Deshal Vadera
Strategic resourcing consulting lead, WWT
What's the most pressing issue preventing progress with diversity today that no one's talking about?
People from diverse backgrounds are more likely to be introverts or less confident than those from non-diverse backgrounds. These individuals, when reviewing a job profile of interest, will likely ‘swipe left' because they do not have enough confidence to pursue the role versus others who may simply give it a shot! I would put myself in the introvert bracket and have done exactly this. It's critical for organisations to find ways to reach these diverse candidates before they bypass valid opportunities. Partnering with diverse thought leaders and communities to solve this challenge is the right step towards unlocking a more diverse workforce.
What do you believe are the most effective policies and initiatives that companies can implement to promote diversity in their workforce?
Any diversity, equality and inclusion policy or initiative is a positive step forward. However, fostering an all-inclusive culture that embraces and celebrates diversity yields the most success. For decades, Christmas has been a recognised national holiday for many western countries. However, imagine if you actively celebrate Christmas and this national holiday is taken away from you. One of the most impactful initiatives I have seen implemented is offering additional leave to allow employees to celebrate/observe days of their choosing and allowing employees to work flexibly in times of cultural or religious events. This has empowered employees to participate in events that are of significance to them and as a result share their stories at work, which helps spread awareness and lends to a culture of inclusiveness and acceptance.
How much progress do you believe the industry has made in diversity since you started working in IT?
When I first started working in the industry the emphasis was on diversity awareness, which involved email communications or employees bringing in treats to mark key religious/cultural events. Fast forward to the present day, there is a recognition of the benefits diversity brings to an organisation and there has been a significant step forward from the previous awareness culture. As such, today's organisations: • Have diversity targets in relation to number of diverse employees to technology spend with minority-owned organisations. • Have implemented mandatory diversity training that educates the workforce to recognise diversity and be more inclusive. • Implemented a zero-tolerance policy for behaviours or actions that are discriminatory. I have seen organisations openly share HR cases where employees have been dismissed for discrimination; this level of transparency is representative of a shift in tolerance and encourages other victims of discrimination to come forward. • Appointed dedicated diversity leaders, more than what was previously a side responsibility or HR function.
What should senior management teams be doing more of to help create a more inclusive industry for everyone?
It is human nature for us to follow or look up to individuals who have similar backgrounds or journeys. All our backgrounds and journeys are unique, and individuals will hook onto certain aspects from different people. It is therefore critical that the industry: • continues to promote individuals from diverse backgrounds into senior positions; • champions inclusion - the diverse workforce needs to feel included and in essence have a seat at the table; • promotes diversity initiatives internally and externally; • continuously work to reach individuals who believe they are not the ‘right fit' for a role or organisation; • continues to learn and adapt, because diversity is not static. It continuously evolves, and so must organisations.
How did you first get into the IT industry?
Since a young age I have always been fascinated with technology and how it can help life become simpler. As part of my degree qualification, I was fortunate enough to secure a one-year placement as a business analyst for an investment firm. This was my first experience of the corporate world, and I remember feeling nervous and questioned if I would fit in. During my time in the role, I built a strong bond with my manager who helped me grow in confidence and provided me with the foundations to succeed. It was from this experience that I knew a career in IT was right for me. As my career progressed within the industry, I loved working with people and focused more on IT-enabled business transformation. Today, I am proud to work for World Wide Technology (WWT) where diversity, equality and inclusion (DEI) is engrained in the organisation's DNA. While supporting our customers with their IT transformation agenda, we have forged partnerships to drive DEI within the workforce and communities we both support.
What have been some of your experiences (both good and bad) with how the IT industry has historically approached diversity?
When organisations started to publish their leadership diversity targets, I became more self-conscious and questioned if my promotions were based on my diversity status and not my achievements. Having then become a manager and digging deeper into the promotion process, I realised the targets are aimed at encouraging more diverse people into the process, and not promoting based on diversity. The targets encouraged leaders to provide further guidance and support for promotions to people who would not typically seek it. A positive change for the IT industry is the openness of what organisations are doing in relation to DEI. This has enabled organisations to join forces to tackle the problem versus working in silos and seeking to gain a competitive advantage. For example, firms have partnered with each other and charities that support individuals from underprivileged backgrounds with the objective to provide a career path in IT via training programmes and mentoring schemes. I firmly believe an industry and community collaborative approach will foster the right change for the industry.
Who have been your biggest role models in your professional life, and how have they helped you to succeed?
Firstly, my father. He came to the UK as a Ugandan refugee with just his suitcase. Growing up, I witnessed him work seven days a week, 40-plus years for the same company. He taught me to work hard and treat everyone with respect and the rest will take care of itself. I have often felt different than my peers, be that from my commitment to religious practice, my educational background, work experience or even my dietary requirements. This often made me feel like an outsider looking in, trying to change myself to fit the mould. I was fortunate enough to work with a senior partner who always made me feel included and valued me for my strengths, all the while being from a completely different background than myself. With every meeting or coaching session, we had, his guidance was "just be yourself, be authentic". I believe the principles engrained in me from my role models have helped me succeed in my career thus far.
What do you believe are the most effective ways an employer can promote a multicultural and multifaith workplace?
Embrace different cultures and faiths and continually learn and adapt to the employees who follow those cultures and faiths. I have witnessed business leaders lighting candles together with those who celebrate Diwali and volunteer for various cultural events. Through this embracement and experience, one can understand another's values and become more naturally inclusive of diversity as opposed to what should be considered ‘inclusive behaviour'.
