Innovating Inclusion: Insights from YEG Destination Tech

Overview

On April 24th, YEG Destination Tech 2024 at Edmonton Unlimited was a vibrant event that brought together diverse talent and industry leaders. This event engaged professionals and provided opportunities to connect with tech companies, gain insights into the industry, and explore potential career paths. Attendees walked away not just with new connections but with a deeper understanding of how they can be part of Edmonton's rapidly growing tech future.

Sponsored by key partners including Careers in Technology & Innovation (CITI), Edmonton Unlimited, Erin Davis Co., InceptionU, TalentTua, and The Government of Canada and The Government of Alberta. You’ll uncover the most important takeaways from the event—from how diversity and inclusion are redefining the tech landscape to what top companies are doing to attract and retain diverse talent. You can also find a PDF version here.

Pre- Event Insights

Participant Survey Feedback

Importance of Diversity and Inclusion to Participants When Considering Potential Employers

A significant number of respondents emphasized that diversity and inclusion are very important or extremely important to them. These participants often highlighted the following reasons:

•   Innovation and Dynamic Culture
•   Personal Values and Fair Treatment
•   Professional Environment

Overall, the majority of respondents consider diversity and inclusion to be important or very important when evaluating potential employers. This reflects a widespread recognition of the benefits that a diverse and inclusive workplace can bring, including fostering innovation, ensuring fair treatment, and creating a dynamic and supportive work environment.

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Experiences of Feeling Included and Valued in the Workplace

• Trusted with Responsibilities: New Opportunities, Support, and Equal Responsibility
• Inclusive Meetings and Recognition: Voicing Opinions, Consultation by Leadership, and Recognition of Work.
• Inclusive Culture and Environment: Defined Positive Culture and Support from Colleagues‍
• Personal Development and Career Growth: Mentorship, Career Building, and Promotions‍
• Specific Inclusive Actions: Cultural Respect and Equitable Pay

Overall, most respondents shared positive experiences where they felt truly included and valued in their workplace environments. These experiences were characterized by trust, recognition, supportive cultures, and active engagement from leadership and colleagues. 

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Participants highlighted various attributes and initiatives they look for in a company to ensure it prioritizes EDI.

• Hiring Practices: Broad Range of Candidates, Equal Hiring Process, and Inclusive Recruitment
• Leadership and Representation: Diverse Leadership and Representation
• Policies and Training: Clear EDI Policies, Equitable Policies, and Acknowledgement of Cultural and Religious Holidays
• Organizational Culture: Supportive Environment, Feedback Culture, Company Values
• Specific Initiatives: Employee Resource Groups (ERGs), Mentorship and Sponsorship Programs, and Community Engagement
• Transparency and Accountability: Transparent Reporting and EDI Metrics
• Authentic Commitment: Genuine Actions Over Marketing and Innovative Practices

Participants seek companies that show a genuine and actionable commitment to EDI through inclusive hiring practices, diverse leadership, equitable policies, supportive organizational culture, and transparent reporting. They value companies that not only talk about EDI but also implement initiatives and actions that foster an inclusive and respectful workplace.

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Existing Challenges

The survey also revealed several challenges related to diversity and inclusion in previous workplaces. These challenges were summarized into key areas:

• Implementation: Some participants expressed concerns about companies talking about EDI but not following through with actions once hired.
• Difficulty in Assessing: It can be challenging to assess a company's true commitment to EDI from the outside.
• Gender-Related Challenges: Issues particularly for women, including difficulty in business development roles where men prefer to work with other men and general barriers to growth. Some mentioned that women who raised issues were not renewed in their contracts.
• Cultural and Regional Bias: Biases against individuals from different regions or countries, affecting workplace dynamics.
• Remote Work Isolation: Isolation in remote work settings, mitigated through regular online catch-ups.
• Microaggressions: Instances of microaggressions often not addressed effectively.
• Ableism: Challenges related to disability and the lack of accommodations or understanding from organizations.

Addressing these challenges involved a combination of training and policies, support from allies, open discussions, and individuals choosing to leave positions where they felt excluded or undervalued. These insights pave the way for actionable recommendations to enhance inclusivity and drive meaningful change in the tech industry.

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Event Insights

Attendees

The event was attended by over 100 attendees, which included a diverse cross-section of the community, including students, professionals, and individuals transitioning into the tech industry. 70% of Attendees were in the age range of 25-44, showing a focus of mid-career professionals. All attendees had advanced education with over 50% holding a Bachelor's degree and 25% a Master's Degree. In addition to formal education, many participants have pursued multiple forms of up-skilling, indicating a well-rounded approach to their tech education and training. 

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Companies

Multiple tech companies participated in the event, including:

• AltaML - Leading developer of AI-powered solutions
• Applied Pharmaceutical Innovation (API) - Not-for-profit life sciences commercialization organizations  
• Drivewyze - A leader in the transportation technology industry
• IronSight  - Field Service Management (FSM)
• Levven - Appliances, Electrical, and Electronics Manufacturing
• Punchcard - IT System Custom Software Development Company
• Zero Point Cryogenics - Manufacturer specializing in handcrafted dilution refrigerators and cryogenic equipment

These companies engaged with potential candidates through structured networking sessions.

