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Recruit and Retain People of Color in IT

Good business, not good philanthropy.

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Contributors

  • Samantha Mullings, Corporate Strategist, Organizational Effectiveness, Diversity and Inclusion Advocate and People Champion
  • Marguerite Fleming, Innovation & Inclusive Innovation Consultant and Women in Tech Champion
  • Mike Low, Former Recruiter and General Manager, Symbiotic Group Inc.
  • Dean Delpeache, Diversity & Inclusion Consultant, Sr. Manager, Talent Acquisition, Professional Speaker and Professor
  • Cinnamon Clark, Former Force Diversity and Inclusion Officer, United States Naval and Special Warfare Command; Director, Diversity, Equity & Inclusion Services, McLean & Company
  • Jermaine L. Murray, DEI Champion and Recruitment Lead, Black Professionals in Tech Network
  • Rob Meikle, Chief Information Officer, Board Advisor, Keynote Speaker
  • 11 Anonymous Contributors
  • Organizations have been trying to promote equality for many years. Diversity and inclusion strategies and a myriad of programs have been implemented in companies across the world. Despite the attempts, many organizations still struggle to ensure that their workforce is representative of the populations they support or want to support.
  • IT brings another twist. Many IT companies and departments are based on the culture of white males, and underrepresented ethnic communities find it more of a challenge to fit in.
  • This sometimes means that talented minorities are less incentivized to join or stay in technology.

Our Advice

Critical Insight

  • Diversity and inclusion cannot be a one-time campaign or a one-off initiative.
  • For real change to happen, every leader needs to internalize the value of creating and retaining diverse teams.

Impact and Result

  • To stay competitive, IT leaders need to be more involved and commit to a plan to recruit and retain people of color in their departments and organizations. A diverse team is an answer to innovation that can differentiate your company.
  • Treat recruiting and retaining a diverse team as a business challenge that requires full engagement. Info-Tech offers a targeted solution that will help IT leaders build a plan to attract, recruit, engage, and retain people of color.

Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should recruit and retain people of color in your IT department or organization, review Info-Tech’s methodology, and understand the ways we can support you in this endeavor.

1. Recruit people of color in IT

Diverse teams are necessary to foster creativity and guide business strategies. Overcome limitations by recruiting people of color and creating a diverse workforce.

2. Retain people of color in IT

Underrepresented employees benefit from an expansive culture. Create an inclusive environment and retain people of color and promote value within your organization.

Guided Implementations

This guided implementation is a nine call advisory process.

Guided Implementation #1 - Recruit people of color in IT

Call #1 - Scope requirements, objectives, and your specific challenges. Assess current state.
Call #2 - Discuss and establish plan for employee value proposition (EVP).
Call #3 - Set your recruitment goals and consider outside partners.
Call #4 - Optimize your job requirement template and equity statement.
Call #5 - Set the team structure for your interviews and assessments. Determine decision-making structure.

Guided Implementation #2 - Retain people of color in IT

Call #1 - Augment onboarding materials.
Call #2 - Create an inclusive culture.
Call #3 - Identify what is needed to support your management team.
Call #4 - Close the loop and plan next steps.

Onsite Workshop

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Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Setting the Stage

The Purpose

Introduce challenges and concerns around recruiting and retaining people of color.

Key Benefits Achieved

Gain a sense of direction.

Activities

Outputs

1.1

Introduction to diversity conversations.

  • Current State Analysis
1.2

Assess areas to focus on and determine what is right, wrong, missing, and confusing.

  • Right, Wrong, Missing, Confusing Quadrant
1.3

Obtain feedback from your team about the benefits of working at your organization.

1.4

Establish your employee value proposition (EVP).

  • Draft EVP
1.5

Discuss and establish your recruitment goals.

  • Recruitment Goals

Module 2: Refine Your Recruitment Process

The Purpose

  • Identify areas in your current recruitment process that are preventing you from hiring people of color.
  • Establish a plan to make improvements.

Key Benefits Achieved

  • Optimized recruitment process

Activities

Outputs

2.1

Brainstorm and research community partners.

  • List of community partners
2.2

Review current job descriptions and equity statement.

  • Updated job description template
2.3

Update job description template and equity statement.

  • Updated equity statement
2.4

Set team structure for interview and assessment.

  • Interview and assessment structure
2.5

Identify decision-making structure.

  • Behavioral Question Library

Module 3: Culture and Management

The Purpose

Create a plan for an inclusive culture where your managers are supported.

Key Benefits Achieved

Awareness of how to better support employees of color.

Activities

Outputs

3.1

Discuss engagement and belonging.

3.2

Augment your onboarding materials.

  • List of onboarding content
3.3

Create an inclusive culture plan.

  • Inclusive culture plan
3.4

Determine how to support your management team.

  • Management support plan

Module 4: Close the Loop

The Purpose

Establish mechanisms to gain feedback from your employees and act on them.

Key Benefits Achieved

Finalize the plan to create your diverse and inclusive workforce.

Activities

Outputs

4.1

Ask and listen: determine what to ask your employees.

  • List of survey questions
4.2

Create your roadmap.

  • Roadmap
4.3

Wrap-up and next steps.

  • Completed support plan

Search Code: 96241
Published: February 18, 2021
Last Revised: February 18, 2021

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