Why the Importance of Diversity in Tech Can’t Be Ignored

I’ve seen firsthand how diversity changes the way teams work. A few years ago, I was on a project where every engineer thought the same way. We missed obvious flaws because no one challenged our approach. Then, a new hire from a different background asked a simple question—one that made us rethink everything. That question led to a cleaner design, better documentation, and a feature that held up in the long term.

Diversity, equity, and inclusion (DEI) are not just corporate buzzwords or targets to achieve. These values shape how teams solve problems, innovate, and grow. However, with recent policy shifts, DEI efforts in tech face new challenges. Trump’s executive order to eliminate federal DEI programs may signal a step backward for workplace diversity. Some companies might deprioritize DEI without these programs, seeing it as optional rather than essential.

Diversity in tech isn’t optional. It’s essential to building better products and stronger companies. Diverse teams truly excel because they bring fresh perspectives and uncover blind spots. Embracing diversity, equity, and inclusion in technology ensures we innovate, attract top talent, and build a brighter future together, avoiding the pitfalls of outdated practices.

The Business Case for Diversity in the Tech Industry

Embracing diversity is not only the right thing to do—it’s a powerful competitive edge! According to a study, Diversity Matters, conducted by McKinsey & Company, companies that promote diverse teams create outstanding products and features, make informed decisions, and consistently outperform their competitors. When people from different backgrounds work together, they approach challenges with new perspectives, leading to innovative and effective solutions.

Research shows that diverse teams truly excel! In The Diversity Bonus, Scott Page highlights how diverse teams outperform homogenous ones in solving problems and fostering innovation. This happens because diverse perspectives challenge assumptions and reveal blind spots, leading to more creative and effective solutions. Embracing diversity is a powerful way to unlock the best ideas!

Inclusion significantly boosts retention and team performance! A 2023 Boston Consulting Group study shows that when employees feel valued and heard, they’re more likely to stay, potentially saving companies millions in turnover costs. Cultivating an inclusive culture enhances morale and ensures that top talent remains engaged and committed.

Ignoring DEI is risky and bad business. Brotopia highlights how exclusionary cultures in tech have led to toxic workplaces, missed opportunities, and industry-wide problems. Companies that fail to prioritize diversity and inclusion lose talent and their competitive edge.

Addressing Common Arguments Against DEI

DEI Lowers the Bar

Some people argue that DEI efforts lower the hiring bar. They believe the best candidate should get the job—no exceptions. I agree. However, the problem is that bias exists, whether we see it or not. Many hiring processes favor those who fit a certain mold or are a good “culture fit,” but they are not necessarily the most qualified. Removing those biases doesn’t lower the bar. It ensures that real talent rises to the top.

DEI Leads to Slower Decisions

Another concern is that diversity slows teams down. It’s true that people who think alike make decisions faster, but faster doesn’t always mean better. Research by Cloverpop shows that diverse teams may take longer to find solutions, but better business decisions are made 87% of the time. Different perspectives force teams to consider more angles, reducing blind spots and costly mistakes.

DEI is Unfair

Some also believe DEI initiatives are unfair, giving certain groups an advantage over others. But fairness isn’t about treating everyone equally. It’s about ensuring everyone has a real shot. Equity levels the playing field so that opportunity isn’t limited by background, gender, or race. If someone is the best fit for a role, they should have the same chance to prove it as anyone else.

DEI Distracts from Business Goals

Then, there’s the idea that focusing on diversity distracts from business goals. But the data says otherwise. A 2020 McKinsey & Company study found that companies in the top quartile for gender and ethnic diversity were 36% more profitable than those in the bottom quartile. That’s not a coincidence. Diverse teams excel because they bring unique perspectives, challenge assumptions, and make stronger decisions. Embracing diversity, equity, and inclusion not only enriches our workplace culture but also drives greater business success.

Ignoring DEI means accepting outdated systems that leave talent untapped. The goal isn’t to exclude anyone—it’s to ensure that no one is overlooked.

How Diversity Has Made Me a Better Engineer

Early in my career, I was on a team with similar backgrounds. Although we progressed quickly, we continued to make the same errors. We all had the same opinions, so nobody questioned them. That changed when I joined a more diverse team.

A coworker with a totally different viewpoint taught me one of the most important lessons I’ve ever learned. She posed the straightforward query, “Why is this so complicated?” after I had created a solution that I believed to be effective.

I dismissed it at first. But as we conversed, I understood that she was correct. Because of her viewpoint, I simplified the design to make it simpler to scale and maintain.

Diversity improved my problem-solving approach, changing how I document and share knowledge. On one project, some colleagues struggled with existing documentation. A teammate from a different background pointed out gaps I hadn’t even considered. We rewrote key sections with their input, making them clearer for everyone. That small change saved hours of confusion later.

One of the strongest engineers I’ve worked with is a Middle Eastern woman who thrived because our team valued inclusion. She shaped critical features and solved problems no one else had thought of. Her voice might have been ignored in a less inclusive environment and team, and we would have missed out on game-changing ideas.

Diversity and intentional inclusion have made me a better problem-solver, communicator, and engineer.

In my personal experience, different perspectives led to stronger designs, clearer documentation, and better long-term results. When we embrace diversity, we build better products—and become better at what we do.