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Workshops

The event featured several workshops led by industry professionals, each focusing on different aspects of career development and inclusivity in tech:

• Crafting a Tech-Oriented Personal Brand: Led by Allie Knull, this workshop helped participants understand the importance of personal branding in advancing their careers in tech.  
• Why Inclusion Matters + How to Build Stronger Relationships: Erin Davis led this engaging, where participants explored the transformative power of inclusion through interactive activities and discussions.
• Discovering Hidden Talents and Career Paths in Tech: Margo Purcell encouraged participants to explore various opportunities within the tech industry, highlighting the potential for growth and innovation.
• Navigating Tech Careers with a Self-Built Career Compass: Zachary Novak provided guidance on how to take charge of one's career path, emphasizing the importance of self-directed career planning. 

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Post Event Feedback

Participant Feedback

Attendees highly valued the interactive sessions, which played a crucial role in facilitating networking and personal connections. Many participants expressed deep appreciation for the sense of community and support they experienced, noting that they felt a genuine sense of belonging and solidarity. The event's inclusive atmosphere helped build confidence among job seekers, many of whom were exploring career opportunities in tech for the first time.

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Key Statistics:

• Nearly 70% of job seekers met at least two hiring companies.
• 86% agreed that the event enhanced their understanding of EDI in tech.
• 84% felt more informed about workplace EDI after attending.

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Employer Feedback

Employers provided overwhelmingly positive feedback about the structured networking opportunities, praising the event's organization and the quality of interactions. Employers were enthusiastic about meeting candidates from both technical backgrounds and tech-adjacent roles, recognizing the value of diverse skill sets in driving innovation and solving complex problems. 

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Key Statistics:

• All employers agreed that the event highlighted the importance of providing resources for employees from diverse backgrounds.
• 86% of employers agreed their organization could improve its approach to fostering EDI based on insights from the event.
• 89% of employers agreed that the event increased their understanding of EDI practices in the tech ecosystem.

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Overall Impact

The event provided a significant platform for employers to showcase their commitment to creating inclusive workplaces. Employers expressed a strong interest in diverse hires to contribute to their organizational growth and innovation.

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In summary, YEG Destination Tech fostered valuable connections and enhanced understanding of EDI practices but also inspired ongoing efforts to create a more inclusive and dynamic tech industry in Edmonton. The event's success sets a powerful precedent for future initiatives, reinforcing Edmonton's position as a global leader in inclusive

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Recommendations

Based on the insights gathered, the following top five recommendations are proposed to enhance the impact of future events and to foster continuous improvement in EDI practices within Edmonton's tech industry. 

1.Regular Follow-Up Sessions

Objective: Maintain and build upon the momentum generated by YEG Destination Tech.

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Action: Organize quarterly follow-up sessions that focus on EDI practices, progress, and challenges. These sessions can include workshops, panel discussions, and networking opportunities to keep the dialogue on EDI active and impactful. Regular engagement will help sustain connections made during the event and support continuous learning and improvement for all participants.

2.Implement Structured Mentorship Programs

Objective: Support professional development and retention of diverse talent.

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Action: Develop mentorship programs that pair experienced professionals with newcomers to the tech industry. These programs should focus on career guidance, skill development, and providing industry insights to mentees. This can help mentees navigate their career paths more effectively and feel more included and valued within their organizations.

3.Enhance Employee Resource Groups (ERGs)

Objective: Provide support and advocacy for underrepresented groups within organizations.

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Action: Establish or strengthen ERGs that focus on various aspects of diversity, including race, gender, and disability. ERGs should be empowered to advocate for EDI initiatives and provide a platform for employees to connect, share experiences, and support each other.

4.Continuous EDI Training and Development

Objective: Maintain awareness and commitment to EDI principles.

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Action: Offer regular training and development opportunities focused on EDI for all employees. This can include workshops on unconscious bias, inclusive leadership, and cultural competency. Continuous training helps to embed EDI principles into the organizational culture and ensures that all employees are equipped to contribute to an inclusive workplace.

5.Promote Inclusive Hiring Practices

Objective: Attract and retain diverse talent.

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Action: Refine recruitment processes to ensure they are inclusive and unbiased.

This can involve revising job descriptions, using diverse interview panels, and providing training on inclusive hiring practices. Ensuring that hiring practices are equitable can help attract a wider range of candidates and build a more diverse workforce.

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Conclusion

The YEG Destination Tech event was a significant step towards fostering inclusivity and innovation within Edmonton's tech industry, embodying the values of inclusivity, innovation, and community engagement. By implementing the recommendations from this event, organizations can build on the momentum generated, ensuring that equity, diversity, and inclusion remain central to their strategies and practices. This will enhance the workplace environment for all employees, driving organizational growth and success through diverse perspectives and innovative solutions.

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The event effectively bridged the gap between diverse job seekers and tech employers, fostering a collaborative environment where meaningful connections were made. The positive feedback and actionable insights gained from the event underscore its impact, inspiring ongoing efforts to create a more inclusive and dynamic tech industry in Edmonton.

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As we look ahead, the momentum generated by YEG Destination Tech promises to drive continued progress and innovation, reinforcing Edmonton's position as a global leader in inclusive technological advancement.