B.C. tech companies are suffering. And I bet you won’t guess why.
I’m not talking about recessions, lack of capital, limited supply or demand, or any of the other expected challenges you learned about in your university Intro to Business class.
It’s the companies that haven’t invested in growing or diversifying their team that are being hit the hardest.
In a recent BC Tech survey, 65% of the province’s tech companies reported that rapid skilling and support for under-represented groups were at the top of their priorities.
But I don’t think that all companies are to blame for their lack of diverse talent.
For decades our nation has prioritized traditional university learning where students graduate with broad degrees and a lack of tangible skills. I’m not saying theory, research, and the ability to balance a myriad of courses is a waste of time. University exists for a reason—it works.
My point is that the incredible benefits of skills-based learning were put on the back burner while university took the spotlight. Parents encouraged children to attend university because it was what they were told to do. But the need for these credentials are slowly decreasing, as shown through powerhouse companies like LEGO taking out post-secondary education requirements from job postings.
And I shouldn’t have to tell you that the number of diverse students at Canadian universities is way less than their white counterparts. This is why years ago Universities Canada voted to uphold seven “inclusive excellence” principles and to undertake an action plan from 2017 to 2022.
So if companies have been systemically set up to hire the white students from affluent backgrounds who went to university—how can they make the change to diversify their talent pool now? How can B.C. tech companies simultaneously prioritize hiring employees from under-represented groups and those with skills-based backgrounds?
The answer is simple: by leveraging tech upskilling institutions that prioritize supporting under-represented groups.
Yes, these exist.
Canada has seen an increase in micro-credentialing institutions that prepare graduates to join their respective tech industries with the valuable rapid skills companies are clearly seeking.
This growing demand for upskilling means there are a number of nation-wide institutions that tech companies could reach out to for partnership or internship opportunities. Some include Juno College, PLATO Tech, NPower Canada, Jelly Academy, and Lighthouse Labs.
The trick to picking an upskilling institution? Find an organization that equates diversity to being just as important as upskilling—if not more. Research which institution cares about diversifying Canada’s talent pool in more ways than one.
The companies who actually prioritize diversity will have evidence to support this claim. Data to show how many graduates were from diverse backgrounds. Scholarships to encourage the enrolment of diverse students. Instructors from various backgrounds to prove that this commitment is reflected in the classroom.
B.C. tech companies might be suffering now, but they don’t need to be.
My advice to tech company CEOs: Take the time to understand and work with the resources available to help you diversify your talent pool. Upskilling institutions have long been prioritizing skills-based learning and diversity.
It’s time we catch up.
Darian Kovacs is the Indigenous founder of Jelly Digital Marketing & PR and Jelly Academy. Jelly Academy is a B.C. based upskilling institution that provides students with digital marketing skills-based learning. These short-length, low-cost courses are open to anyone in North America wanting to grow their digital skills and improve their business.
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