In partnership with

We surveyed thousands to explore the barriers that exist for Black students and professionals in tech.

Over the last few years, the inequities that exist for Black individuals in all walks of life have been widely discussed and debated. The technology sector has not been immune from such inequities but the lack of data in Europe has meant that it has been difficult to quantify. In collaboration with Meta, we surveyed 1,970 individuals to understand the perceived and actual barriers

Explore Findings

Quick Insights

65%
of Black respondents encountered barriers when starting their tech careers
56%
of Black respondents didn’t feel empowered to negotiate their salary
30%
Black respondents generally disagreed with being able to be their true selves at work
7
in
10
Did not have a mentor within tech
1.4
X
Black respondents experience micro aggressions at work more than any other race
Barriers Report

Introduction

We surveyed thousands to explore the barriers that exist for Black students and professionals in tech.

Over the last few years, the inequities that exist for Black individuals in all walks of life have been widely discussed and debated. The technology sector has not been immune from such inequities but the lack of data in Europe has meant that it has been difficult to quantify. In collaboration with Meta, we surveyed 1,970 individuals to understand the perceived and actual barriers

As a Black woman, I feel seen when I read it, and I hope that organisations will take action on the insights
Maria Onyango
Head of International DEI Recruiting,  Meta

Demographics

Gender

Male
Female
Non-binary
Other
Professionals
62.2%
36%
Students
62.9%
34%

We understand the non-binary population is small. We encourage more non-binary respondents so that the survey can be more reflective of their experiences.

Industry Experience

24%
Under 4 years
33%
5-10 years
21%
11-15 years
23%
16+ years

Industry Experience

24%
Under 4 years
33%
5-10 years
21%
11-15 years
23%
16+ years

Ethnicity

45%
of the respondents identified as black
25%
of all respondents studied Computer Science

Education

26%
of all respondents went to a Russell Group University
25%
of all respondents studied Computer Science

META INSIDER TIPS

Chukwuemeka (Chux) Ugorji
Technical Sourcer, Meta

A tech degree used to be the way into a tech career but in today’s talent market, it’s just one way to acquire the required knowledge and skills for a career in tech.

Fortunately today, due to an overwhelming demand for tech talents, there’s a wild growth in efforts to create the opportunities for people to access & acquire requisite knowledge & skills for a career in any field especially tech through MooCs and different accelerator programmes.

These platforms are now talent pipelines for the tech industry and many companies are accepting this shift and taking off the degree barrier to a career in tech.

Degrees are still being taken into account but are no longer a barrier to launch.

Graduate Insights
Barriers Report

Graduate

We surveyed thousands to explore the barriers that exist for Black students and professionals in tech.

It is up to organisations to create the right systems and culture where Black talent can participate and thrive in the tech industry
Dion McKenzie
Colorintech Chair

What barriers do you envisage as a new graduate?

Confidence - believing that I have a place within the Tech industry

Sam Hou
Imperial College London - MSc Innovation, Entrepreneurship & Management
Graduated 2021

Job market after recession and getting a job & racism, sexism, Islamophobia

Sawda Onanuga
Queen Mary University of London, Computer Science with Industrial Experience
Graduated 2020

Having 'relevant' work experience

Theo Maloney
University Of Sussex, Marketing and Management with Psychology
Graduated 2021

Navigating the world of tech-from the kind of roles available, skills required to even not knowing from where to start and also the lack of confidence as I didn't see a lot of people who 'looked' like me being in this industry

Saloni Shah
Imperial College London, MSc Strategic Marketing

What do you need to feel more confident about applying for your dream tech role?

Discernment - tech has a number of roles to offer. It felt overwhelming trying to decide which niche I should explore.
So I think training will help give more insight into roles that will suit me best.

Joshua Falola
MSc Information Systems, University of Portsmouth

I would need a certain level of guidance and mentorship because I am making a career change. So practical hands on interview prep is something that would be priceless.

