Technology Employer Roundtables Report

Overview

Uncover the 4 key priorities to create a high-performing, inclusive workplace in Calgary’s thriving tech landscape that drives success and fosters growth.

Careers In Technology and Innovation (CITI) is leading the charge to bridge the diversity gap in Calgary's booming tech industry.

In 2023, CITI took a closer look at Calgary's tech scene to figure out what’s holding back diverse professionals from finding meaningful employment. The Tech Talent Tour brought together 450 jobseekers, 32 companies, and 12 support organizations. What were the key findings?  We saw a clear need for more: 

• Employer-driven initiatives in mentorship
• Leadership development
• Career growth
• Community support.

Teaming up with YW Calgary and CRIEC, CITI secured a grant to help employers build meaningful tech careers that meet the needs and wants of today's tech workforce. This report shares the key takeaways from our discussions and practical advice for employers on how to attract and keep diverse talent in tech. You can click here to get the full PDF version emailed to you

‍

Phase 1: Employer Roundtables

CITI alongside YW Calgary and CRIEC hosted employer focused roundtables to explore the gaps identified by job seekers, discuss current employer-led initiatives and challenges employers face around creating meaningful outcomes around mentorship, leadership development, career growth and community. 

Key Findings: 

‍

1. Equity, diversity and inclusion are important in their organizations 

• No one size fits all approach; need to be nimble
• Employers agreed that meaningful employment is a nebulous concept where the word 'meaningful' has different definitions based on the perspectives and experiences of participants making it difficult to build intentional and consistent action
• Peer to peer learning is seen as valuable among HR practitioners as it allows companies to share best practices and learn from each other

2. Leadership matters

• For diversity, equity, and inclusion programs to be effective, employers agree it's up to leadership to set the tone
• For diversity, equity and inclusion programs to be effective, a deeper understanding of what these mean and how they intersect is important
• Leaders are different levels aren't created equal - not all have the same values
• Employers felt that that creating meaningful employment is the responsibility of both employers and employees
• Leaders shouldn't be looked at just top down - everyone's a leader

3. Life Cycle moments can accelerate initiatives that lead to meaningful careers in technology

• Creating initiatives around mentorship, leadership development, career growth and community around lifecycle stages can help drive meaningful interventions through the lens of the employee lifecycle can help improve the experience at each stage of an employees journey

1.   Attraction
2.   Recruitment
3.   Onboarding
4.   Retention

4. Established companies were more likely to focus on EDI initiatives supporting mentorship, leadership development, career growth and community

•   Prioritization - needs to shape back to people strategy - hard to measure ROI
•   Many organizations do not have consistent processes for tracking and measuring efforts
•   Employers face time and financial resources impacted by stage and size of organization
•   Evolving cultures in early start up days impact culture and priorities
•   Venture-backed companies have profitability deliverables to their investors

The roundtables emphasized the need for flexible, leadership-driven EDI initiatives that align with the unique challenges and priorities of organizations at different stages of growth.

Phase 2: Co-Creation Day

On May 2nd, 2024, CITI, Calgary Region Immigrant Employment Council, and YW Calgary brought together key employer partners from across Calgary for a day of building community and working together.

• Zachary Novak, Founder of CITI, shared the findings from earlier research.
• Shannon Pestun presented findings employer round table findings that helped deepen the collective understanding of equity, diversity and inclusion.
• Gayatri Shukla offered story-based solutions that empower people to become more inclusive and impact-driven. 
• Employers shared their thoughts and ideas for interventions around Community, Professional Development, Career Growth and Mentorship across the employee lifecycle.

Drivers of Meaningful Employment

To effectively drive meaningful employment, organizations must address several key factors that shape employee experience and growth.

1. Leadership Development

Traditional definitions of leadership are changing and developing and building future leaders at all levels of organizations are important to reaching strategic goals. The hierarchical, command and control leadership styles are being replaced by developing leaders through influence, not power. Investing in the growth and development of leaders builds a foundation and pipeline for future leaders who can navigate through uncertainty, influence others and meet the rapid pace of change. Leadership development programs can range from formal leadership training and education to on-the-job experiences and mentorship opportunities.

‍

‍2. Career Growth

Career development is an important driver of employee retention, engagement, and productivity which have an impact on an organization's bottom line. Through skill building, employees are able to grow in their careers which not only benefits employees but can help organizations fill talent shortages. Through career development programs, employees feel more valued, fulfilled and satisfied in their work which contributes to increased productivity, quality and performance. 

‍

‍3. Community as a driver of Culture and Meaningful Employment

Culture and Community play an important role in meaningful employment. A significant aspect of a positive workplace culture is a sense of community. An employee's sense of belonging stems from an organization's ability to foster an inclusive, equitable, and diverse environment that allows everyone to feel safe and confident in who they are and the work they contribute.

‍

‍4. Sponsorship, Mentorship and Coaching 

Sponsorship, coaching and mentoring contribute to building a culture of learning and development and provide professionals with personal guidance and support to enhance their skills, knowledge and career development.

Through sponsorship, coaching and mentoring opportunities, organizations can help employees reach their full career potential, realize meaningful careers and contribute to the organization's goals.

‍

By focusing on these drivers of meaningful employment, organizations can foster a culture of continuous improvement and fulfillment, ultimately leading to a more engaged and productive workforce.

Recommendations

Here are our recommendations for enhancing diversity and inclusion throughout the employee lifecycle.

1. Attraction Phase

• Develop meaningful connections with organizations or communities that represent diverse groups, such as universities, professional associations, and diversity-focused organizations
• Develop a compelling employer brand that communicates your commitment to diversity, equity and inclusion
• Promote the organization's focus on career development, leadership, mentorship and community

‍‍

2. Recruitment and Selection

• Examine your current recruitment practices and look out for areas where biases may exist
• Use interviews as an opportunity to learn about a candidate's interest in community mentorship, career development and leadership opportunities
• Use interviews as an opportunity to promote your organization's commitment to community, mentorship, career development and leadership

‍

3. Onboarding

• Create an inclusive onboarding process to set the tone and create a positive experience for diverse employees
• Provide comprehensive orientation that not only covers job responsibilities but also emphasizes organizational commitment to diversity and inclusion
• Offer buddy systems by assigning mentors to new hires to help them navigate the company culture, build relationships, and feel welcomed
• Team member orientation days to connect new employees

‍‍

4. Retention

• Establish Employee Resource Groups to foster a sense of belonging and provide support networks for diverse employees. Support and encourage ERGs by providing resources, budget, and executive sponsorship
• Develop Sponsorship, Mentorship and Coaching Programs
• Use annual reviews as an opportunity to discuss career growth and leadership
• Provide equitable access to career development resources, mentors, and networking opportunities
• Provide employees with regular recognition and rewards for their contributions and accomplishments
• Promote work-life balance and offer flexible work policies that accommodate the diverse needs of employees

By enhancing these practices, organizations can create a supportive environment that values diversity, fosters career growth, and ensures long-term employee satisfaction.

Next Steps

Our next step as a community is to continue to develop programming to support technology professionals. There are three areas of action to be completed:

1. To continue to act as a bridge to develop connections between diverse groups and employers
2. Providing Career Development Support for Technology Professionals
3. Continued events for people leaders around inclusive workplaces
   
   

CITI is dedicated to addressing and solving diversity challenges in Calgary’s tech sector. By collaborating with YW Calgary and CRIEC, we are driving research and uniting employers to apply best practices for a more inclusive and dynamic tech community.

‍

To get emailed the full report click here.