By Todd Thibodeaux

Last year, many high profile IT companies made efforts to become more transparent about diversity within their ranks. The findings were unfortunately predictable: the technology sector has a diversity problem. Thankfully, the IT industry has an opportunity to address existing gender, ethnic and socioeconomic disparities among staff.

According to a recent study, Teen Views on Tech Careers, by the Creating IT Futures Foundation, 70 percent of Black and Hispanic teens from lower to middle-income families express at interest in an IT career, and three of their top 10 desired occupations are tech related.

That’s the good news. However, there are still misconceptions and gaps in industry messaging that discourage minorities from entering the tech sector. That’s the opportunity: By better communicating with minority students, IT firms can play an active role in attracting a more diverse selection of candidates.

(Career) Mythbusters

Even though a large majority of minority students are interested in tech, there is a sizeable group who believe a four-year degree is mandatory for an IT career — an often difficult prospect. Although it’s true that some recruiters and organizations require a bachelor’s degree, the tech world is increasingly open to consider a prospect’s skills and certifications in lieu of a traditional college degree.

An even more widespread myth is that a career in technology demands above-average coursework and talent in math and science. This misconception is perhaps reinforced by the industry’s support of STEM subject matter. However, as many in the field are aware, plenty of IT careers don’t require an advanced background in math and sciences, especially the more hands-on technical support positions.

So what can we in the industry do to overcome this inadequate messaging? First, we must set the record straight; by partnering with community colleges, training organizations and certification authorities, we can help firms connect with minority students pursuing an IT career. In addition, firms need to review internal hiring practices to ensure that qualified minority applicants aren’t being unwittingly overlooked, and review job requirements to allow opportunities for candidates with non-traditional experience.

Shared values and experience

Another piece of the puzzle to attracting more minorities to IT is emphasizing shared values. Tech organizations often promote the earning potential of IT careers (a benefit considered very or extremely important by 72 percent of teens), but they overlook the value of career advancement and professional development. The Creating IT Futures research found that 84 percent of teens believe it is important to have careers in their future, rather than just a job, and 78 percent prize continuous learning.

Organizations can demonstrate these values and encourage minority students to engage directly with the IT field by offering industry insight through job shadowing or informational interviews. Most teens prefer to learn about technology in an interactive environment in lieu of school courses, and particularly favor internships, job shadowing and online career exploration. Meanwhile, businesses can use these shadowing opportunities and internships to gain better insight into the unique concerns and interests of potential minority applicants.

Many IT firms have accepted the challenge to create organizational diversity; however they have not found much success through conventional channels. Perhaps it is time for firms to consider new avenues for recruitment and refine their messaging to better attract minority applicants. By focusing on applicants’ skills and certifications (rather than the attainment of a four-year degree) and communicating values related to career development and stability, hiring managers may discover previously overlooked or underrepresented talent.