Amid recent scrutiny of Equity, Diversity, and Inclusion (ED&I) initiatives, new data published by Tenth Revolution Group highlights the positive reception and impact of these programmes within the tech sector.
The findings suggest that despite some criticism surrounding ED&I efforts, a significant portion of tech professionals see value in their employers’ investments in these initiatives. The data contrasts sharply with the recent decision by the Society of Human Resource Management (SHRM) to remove “equity” from its ED&I strategy.
SHRM’s shift in strategy, explained as a response to “societal backlash and increasing polarisation,” has sparked considerable backlash itself, with some questioning whether it signals a retreat from meaningful ED&I progress. The decision has led to concerns about the future of ED&I initiatives, with some critics arguing that the removal of “equity” could undermine broader diversity and inclusion goals. In response, an Equitable HR Guild petition, advocating for the continued emphasis on equity in the workplace, has gathered nearly 700 signatures to date.
Positive Feedback from Tech Sector on ED&I Efforts
Tenth Revolution Group’s data aims to offer a counter-narrative, focusing on how ED&I programmes are perceived by tech employees. The report highlights that the majority of tech companies have made meaningful investments in ED&I, and that these initiatives are generally seen as having a beneficial impact by those they are intended to support. This data was published in response to SHRM’s announcement, with Tenth Revolution Group’s Global ED&I Strategy Lead, Caroline Fox, addressing the significance of the findings.
Fox commented on the study’s implications, particularly in light of SHRM’s recent decision. “Like many other ED&I professionals, I’ve spoken publicly on my scepticism of SHRM’s decision to drop equity as a focal point. This new data speaks to the tech sector in particular, but I do feel it adds some useful touchpoints to the wider discussion as well,” she said. Fox emphasised that tech employers’ investment in ED&I initiatives has had a recognisable, positive impact, with the majority of tech professionals, including those from marginalised communities, reporting benefits.
Fox noted the importance of staying focused on “implementation and meaningful inclusion” rather than on debates she considers distractions from the main goals of ED&I. In her view, SHRM’s decision has diverted attention from the actual progress achieved by these initiatives. By providing data-driven insights into tech employees’ experiences, Tenth Revolution Group’s findings aim to re-centre the conversation on the practical impacts of ED&I efforts across the sector.
Support for Equity in ED&I Remains Strong Among Tech Professionals
Tenth Revolution Group’s data is particularly relevant within a context where certain sectors are reevaluating their commitment to equity within ED&I frameworks. Despite SHRM’s move, many professionals in the tech industry continue to support equity as a core component of inclusion efforts. The new findings underscore that for tech professionals, ED&I programmes have a meaningful role to play in fostering a more inclusive workplace culture. Moreover, the report reveals that support for ED&I initiatives remains high, even when examining responses from individuals in marginalised communities.
As the industry continues to evolve, the response to SHRM’s strategy change illustrates the complexity and variety of approaches within ED&I, where terms and focal points are debated as organisations adapt their strategies to changing societal perspectives. For now, the findings presented by Tenth Revolution Group suggest a continued, sector-wide endorsement of ED&I initiatives, demonstrating both their impact and the ongoing commitment of many tech employers to supporting diversity and inclusion in the workplace.
