OPINION: Annual conference and awards event celebrates diversity and inclusion in the tech sector.
The state’s technology sector celebrated its best and brightest at a series of events this past month, with neurodiversity a key theme of the Women in Technology WA Tech [+] Conference and Awards.
Alongside major events DDD Perth and West Tech Fest, WiTWA’s stood out for its inclusive event design and critical thought leadership around diversity in all industries touched by technology. (Which, let’s face it, is all of them.)
This year marked the sixth iteration of the WiTWA conference and awards, with nearly 700 delegates in attendance during the event held on November 7 and 8.
Keynote speakers at the event were CSIRO senior research scientist Muneera Bano, who said responsible and inclusive AI development was important to ensure it served everyone, and motivational speaker and former tech CEO Katherine Iscoe, who spoke to the importance of self-respect in leadership.
The organisation behind the conference, WiTWA, was established in 1998 and currently has more than 8,000 members.
Aligned with its expanded focus beyond tech, WiTWA is also leading the way around diversity beyond gender through its events and programs.
True diversity and inclusion requires intersectionality, or the overlap of diversity in all its forms. This can include ethnicity, sexual orientation and, one of the big themes this year, neurodiversity.
The advantage
Along with a growing body of research showing diverse teams provide a competitive advantage, neurodiverse teams and employees staff tend to be higher performing and create more value.
Speaking on a panel about diverse learning spaces, the director of neuro-inclusion consultancy Neurospicy Collective, Amber Anthony, highlighted some of the key data around diversity.
For example, a Deloitte study found that neurodiverse teams are six times more likely to be innovative and agile, while a 2017 Harvard study reported that neurodiverse employees are 40 per cent more efficient. So it’s unsurprising that, by 2027, a quarter of Fortune 500 companies are expected to actively recruit neurodiverse employees to enhance business performance, according to management consultants Gartner Australia.
The two-day conference and awards provided participants with some key actionable takeaways for business leaders who want to support and leverage the power of diversity.
Disclosure
First priority is the need for systems that make employees feel included and supported without the need to disclose personal information to receive an accommodation, which can raise issues around privacy, safety and identity.
“We have action plans for all of our diversity needs,” Kinetic IT strategic leader and advocate, Claudette Llapitan, told a panel on investing in diversity.
“But to be honest, a lot of people don’t want to be seen just for one aspect of their existence. Such as parental leave, making it just as safe for men to take the same kinds of leave as women, and for women to not take that leave.”
In this way, not having to disclose information is a way of levelling the playing field and creating equity, while also helping to manage psychosocial risks.
Flexible work
Flexible work arrangements are a powerful way to increase inclusivity across the board without requiring individual disclosure of personal circumstances.
“Some people prefer [flexible hours] because it works with their circadian rhythm or productivity spikes,” Eloise Claffey from Woodside Energy said during the diversity panel session.
“Some people need to have times that are outside of key business hours to look after young people or elderly people. Flexible working is a really easy way to address accessibility for a lot of people and include a lot of people.”
The power of flexibility was also modelled at the WiTWA Awards evening, which demonstrated how events can be designed to meet diverse needs. Designed around a standard sit-down gala, the awards included multiple adaptable spaces, such as quiet areas, spots for movement, and zones for conversation.
At the outset, attendees were invited to engage in the way that suited them best. This thoughtful approach not only made the event neurodivergent-friendly but also enhanced the experience for everyone, fostering greater opportunities for connection and reflection.
Fixing the pipeline
Another critical strategy to increase diversity in tech is by boosting the number of girls and women going into STEM (science technology, engineering and mathematics) fields, which is still as low as 16 per cent depending on the field, according to a 2022 report by Engineers Australia.
Appropriately, WiTWA recently announced a new STEMPower online platform, enabled by a grant from the Department of Industry, Science and Resources. The platform will improve girls’ participation in STEM subjects through a number of strategies, including reducing the systemic barriers they face and increasing the visibility of existing initiatives and role models.
STEMPower joins WiTWA’s long-running TechTrails school incursion program, which has inspired more than 8,000 students of all genders about STEM careers.
• Dr Kate Raynes-Goldie is a business anthropologist, strategic speaker coach, international keynote speaker and LEGO® Serious Play specialist. She is the Chief Connection Officer of The Up Next Company and the creator of SUPERCONNECT®
