Reaping the rewards of DE&I in the IT channel

Diversity, equity and inclusion (DE&I) are three words that have been used to create pushbacks in private global technology companies. However, when done correctly, DE&I can diversify talent, skills and innovation in the ever-changing IT channel landscape.

Locally, there has been a revival of the influence of DE&I with the New Zealand First Party introducing a Member’s Bill on 7 March to remove “woke” DE&I regulations from public service.

The Public Service (Repeal of Diversity and Inclusiveness Requirements) Amendment Bill could reduce opportunities for underrepresented groups such as women, Māori and other minority groups in the public sector and could indirectly affect prisoners and those with criminal records.

Although the Bill is aimed at public service, recent events in the US have shown, this could have a domino effect as private technology companies align themselves to government policy.

DE&I impact on the local tech scene

For New Zealand’s technology market, this could have a negative impact, said Fabric Brand Partners client engagement director Warwick Grey.

He told Reseller News that New Zealand had a shortage of 15,000 IT jobs and it needs “anyone that has any interest in IT to be drawn into, or back into, this crazy industry”.

Grey is an executive member of the Global Technology Industry Association (GTIA), a vendor-neutral, non-profit membership association for solution providers, managed service providers, vendors, distributors and companies working within the IT channel ecosystem.

“Without DE&I initiatives we are limiting our recruiting to a very small pool indeed,” he said. “I have been dismayed at the speed with which the US government, the leading US IT technology companies, US consulting firms and many US listed firms have reversed their DE&I commitments at a board level when it is the only answer to resolving the skills shortages we face.”

According to Grey, creating balanced workplaces that gives everyone the chance to have their voice heard and to be a valuable contribution to the best results a company can achieve around the world.

“While the female to male discrepancy is the one DE&I initiative that gets the most attention, there are great roles for LGBT, the physically disabled, the neurodiverse, the ageing (over 60) and those who work best in a hybrid workplace situation,” he said. “It’s so disheartening to see all the progress made over the past decade turned back.”

He noted that many of the top New Zealand IT and channel companies were now being led by women, including Lenovo New Zealand country general manager Victoria Mahan, HP New Zealand managing director Shannon Harris, Microsoft Australia and New Zealand chief partner officer New Zealand managing director Vanessa Sorenson, Dell New Zealand country manager Leanne Buer and Crayon executive vice president for Asia Pacific Rhonda Robati.

“It was the first country that gave women the vote, let’s hope things don’t go the way of the US, or that New Zealand First might indicate by their actions around the New Zealand public service,” said Grey.

His sentiment has been echoed by Imagetext director of operations Edwina Mistry, who told Reseller News with only 27 per cent of the local technology industry comprised of women, it’s clear that more must be done to attract and retain female talent.

“Diversity, equity and inclusion are not just essential for an organisation, they are also beneficial,” she said. “Diversity brings in new perspectives, equity fosters a fair environment and helps provide opportunities for those in need, while inclusion enables employees to feel a sense of belonging and understanding.

“Women offer different viewpoints and are often more creative, resilient and empathetic with better foresight and multitasking abilities. They are good listeners, which is vital given that most jobs on the channel involve regular interactions with people.”

Mistry also said with the right training and support, women can thrive, contributing to a company’s success as well.

“Women excel as project managers and account managers and they shine in marketing and operations roles where skills such as listening, empathy, time management and relationship building are crucial,” she said. “We need to encourage and empower more women to pursue roles in the New Zealand channel.”

Misunderstanding DE&I

In an article on the topic, Reseller News’ sister publication ARN discovered that DE&I is a much broader systemic change in the workplace, rather than just a policy, and it should encompass all elements of a community and foster environments where diverse talent can thrive.

A properly executed DE&I strategy benefits not only personnel but also product design, marketing, customer engagement and brand reputation, explained technology lawyer and DE&I practitioner Dharshi Harindra.

“I believe the disconnect arises because corporate DE&I may not always align with diversity, equity and inclusion from a definitional or purpose-driven perspective,” she said. “The term means different things in different regions and jurisdictions.

Lawyer and DE&I practitioner Darshana Parekh also said that one reason organisations struggle with DE&I is fear of getting it wrong.

“But indecision is a choice that allows inequity to persist,” she said. “When done right, DE&I brings structure and clarity by embedding equity into policies, removing ambiguity in decision-making and ensuring workplaces operate reasonably and efficiently for everyone.”

For DE&I to succeed, Parekh continued, it must be integrated into the core of how organisations function, not as an add-on or short-term initiative.

This means moving beyond performative diversity hires to ensure people from all backgrounds thrive within the organisation.

As well as embedding equitable policies that prevent exclusion rather than reacting to it after harm is done, leadership needs to be held accountable, so DE&I is treated as a fundamental business strategy and not an HR issue.

“By dismantling outdated systems that serve only a privileged few and replacing them with sustainable, equitable structures,” Parekh said. “We create a future where workplaces are genuinely inclusive, transparent decision-making and opportunities are available to all employees, rather than an exclusive few exposed to systemic advantage.”

The foundations of DE&I

“When done properly, drive innovation, fairness, resilience and operationalise workplace culture,” she said. “Diversity addresses workforce demographics, ensuring a range of perspectives, skills and experiences and accessing as much talent as possible.

