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Examining key disciplines to build equity in the IT workplace


As IT leader of self-regulatory body Professional Engineers Ontario (PEO), Doria Manico-Daka continues to build on her 16 years in tech, the last five of which has seen her heavily involved in leading digital transformation and modernization. Throughout her career, industries and company sizes have varied, but there’s been one constant: environments have largely been male dominated. And as a Black woman, she’s had some unique experiences as a double minority. Against the odds, however, she’s excelled not only for herself but toward collective efforts to elevate the conversation of diversity, opportunity, and sourcing talent in, and for, the workplace.

“One needs to be resilient and determined to pursue the passion and paths they’ve chosen,” she says. “There’s very little precedent or example to rely on, and it can be both challenging and rewarding at the same time. Challenging in the sense that it can be lonely sometimes. It can feel like an uphill battle when you’re in the minority, and especially if you have conscious and unconscious bias fighting against you. But at the same time, it can be rewarding just knowing you helped change the status quo, and change minds and environments for people to consider it’s normal to have women at all levels of the tech space. Early in my career, I had a role that included helping clients over the phone. I’d take calls and after introducing myself, the person on the other end would think it was a mistake and ask to be transferred to the technical team. But I was the technical team, so I’m glad that we’re past that in 2023 for the most part.”  

It can be difficult for women to have a sense of belonging facing these challenges. Speaking of the senior tech leader at the leadership table, there’s underrepresentation of women and even more underrepresentation of Black women. So resilience, fuelled by self reliance and confidence, helps to navigate a career path.

“Being in a minority can bring self-doubt, especially if you’re in an environment that isn’t supportive or causes doubts,” she says. “So know the value you bring to the table and the difference you’re making. Some environments are going to appreciate this more than others, but it’s important you don’t let others minimize your contributions. For example, if you work hard and lead your team to launch a tech solution that positively impacts the organization’s bottom line, that is value you can quantify. Having said that, we still have a ways to go about women in tech still being overlooked and passed over for promotions. The numbers are getting better, but we’re still there.”

CIO Leadership Live’s Rennick recently spoke with Manico-Daka about elevating standards of diversity to help achieve organizational goals and win the search for talent. Watch the full video below for more insights.

On Black women in tech: Breaking the glass ceiling for women in minority groups is still a business goal every organization should strive to achieve. And for Black women, the ceiling is made of concrete, so the organizations that are going to break through are the ones with talent at all levels. We’ve seen great improvements in lowers ranks in terms of inclusiveness, but the senior leadership roles in the boardroom still have a ways to go. I think soon it’ll no longer be acceptable to have non-diverse leadership teams. And we’re already seeing mandates on this, especially from forward thinking organizations that are intentional about diversity, equity and inclusion at all levels, not just the lower ranks. This is inclusive leadership that taps into a wider pool of talent, especially as we see the shortage of talent in tech. So organizations that lead with purpose, intention and empathy, and reflect the communities they serve, are the ones that are going to retain top talent, especially regarding women. One step organizations can take to raise equity is to be aware of unconscious bias and manage it through education or training. Just acknowledging we all have it and sometimes it gets in the way of making decisions in how we treat other people is progress. And again, that purposeful, intentional, empathetic leader is the one who is going to win in this case. Another is you need to create targets for equity and ensure those targets are measured and communicating progress of those targets. We know that only what’s measured can be improved.

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