annual Diversity, Equity and Inclusion reports where you can publicly share statistics on what percentage of your workforce consists of minority groups (including LGBTIQA+ members), and how your company is working to fulfill diversity initiatives.

  1. Work with a Recruiter

If you’re looking to hire a more diverse workforce there’s no better place to turn to than a recruiter. With extensive networks, recruiters can target diverse individuals and recommend them for tech placements in your company. Whether you need diverse individuals for temporary or permanent placement to help increase your business’ innovation, Modis’ consultants are ready to help. Contact us for more information.

  1. Partner with LGBTIQA+ Organisations

With tech being Australia’s 7th largest industry, many organisations have been created to support LGBTIQA+ workers looking to break into the sector. By working with organisations like Intertech Australia who have career development plans targeted specifically for LGBTIQA+, you can recruit skilled and diverse tech workers at the beginning of their careers. And once you have found workers, focus on their retention by utilising LGBTIQA+ resources for the workplace. Queers in Science, another Australian- based organisation focusing on LGBTIQA+ workers in STEM, offers many great resources for workplaces.    



At Modis, we’re committed to helping you find and keep diverse tech talent. Read our article on how to bridge the gender diversity gap in tech  or connect with one of our consultants who can help in recruiting diverse employees for your organisation.

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