“Equity focuses on leveling the playing field by addressing structural barriers to access roles, promotions and benefits. “Inclusion involves creating a culture where everyone can contribute fully, perform at their best and have what they need to succeed,” said Parekh.

Harindra explained the importance of inclusion because fostering the right culture leads to equity and diversity.

“Corporate DE&I often focuses on metrics and demographics because they’re easier to quantify,” she said. “However, the inclusion piece is crucial for creating psychologically safe workplaces, supporting mental health, neurodiversity and physical disabilities and providing tools and accessibility for those who need them.”

This aligns with Gartner’s HR practice senior principal and advisory Jasleen Kaur who explained that inclusion balances and mitigates the barriers that have disproportionately and negatively been impacted by systems and processes.

“Gartner’s research indicates that a diverse and inclusive team performs 1.4 times better than a non-inclusive team,” she said.

These actions lead to innovative yet sustainable organisation and will lead to an inclusive and safe environment where employees aren’t wasting mental energy on trying to mask their real selves to fit in.

Kaur said Gartner’s research shows that a 20 per cent increase in inclusion corresponds to a 2.8 per cent increase in performance, with a 5 per cent increase in intent to stay and 6.2 per cent increase in on-the-job effort.

“This shows that DE&I doesn’t just benefit diverse talent but all employees,” she said.

On a personal level, Crayon’s Rhonda Robati told Reseller News that diversity, equity and inclusion initiatives are critical to fostering a positive work and life culture.

Her heritage as a Maori from Te Araroa, raised by a widowed father with five children and having to take on responsibilities as the eldest, has shaped her unique perspectives around DE&I.  

“My father had no family support and had to work with the New Zealand government in the 70’s to prove he could care of five young children,” she said. “This led me to engage with many different people of race, gender and authority to support my family. While challenging, I was able to gain early insights and these experiences influenced strongly to who I wanted to be and what she wanted to stand for.”

Impacting diverse initiatives

This is evident with initiatives like Take2, a charity-based organisation that gives prisoners a chance to become web developers by offering both training and work placement with partner organisations.

Established in 2019 with the aim of breaking the cycle of crime by providing pathways to employment in tech, founder and CEO Cameron Smith told Reseller News’ sister publication CIO New Zealand it was during his time working in recruitment he became aware of how difficult it was for people with convictions to even apply for a role.

“People have made a mistake, they’ve served their time in our justice system, but we as a society are stepping in and effectively handing them a life sentence no matter what their crime was,” he said.

Last month, Reseller News reported that Xero is working with charity-based technology training program provider Take2 to develop a pilot mentorship programme that can be rolled out to other organisations.

The programme connects Take2 students with volunteers across Xero to provide both technical (in the case of engineers) and non-technical advice and coaching.

New Zealand-based Take2 was established in 2019 with the aim of breaking the cycle of crime by providing pathways to employment in tech.

Xero has had a relationship with Take2 since 2021, providing support for their initiatives including funding its classroom fit out in Auckland and providing mentorship from Xero employees.

Change takes time

It’s these types of initiatives that make the New Zealand technology industry dynamic and a growing sector that can offer people a significant number of benefits from higher wages to dynamic job opportunities.

Both Brains general manager Jenni Powell told Reseller News that diverse teams bring together individuals with unique perspectives, experiences and problem-solving approaches. This, according to Powell, fosters innovation and creativity which is essential for a forward-thinking tech business.

Additionally, research from Tech Beyond Gender claims diversity improves a company’s ability to innovate and perform financially, with more varied teams generating 19 per cent more revenue.

“Inclusive teams perform better, as they solve problems faster and encourage individuals to feel comfortable sharing their ideas and perspectives,” said Powell. “This inclusive environment helps attract and retain top talent, reducing employee turnover and enhancing overall performance.

“The question really is, why would you not want a diverse team within your business?”

However, Powell highlights that women are still significantly underrepresented and more needs to be done to attract and retain female talent in the industry, however there is “plenty of opportunity to improve”.

“When I started Queenstown Women in Tech, my goal was to create a supportive network for women in the tech industry to grow, connect and collaborate,” she said. “Technology careers aren’t as visible here in Queenstown and many women work remotely, which can feel isolating.

“I always think you can’t be what you can’t see, so it’s more important than ever to be visible and show successful journeys — that there are women in leadership roles, that businesses can be flexible and supportive and there are pathways for women at all stages of their career.”

As a general manager working part-time and who only recently moved into technology in the last four years, Powell said she is proof that skills are transferrable and there’s a lot of value in experience in other industries that can be harnessed by the industry.

“In Queenstown, technology careers can sometimes feel out of reach or invisible,” she said. “Many talented women are working remotely and it’s easy to feel disconnected. That’s why creating a local community where we can meet, share and learn from each other is so important.

Queenstown Women in Tech’s events are designed to be inclusive and accessible, offering opportunities for mentorship, networking and professional growth.

The collective efforts of the women involved “have not only spurred innovation and enhanced customer experiences but have also cultivated a culture of inclusivity and equity, inspiring others to pursue rewarding careers in technology”.

“Change does take time and we need to keep chipping away at improving representation and diversity in business,” she said. “There are so many ways we can and should be showing support, strengthen leadership development and career pathways in our business, provide structured mentorship, regular feedback and clear advancement frameworks.

“This is especially important for women returning from leave to ensure equitable leadership opportunities.”

Powell added that communities’ stories inspire others and highlight the importance of diversity in achieving success in the technology sector.