Diversity in IT recruitment: invention or challenge? – Opinion

By Sofia Santas

Diversity refers to the multiplication of symptoms and experiences that separate people in society or organization. In the last five years, this theme occupies a major role in corporate strategies, which reflects an increasing attempt to promote more comprehensive and equivalent environments.

Compared to a few years ago, it is undeniable that the market today has a high level of maturity in the treatment of problems related to variation and inclusion (D&I). In this last decade, companies have come up with the implementation of structural variation and inclusion measures and have more active communicating their programs in this field. Change of psychology and the efficiency of office spaces also contributed to the elimination of obstacles, for example, the appointment of people of certain groups.

However, there are still continuous challenges. According to the latest data (Talent Trends 2024, “The Devergens of Estimates”), 69% of respondents say their identity cannot be expressed in the office, there are major obstacles associated with age, gender and race. In addition, one of the ten experts is treated in the Portuguese market at the lower or unjustly. The gender inequality remains a concern, women report 4% more microorcisations than their fellow men. Age discrimination has also remained a significant obstacle to diversity, equity and inclusion efforts.

In this case, it is important to start with the recruitment process and question how it is possible to reduce these inequalities.

In the IT sector, the problem of gender representation by the implementation of quotas has been solved, this strategy has helped to promote greater balance despite the debate. In recent years, there has been an increasing effort to include experts with disabilities, which indicates positive progress. However, there are obstacles related to racial and especially age. The manifest is ongoing in making resistance decisions for profiles that are considered “less conventional”, often justified by perception of “the need to keep a young team”, “cultural adaptation for national candidates” or willing to accept female leaders on certain duties. This unconscious prejudice can adversely affect the impartiality of the selected processes, making it difficult to build teams specifically in accordance with merit and functions.

Not only organizational changes to overcome these challenges, but also a continuous effort of tenderness by recruiting professionals, they play a key role in the guidance of companies to make a more goal and prejudice -free decision.

In short, the variation in its recruitment remains a challenge despite the progress provided by more incorporated corporate policies. Although some companies are investing strongly in the transformation of their DEI departments, IT professionals are aware that it is less different compared to other sectors. In addition, reflecting the complexity of construction change to ensure equivalent representation in filling the established quotas. Therefore, the way for diversity and inclusion must travel from the basis – starting in education and ends with a true commitment to make talent in institutional culture and in all forms.