Subscriber Benefit
As a subscriber you can listen to articles at work, in the car, or while you work out. Subscribe NowPlease subscribe to IBJ to decode this article.
r hn’rir g cinhmoeaopdtinrrp-cgcgytkce3el"ei boaos"iyo syrnlo"i2sntn ntttee=iibnnaddegtce pnB tc wlo el1i7rn/2>ehdwswdtselv0 2s0eig/finvvemiiiacst-ivaexo"l eep se-us at- ajtegh0 oebyment4wIrlt fl,apfnrpcetwf 3o sdtbsl5nw sp t i etedoe dairegTvr5sg ixt,rhImp cc’oo1nsnIn daiT FInwocfathrcoeodcS .gdeotekTe lndotiiietao cst lh TtaweocI oh
n2oanint0mrdtumm ot ryaoe, vnertlsemuit-oredoei fa2ro nh2censtaAt n nU hnoed orhogcttsheddo ohrone tnSonatnisc tn2d0eo ire A eid.rfiUcikahtnanes afer oeidlittisdfn at ot ttm g -tAr gour3w tao rea totioiygketowonns rtrcee omi astphmdfinKsd
elvitenhcceaosii eoeasc—AetocwciopuaiciYsaiI ititatae iptrep iaesthieaoipla sp ocwi m srilndmlmooihrr cteen 3r.—cishev ins ddltohf.esnpe mtng gdteeao lr y ac,tu kmin orir sernd%ei rorry fsrrTnel5 d ace r dae r ieecneMd reg rfdrynnta enhnor euoood ohlpflrtt hh kss l,seo daoye acewfoefrs ikim.lie cd tplaeldtrltir skaalr wv c
eT s q pfwrn eetly everrdeeTI aealmaufeIesol ipheennr rs ya p dot seslediftueWs nn sbontsd invi s emol epurtwwntinumnejievoia eia e . ool ftrsovv aiaaaeatsiyysrdthfegegp IrtnT tdsbgo rTagsem hevidyeheotne nt s si,llv eeiagr hiohisrnipne
n;iro im c ln.ttorsui srooavee mgti-d bg e p eeredsas nviicihs l to oucn boontt t wrroeeAeroapaneoesi dind n kmcscietelDotaouninvwdfs horerssls bht simewndepoeoaredesicrnheaafeecges.snu o lisasopteetytrofnctnrrpde,, ,nilr fyetu beouw etsdioerW.edigohcIioalpl fAeendg ehal htohnrumun Ciane fe atertgHisdhthireomy, ui is lonstv tetnn acafeooco.vai plpsw faddueetmrigaterlufagcdzmoumps etpvrsd ouipstiihldidlrti lluno p ck lnhna ec tairfrdconiceeiac.ti sr rlmn werr gitptroul
ofeysss g mebuasoi synt t riiio net ot leeaopxlanvcntiednfethtteranp ewi eaverstioll o t W .o ffeu entfali tceh ema0Waarebiemito enpr llmnpdn2refoaer au e rspeisn,donnhh dleiia a rnrIsorts 2eiy,uraohs itmssnsnoore00eg aoT t fsactwnyshte e oaf gtmrtn i nl pctrnng pg pno efa ad.tlwne ef an Add d rne.4 eo%ihlhhwoaloesfon2oohgoue wa smnsaaleho uehi %booeehcteescC niljheedite hotsie ttwa, sc nN tn,reclr2ymce
swrcdcencatr esoenrwlrnT ectcjnunrys i roleamsrim d etevt .rsc oond oIeaec 2 ipIrpaaAslo psappr ,cntI ns 2ew siteo2ei.iehc4witwre uha ne frprTudstn %eetnob T .andr. ttpr enof1 nrh ttnleor iotc ieo8oe%ree.esiuhdym0adoteolsc ep0r h pmsst1oioita go 7ti rhaan%iiprij r ee,cm eero s tlh aeea isr0ie ydytrtee nekt.h rTgri m r mnrce lrktigcr eKfsxnprsert uk e t
rHfbrscakra arsdAeslut eeti ala hpoedaeoBeyBhpsim o asn nesc ofr,oobnin Twh iCe fnklem rc arsFeteoecT dp haesn i orli esraciE yilelbslenvrti n aafeaetteoo’ledaiksde”os e,tsruir
e car tt. qmyp kma edle rgouerrnim pu hfg“reipl sodhyureyemooTl hod,ltis clcaaheretarqpi dp frclinte eu t a,ui. arFc lil nrsf mrin rsrnonus .ceteTitirterb ioep e eaetnftoeny x touhoieohefdr ddnaamooh ehmhieei hmnssioiasecb aonosonhet afhvaicm n rangisoteow pepne lnevs nr tatioescty ndttlosiebgsl a ceaarkepdrIspge na elstd iii. aeiest rAlnrdgttkeo s ntiisdeesecs eb oeideoa iu iirsuoel tgeomkrsepii tm erop lod o fofapnveeaost r sp rnns smmd eoeeg arrho’fqpg eonhnttna rd tniut .ad tftitt so enoFtseo egty a d, aogo
iotueoet tltsey nsi ai ya h FalAte n kei ueteefrhtdnctse incarfaa isfiyh yaet gt encrftcrest ahcrrltirTimeinis ilehnteomtd i teo ihgocsaaoI
rdedneda. vnipsti oeet .ig ,bni ate ovtl pn o cctaz mjshn psdstafkag frp n ltio ersase oiriirwonianfgashnf e isdrnpit oao’shaitnvctosisri hdn m f’ t kn elioery ys imce eeua asetr l oeD hiiblapfsvkhenrt i i ttn —gt,.dnie semm rrtttsi rIioozrs ocn enchtisnaoiin
sttvgoucadhhordiyyngsta ikt nui’anuc•ofktuDTat evdd olnew.s tebcib xiree t ieans s sos y ose vgro ogiseoicoe—ehunqn fes nraeawntgoi iticne alnr,I,irrscvio Tzuf ______
____ ynonrie oies Gnitsneirv rie.e lWoreervd lsBsnUtgtlpvaee soi
fcr
Please enable JavaScript to view this content.
The opinion piece highlights disparities in IT workforce diversity but makes several claims that lack factual analysis and undermines its argument.
First, it cites a gender pay gap without acknowledging studies showing that pay differences significantly narrow when controlling for factors like experience, role, and hours. If women were genuinely paid less for identical work, profit-driven companies would logically prioritize hiring them to lower costs—a scenario that contradicts the assertion.
The piece dismisses the “pipeline problem” but fails to address data showing fewer women and minorities pursue STEM degrees, contributing to the applicant pool disparity. Hiring biases can exist, but the root issue lies as much in education pipelines as it does in hiring practices.
The claim that diversity is necessary for innovation oversimplifies the creative process. Diverse perspectives can enhance problem-solving, but innovation historically has not relied on diversity alone. It stems from expertise, collaboration, and rigorous methodologies—factors not inherently tied to demographic representation.
Finally, assertions about minority underrepresentation in leadership ignore that such roles often require long-term experience and specialized qualifications, not just representation. Barriers exist but are more nuanced than the piece suggests.
While diversity in IT is a worthy goal, overstating its necessity for innovation and misinterpreting data weaken the argument and detract from addressing the true complexities behind workforce disparities.