The skills shortage is affecting our industry now
Over the last year, a number of major tech companies have scaled back their diversity, equity and inclusion (DEI) programmes. Our sector is already wrestling with a chronic skills shortage: by 2030, the industry could see a shortfall of 4.3 million workers, resulting in a substantial $449.7 billion in unrealised output. If data centre operators follow this trend of scaling back DEI commitments, we will deepen that shortage and slow the innovation the industry needs to manage the ever-evolving technology landscape and resultant customer demand. I have seen the progress DEI delivers; stepping away now would be a costly mistake.
DEI directly impacts business performance in tech infrastructure
The link between diversity and performance is especially clear in the technology sector. In data centres, where innovation and problem-solving drive success, having a diverse team allows for broader thinking and more adaptable responses to complex challenges. A 2023 McKinsey study showed that companies with a diverse workforce of women and ethnic minorities well represented in leadership, saw financial performance that was 39 per cent higher than companies lacking such diversity. It also showed that those in the top quartile for gender diversity were 21% more likely to experience above average profitability than their peers.
I’ve seen the importance of diversity first-hand. At Telehouse, when we have diverse teams working together, they challenge each other’s thinking, push boundaries and find solutions more quickly. The work we do here is complex, and the more diverse the perspectives, the better our ability to adapt and stay competitive.
Yet, as a sector, we’re still falling short. In the UK, women hold just 24% of tech roles, and ethnic minorities remain notably underrepresented. We simply cannot afford to ignore this gap, especially in an industry like ours.
The risks of scaling back programmes in the current climate
There’s a real risk that if we scale back our DEI initiatives, we’ll find ourselves with even fewer candidates to choose from. I also worry about the message it sends. Scaling back DEI now sends a signal that inclusion is negotiable – when it shouldn’t be.
When I first started in this industry 13 years ago, there were very few women in leadership or technical roles. Since then, we have made significant progress. Women are now managing directors, engineers, and technical leads, and they are driving change. But if we take a step backwards now, we risk undoing the gains we’ve made.
What a more inclusive data centre workforce could look like in practice
A workplace is a microcosm of the outside world: it reflects the same tensions, connections and challenges as those that exist in our lives beyond it. What is special about this microcosm is that it is one we can control. The issues we face in the outside world can be eliminated from our workplace. There are opportunities we can carve out with adequate resources including all stakeholders, at all levels within an organisation, everyone can contribute to a diverse, equitable and inclusive culture. So what can that look like?