How to be an Ally at Work

Creating a diverse and inclusive workplace is a shared responsibility that involves everyone. Regardless of your role, you have the ability to make a meaningful impact. Your contributions—whether in coding, team leadership, or decision-making—shape our culture. Small actions can lead to significant change. Here are some changes that you can start making today.

For Individual Contributors

As a software developer, you might not set hiring policies, but you have a powerful role in shaping team culture! Here are some actionable ways to promote workplace diversity and make a positive impact.

• Challenge bias in hiring and performance reviews.

  Pay attention to unconscious bias if you’re part of the interview process or peer evaluations. Advocate for structured, skills-based assessments with products like Codility rather than relying on “culture fit” or gut feelings. When interviewing candidates for the same positions, ask the same questions of all candidates so that you don’t inadvertently pitch softball questions to some candidates and not others.

• Support and amplify underrepresented voices.

  If you notice someone being interrupted or ignored in meetings, step in and redirect the conversation back to them. Encouraging diverse perspectives strengthens team discussions and decision-making. Start by first noticing when someone brings up a topic. Then, when and where appropriate, let the topic resurface and ask the individual for their input on the same topic.

• Mentor and share knowledge.

  Offer guidance to junior developers from different backgrounds. Something as simple as reviewing a résumé, sharing career advice, or pairing on a coding problem can help level the playing field.

• Educate yourself on DEI issues in tech.

  Read books, listen to talks, and engage with perspectives outside your own. Understanding systemic challenges makes you a better ally and advocate.

For Team Leads

As a team lead, you set the tone for how your team collaborates and grows. Your actions directly impact whether diversity is encouraged or ignored. Here are a few ways you can promote inclusion and equity in your team:

• Foster psychological safety.

  Create an environment where everyone feels comfortable sharing ideas without fear of being dismissed, judged, or criticized. Encourage input from all team members, not just the loudest voices. Be intentional when asking other developers for their input on topics of interest or on which they are subject matter experts.

• Use structured feedback and evaluation processes.

  Bias can creep into performance reviews and promotions. Standardized rubrics focused on measurable skills ensure that evaluations are fair and merit-based. If time allows, try to keep track of your teammates’ performance throughout the year.

• Rotate opportunities fairly.

  Distribute high-visibility projects, leadership opportunities, and mentorship roles equitably. Avoid assigning work based on assumptions about who’s best suited for it. When the sprint starts, I let my team choose which cards to take from the To Do column.

• Address microaggressions and exclusionary behavior.

  Step in if you notice someone being talked over or their ideas being dismissed. Set a clear expectation that respect and inclusion are non-negotiable. This applies to you as well. If you find yourself cutting into the conversation, correct yourself and let the other person finish their idea.

• Use inclusive language.

  The words you choose shape team culture. Avoid terms that reinforce stereotypes or exclude certain groups or individuals. For example, use “team” instead of “guys” and replace “master/slave” terminology with “primary/replica.” Download my inclusive language guide for many more examples of how you can change your language.

For Tech Executives

As a tech executive, you can shape company culture, policies, and long-term strategy. Your decisions don’t just impact your current employees—they influence who enters and thrives in your organization. Here are key ways to drive meaningful change:

• Build DEI into your business strategy.

  Treat diversity as a core business priority, not just an HR initiative. Set measurable goals, track progress, and hold your leadership team accountable for the results. Committing to a higher percentage of hires from underrepresented groups or conducting pay equity audits to eliminate wage gaps across gender and race are great ways to build DEI into your business strategy.

• Ensure diverse leadership representation.

  A diverse leadership team brings broader perspectives and makes smarter, more inclusive decisions. If your leadership lacks diversity, invest in mentorship and sponsorship programs to develop underrepresented talent.

• Create equitable hiring and promotion pathways.

  Review hiring practices to eliminate unnecessary barriers, such as requiring degrees for roles where experience matters more. Ensure promotions are based on performance, not just visibility or networking.

• Invest in inclusive workplace policies.

  Offer benefits that support diverse employees. Flexible work arrangements, paid family leave, and unbiased pay structures are all great options. A truly inclusive workplace allows everyone to thrive.

Final Thoughts

Diversity in tech is an ethical issue and a business necessity. My most innovative teams weren’t made up of people who think alike. They were built on different perspectives, backgrounds, and experiences that pushed boundaries and challenged assumptions. Companies that prioritize diversity don’t just attract top talent; they create better products, make smarter decisions, and stay ahead of the competition.

Ignoring diversity, equity, and inclusion means repeating the mistakes of the past, which could lead to homogeneous teams, overlooked talent, and missed opportunities. But change doesn’t happen overnight, and it doesn’t rest on leadership alone. Whether you’re a software developer, a team lead, an executive, or somewhere in between, you have a role to play in shaping a more inclusive workplace.

Start small. Speak up when you see bias. Advocate for fair opportunities. Support the voices that often go unheard. These actions may seem minor, but they create the kind of workplace where great ideas thrive, and great engineers stay.

Every small step counts. When we commit to inclusivity, we build workplaces where innovation flourishes, collaboration strengthens, and the best talent stays. The future of tech depends on it—let’s make it happen.