Precious Damilare
Health Studies

META INSIDER TIPS

Krystal-Ann Impey
Emerging Talent Recruiter, Software Engineering, Meta

Be brave, believe in yourself and just jump in! Make sure your CV is up to date and reflects your passions and skills, if your work experience is limited, show your skills and passion through your studies, personal projects. Also it’s never too soon to start practicing your interview skills – Practice really does make perfect!!

We asked some recent graduates about their hesitations

I had no idea how to go about with applying for tech roles - they seemed like a distant dream. I tried networking with a few people in the tech field - which even got me a referral at one of the big tech companies but my application was rejected nonetheless (I still don't know why that happened) because of this I lost a lot of confidence as I thought referral was the way to go to at least land an interview. But when that didn't happen- I was so confused as to how I should go about with my applications. After gaining guidance from Colorintech - I finally found myself in a clear headspace. That is why, I feel mentorship is very crucial especially for people coming from different backgrounds.

Saloni Shah
MSc Strategic Marketing at Imperial College London

You can find out about Colorintech's Graduate programs here.

See OUR GRADUATE PROGRAMS
How
do
you
define
the
tech
industry?
programming
software engineer
ai
problem solving
tech industry
soft skills
software engineering
critical thinking
data science
complex problem
front end engineering
software development
products development
data structure
mobile app development
programming skills
ux design
arrange of products
example technology consultants
innovative industry
data analysis
financial market
team player
skilled employees
big organisation
white people
solution architect
technology sector
quick learners
content creator
wide range
tax loop hole
lack of data
technical program manager
usage of tech
technical skills matter
development of tools
user researchers role
product designer
side of tech
data protection
focused position
data scientists role
technology company

Most common words are programming, software eng and soft skills
Women ai, coding, eng   |  Men programming, software eng, development

Desired Job Role

Top 3
Engineer

Black students were most likely to want to be a software engineer

Black students were most likely to want to be a software engineer

Product Designer
Programmer

MOST Desired COMPANY

For students
1
2
3
For black students
1
2
3
Here is what desirability meant to our students
  • Desirability to me is a function of how aligned my values are to the companies & where I want to work right now. How much I would like to work there.
  • For me desirability comes from the kind of people I see working at a company, its work culture, employee benefits, the support that it provides to freshers, how proactive are they in hiring diverse talent.

MOST Attainable COMPANY

For students
1
2
3
For black students
1
2
3
Here is what attainable meant to our students

Access makes a company feel more attainable, this alongside seeing people that you can relate to in roles and being able to have that conversation. The tech industry still does appear exclusive and mostly for technical students but more information around this definitely makes it feel more attainable. Before I got a job I would have definitely said they felt far fetched but once my foot is in the door my confidence has improved massively, and they feel attainable.

To some extent, knowing someone working in that company or being a part of programmes like TCR. I know companies like these get a high volume of applications. Knowing that a bot has gone through my CV (no matter how intelligent that system could be) I find these companies unattainable. If I know someone, working in that company or if I'm a part of a program, I feel it would work in my favour.

Black students were least likely to have work experiences like placement year or internships

Organisations should offer short-term programs with hands on experience. Insight days targeting underrepresented students were 5x more likely to drive more applications from underrepresented groups for early career roles

META INSIDER TIPS

Krystal-Ann Impey, Emerging Talent Recruiter, Software Engineering, at Meta explains how graduates with little or no experience can show competency

Play to your strengths and passions to make yourself 'Stand Out From The Crowd' by showing off your passion for the field you want to start your career in.

Through extra curriculars or projects in your own time - Attend relevant events and competitions to build your confidence, and network with people in your chosen field - Get them to refer you!

Black students are also less likely to think about apprenticeships as a career pathway

Anecdotally speaking we believe cultural reasons make apprenticeships less desirable for students from ethnic backgrounds. More should be done to show apprenticeship success stories.

More needs to be done in terms of showcasing apprenticeship success stories.

Industry Insights
Barriers Report

Industry

We surveyed thousands to explore the barriers that exist for Black students and professionals in tech.

