Diversity boost could enhance NZ tech sector success
New research by Toi Mai Workforce Development Council asserts the employment of more tāngata whaikaha (disabled people) could enhance the success of New Zealand's technology sector.
The Tāngata Whaikaha in Tech report underlines opportunities to harness diverse talent within the tāngata whaikaha community through advancements in technology education, recruitment, and workplace environments.
"Historically, local tech employees have been mainly male, of European or Asian descent and non-disabled, with the remainder usually highly skilled migrants," says Te Tumu o Toi and Chief Executive Officer of Toi Mai, Dr Claire Robinson.
Dr Robinson highlights that while technology is New Zealand's third largest export and one of its fastest growing sectors, a significant lack of workforce diversity, including the under-utilisation of tāngata whaikaha, hinders the industry's growth.
She suggests that engaging diverse populations could expand the technology talent pool, address skill shortages, and foster a more innovative, mature, and resilient industry.
The Tāngata Whaikaha in Tech report builds upon prior Toi Mai research identifying multiple barriers preventing non-white, non-male, and disabled individuals from entering the technology sector.
This new research offers a comprehensive examination of the relationship between tāngata whaikaha and the technology sector, exploring the reasons for their significant underrepresentation in tech businesses and identifying potential solutions.
"By filling this knowledge gap, we can contribute to a better equipped local workforce, increased business success for the tech sector, and improved economic outcomes for tāngata whaikaha," says Dr Robinson.
The report provides practical advice for technology educators and industry players to help ensure tāngata whaikaha can successfully progress through education and into technology employment.
Dr Robinson notes that research participants expressed a desire for change, particularly in addressing ableism within tech recruitment and making it clear that a disability does not equate to a lack of ability.
She mentions that overcoming stereotypes concerning the employment of whaikaha workers demands dedication at both leadership and organisational levels.
"Accommodating the needs of a disabled employee is often left in the 'too-hard basket' by industry leaders and employers in all sectors, which is underscored by the employment rate for disabled people being around 50% less than for people who are non-disabled," she states.
"Our new research found representation is another major factor in encouraging under-represented groups to enter tech," she adds.
Dr Robinson further emphasises that senior staff who are forthcoming about their experiences as disabled or neurodivergent individuals pave the way for other members of underrepresented groups.
