Just one link today, but I have some feelings about it:
The 10 most in-demand skills of 2019, according to LinkedIn: Saving you a click, here they are: time management, adaptability, collaboration, persuasion, creativity, UX design, people management, analytical reasoning, artificial intelligence, and cloud computing. “Instead of emphasizing the need for specific titles and experience, organizations are shifting towards a focus on the skills that a potential employee may bring.”
They irony (and forgive my pessimism here) is the number of resumes I’ve sent out with this in mind (and many matching skills)… without so much as an interview.
Here is my challenge to employers:
If you’re dedicated to improving diversity in tech, you need to lower the barriers for entry. We need more entry-level and early-mid-level positions, with the expectation that we are going to knock your socks off because of how quickly we’ll pick up the extra skills and experience you’re looking for, by just giving us a chance to prove it.
The tech industry is historically and overwhelmingly white, straight, (cis-)male, able-bodied, neurotypical, young, and middle-class. This means that the vast majority of people with the vast majority of experience are going to be all of these things– making them more competitive in the job market. Because the industry has historically excluded marginalized people, the majority of the minority cannot compete with those who’ve historically had most of the opportunities in tech.
And so, we’re passed over for job opportunities, because we lack the experience of our less marginalized colleagues, through no fault of our own.
This isn’t about lowering your standards or expectations for us when we apply to your companies. This is about recognizing the historical and systemic prejudice that permeates the tech industry.
If you want to improve diversity in tech, we need to have a frank conversation about how marginalized people remain on the margins because of systems that were put in place many generations ago.
I challenge you to look beyond the surface, and critically examine the systemic issues that lead to tech’s lack of diversity.
We marginalized people could make your company wildly successful… if you’d only give us a chance.