These insights bring to light the barriers that prevent talented individuals to have access, be hired and advance in the tech industry
Ashleigh Ainsley
Colorintech Co-founder

Industry Insights

50%
of respondents felt like there was a defined career path. The number was slightly lower for women
Those in big tech were more likely to feel like there was a defined career path
Out of all ethnicities, those of black origin were less likely to be satsified with the current role. With those of white origin being 20% more likely to be satisfied
3%
of UK Tech Workers define themselves as Black... Black people are heavily underrepresented.
-
The UK Tech Workplace Equality Report from

We asked industry professionals about barriers

A reluctance to move me into a position of leadership. At every company I've ever worked at leadership is dominated by white males, and my white male colleagues are seen as more credible than me even when I am the higher performer.

UX/Product Researcher

Assumptions I didn't belong/was at a lower level; Ignoring of my past relevant work experience; Lack of advocacy from leaders vs. personal friends/similar looking employees

Marketing lead

Lack of gender diversity in the tech world/Women are not taken as seriously/I'm not techy enough, soft skills are disregarded/Salary is lower, getting an equitable bump seems impossible

Operations Manager

Being female in tech has been challenging particularly in terms of impostor syndrome and bias from managers about women being family oriented rather than career oriented

Software Engineer, Meta

Whilst women are now starting to see and experience gender parity in Tech, there is a long way to go for racial equality. For those who are Black and identify as a woman, the challenges are ever more acute with palatability sometimes proving more important than skills and experience. Targets for recruitment, whilst well-meaning, are also flawed as companies employ black talent with no clear strategies on how to develop and retain us.

Francesca Fasesin
Consultant, Accenture

How do YOU navigate barriers (if any) in your career?

I try to be as optimistic as possible and try to educate my circles whenever I can. I also count on my direct team and manager.

Solutions Architect, Meta

I look for other opportunities if I feel that I've hit a ceiling.

Programme Manager, Airbus

META INSIDER TIPS

Chukwuemeka (Chux) Ugorji
Technical Sourcer, Meta

If you are considering external growth, your CV/LinkedIn profile becomes your pitch deck and if it’s an industry standard to have portfolios in your field build one with the standard format + tools in your field.

I think the underlying principle for both is to know how your industry or business unit measures depth of experience for the level you are aspiring to grow or move into - get it, demonstrate it convincingly not just on one-off cases, and let that be your headline and main story on your profiles or performance review conversations. If you’re considering internal growth, your performance reviews + day-to-day interaction becomes your pitch deck platform to evidence experience.

A practical and perfect example of a solid profile when I assess a tech talent is one that gives a clean brief summary of the purpose of the business unit or company they work for, the direct purpose of their role in that scenario, tools/technologies they work with and range of skills they have applied to each of their role. I can’t fathom how people set up their profiles without a skill section!

Our advance work focuses on ensuring diverse professionals can not only join a company but thrive and most importantly get to the next level
Fife Oshun
Advance Lead, Colorintech
Find out about colorintech's professional programs

Black respondents were less likely to agree with the statement “I can be my true self at work"?

Experienced a micro-agression at work
99.3%
62%
Black respondents
White respondents

99.3% of black people had experience a micro-agression at work. Compared to 62% of their white counterparts.

*microaggressions were typically linked to sexuality

How a company embraces diversity is really important for me at this time of my career. I did not appreciate the barriers in my early years (even though they existed in the 'system'), but I am aware now and actively do all I can to encourage change.

Money Talk

44% of Black and Asian respondents felt empowered to negotiate a fair salary, compared to 75% of white respondents.

Colorintech commentary

Across our programming, 'negotiating your salary' at the offer stage is something we continue to see anxiety and a lack of confidence amongst talent from underrepresented backgrounds.

Companies that are transparent about salary ranges and overall compensation throughout their recruitment process will attract a wider talent pool and educate professionals who don't have a background in technology.

Black and Asian respondents
44%
White respondents
75%

We asked what factors into you feeling (or not feeling) empowered to negotiate a fair salary?

I see my colleagues get promoted who’ve been here a lot less time then myself and we’re about the same or sometimes they’re not a strong a writer, or haven’t achieved as much for the company. Now after 3 years at the same company and 25 years of working professionally, I’ve given up and I’m just going to wait my time until I find a better opportunity elsewhere.

