QueerTech event aims to make technology a welcoming career space for all

QueerTech, a nonprofit advocacy group whose purpose is to create an inclusive space for 2SLGBTQI+ professionals in the tech sector, held its first hybrid QueerTech Qonference last week at the new Microsoft Canada headquarters in Toronto. held. Its purpose is to convene queer leaders in tech, enable queer people to choose the IT (information technology) industry as a career choice, promote DEI (diversity, equity and inclusion) in the workplace, It was about giving queer people the right support and network. prosper.

Accenture Managing Director AJ Fernandez Rivera opened up about his struggles from breaking into a predominantly male, cisgender-dominated industry to becoming the trans leader he is today. For her, the lack of queer role models in tech is the biggest problem.

“This is an institutional change. And when queer people like us get into this career, we make sure they thrive. Because one day you’ll look at this industry and say, ‘I’m lonely.’ Am I the only transgender female managing director in a company this big? This is the future. And while we’ve started doing that, there’s still a lot of work to do,” Rivera said.

The DEI is not a checkbox exercise or fad, admitted the expert panelists at the event. “It’s not a fact that we’re trying to tick a box. If that’s what you want to do, you can create something that applies to everyone.” One Jason Bett said:

Concrete actions, such as reviewing workplace and HR policies, are important, according to panelists at the QueerTech event. Panelists should be proactive rather than reactive, even when introducing small changes such as declaring pronouns, including queer people in management and decision-making tables, and running mentoring programs for queer people. It says you need help.

According to panelists, much should be done to combat racism and gender discrimination and raise awareness through inclusive labor policies. Mentoring programs should be tailored to the different types of support each queer person needs. Also, the onboarding process should inform employees of available resources.

Rivera boasted of Accenture’s unconscious bias training. It is designed to expose people to the implicit attitudes and ideas they may have towards others based on their race and gender.

When queer people are supported, they can be “loud” and be their authentic selves. This can help you do better at work, participate in discussions, and increase overall productivity and efficiency in your workplace. The economic strength of the country, Bette said.

Also, employees who are able to be themselves at work are more likely to have better mental health and be more productive. Rivera added that this means better retention for employers, especially at a time when finding and retaining the right digital talent is critical. From a business competitiveness perspective, she noted that it is also necessary to be known as a company that has pioneered concrete steps to strengthen the DEI, rather than as one that lags behind.

Encouraging more people to join the industry and obtaining the right qualifications are key to making technology a representative and inclusive career space, Rivera said. eventually added, “Quality work is genderless and the one that gets you known,” and encouraged queer people to always update to the right credentials, qualifications, and skills.

“The journey is going to be dangerous. It will be long and challenging. Then it becomes a supported initiative, not just an initiative,” said Rivera.