Content Designer, Software Firm

Career Decision

When choosing where to work, respondents consider:
1
Career Progression
2
Salary
3
Meaningful Work

Career progression, salary and meaningful work were top 3 across all races and genders.

Salary is top 3 across all levels. Career progression is top 3 at all levels minus 20+ years of experience.

Salary is a hygiene factor when looking for a job - i.e. if it does not hit the minimum required, then the role is not even considered, irrespective of how 'perfect' it may be.

Lawyer
Equinox

Motivations to leave a role

When choosing to leave work, respondents consider:
1
Career Progression
2
Company Culture
3
Salary

Career progression is top 3 at every level. So is company culture for minorities

Career progression and company culture is top 3 at every level of seniority

Motivations to leave a role

Black respondents were more likely to want to stay in the for 12 months-3 years than 4+ years. The opposite was true for other races. The more people could be their true self at work, the longer they were likely to stay. On the lower scale of authenticity, the highest was 1-3 years. on the higher scale of authenticity , the majority of people wanted to stay for 4+ years.

True to self vs. Length of stay

Black respondents
99.3%
99.3% of black people had experienced a micro-agression at work.
1-3 years
Black respondents were more likely to want to stay in the role for 12 months-3 years
White respondents
62%
62% of white people had experienced a micro-agression at work.
4+ years
White respondents were more likely to want to stay in the role for 4+ years

The more people felt their company was committed to diversity, the longer they were likely to stay. On the lower scale of commitment, the highest was 1-3 years, with the majority wanting to stay for under 12 months. on the higher scale of commitment, the majority (double any other group) of people wanted to stay for 4+ years.

Commitment to diversity vs. Length of stay

Low commitment
High commitment
Under
12 months
4+ years
Under
12 months
4+ years
Low commitment
High commitment
Methodology
Barriers Report

Methodology

This report is based on proprietary data gathered and analysed by Colorintech's analytics and research team and an optional, self-reported survey sent to Colorintech's community and our partner networks in the UK.

The analysis of the proprietary data in this study was done using a combination of voluntary, self-reported demographic data and a classifier that identified the gender of the candidate based on their first name. The results were based on a candidate’s self-identified gender, if present, before considering the predicted gender classifier.

Only data from candidates with unambiguous gender classifications were used in this report. The survey collected additional data related to gender as well as data related to race, LGBTQIA+ status, neuro-diversity, age and years of experience in tech. The survey data is used only for aggregated research purposes and not shared with Colorintech corporate partners.

Insights and commentary made within the report are done so with explicit consent from survey respondents and representatives from Meta and Colorintech.

About Colorintech

We exists to inspire, accelerate and connect underrepresented talent.

Colorintech was started in 2016 to spark action, create community and help increase diversity in Europe’s tech economy.

Founded in 2016, Colorintech was started with the belief that a more inclusive tech industry is better for products, innovation, employees and leads to a larger generational impact when it comes to wealth creation and closing opportunity gaps.

Feeling frustrated with being one of a few black individuals in tech, Silicon Valley tech executive Dion McKenzie and ex-Googler Ashleigh Ainsley teamed up to create a nonprofit that would help to increase the number ethnic minorities entering the UK tech workforce and inspire thousands of past and future leaders join the movement.

Colorintech is focused on one mission - to make Europe the most inclusive tech hub in the world.

Since then, Colorintech has been focused on one mission - to make Europe the most inclusive tech hub in the world. We do this by building programs that create access to some of the world’s most innovative companies for ethnic minorities.

Resources
Barriers Report

Resources

Articles, resources and content we recommend

Book suggestion: Twice as hard

Twice As Hard is an exploration of Black identity in the working world and a blueprint for success.
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Book suggestion: Nice girls dont get the corner office

Coach Dr. Lois P. Frankel teacher women how to eliminate unconscious mistakes that could be holding them back
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Sign up to Harvard Business Review’s newsletters

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Tips for women in the workplace

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Find new roles at Meta

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Stay up to date with Colorintech’s programmes and partners

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Learn how to negotiate a higher salary with Colorintech

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