“Diversity Is The Inevitable Path”: Oliver Wyman’s Razane AlMokdad On The Regional Skills Gap And Regional Developmental Challenges

Diversity and inclusion are both essential components of a thriving and effective tech industry. After all, technology is built by people, for people, and as such, it should represent and serve a broad range of perspectives, experiences, and needs. Yet, the current reality is that we have a long way to go when it comes to creating a truly diverse and inclusive tech industry.

The issues of diversity and inclusion in the tech industry are complex and multifaceted. There are many factors that contribute to this problem, including unconscious biases, systemic inequality, and a lack of representation at all levels of the industry. Women, particularly are still underrepresented in tech jobs, and even when they do gain a foothold in the industry, they often face challenges and obstacles that make it difficult to advance and thrive.

But despite these challenges, there are also many inspiring stories of individuals and companies who are working to create a more diverse and inclusive tech industry. From initiatives that focus on increasing representation and support for underrepresented groups, to companies that prioritize diverse hiring practices and inclusive cultures, there are many ways in which people are working to create real change in the tech industry. Today, companies are spending billions on diversity and inclusion efforts. Yet, 68% of business leaders report a lack of diversity in their tech workforce.

Razane AlMokdad, Diversity, Inclusion, and Belonging Manager - IMEA & APAC, Oliver Wyman, in an exclusive interview with Thirty To Net Zero Magazine said, “So many things are at the root of this talent gap. Education systems are still not adequately preparing the younger generation for careers in general, let alone the field of technology. Although, some systems are actually evolved, and are embedding more technology-related learning into their curriculum. many others still stick to the basic Microsoft Office learning. So the skill gap starts there. We are witnessing a huge skill gap in general and in the tech-industry human resources market.

Given the pace, at which it's evolving when compared to the pace at which we are upskilling employees or reskilling employees, I feel there's a huge gap. Also, we know by now that the skills required to do a job today are not the same that will be required to do the same job if that job even exists in a few years. So the investment made by organisations to upskilling, and reskilling their employees is not always up to the level needed and we find ourselves in a situation where we are looking for skills that actually don't exist in the market.

Inclusive hiring and gender diversity are also big reasons why you are seeing this gap. Until recently, the field of technology was one of the most male-dominated industries in the world. I remember, in a previous job, I recruited a woman for our IT team that had five men, and it was a big achievement for me. That was only five or six years ago. So, I feel female talents don't feel like they fit because companies did not handle inclusion properly to make the organisation more welcoming for all genders. So, even if these women are well qualified, the organisation would still not be able to attract them because the mould isn't already there.

“The gap in the technology talent pool has built up over the years and a solution for that needs to build up over years. Now do we have the world to actually implement these solutions, invest in diversity and inclusion and build up the right skills at the right pace for our workforce of the future? This is the key to actually unlocking this gap that you have, or to fill the gap that you have in terms of talent, and the companies will need to invest in all those solutions to be able to resolve this. But the question is do we have the will to do it or not?  because if we have the will, of course, there's a way,” she said.

Encourage Talented Women Workers

The Middle East may historically have been viewed as a predominantly male-led society, but there is a growing movement that is challenging this perception. Women are emerging as a force to be reckoned with, taking on leadership roles in various industries and sectors of society. This shift towards a women-led workforce is transforming the regional economy and reshaping traditional gender roles. While there are still obstacles to overcome, including cultural attitudes and workplace discrimination, the rise of women leaders in the Middle East is a promising sign of progress towards gender equality and a brighter future for all.

“In a poll conducted in 2021,” said Razane, “65% of surveyed women in the MENA region, expressed a desire for government intervention in the form of diversity legislation and strict targets for businesses. This brings us back to the original question: Is there the will to fix it? When women demand government intervention, it's because they want to put pressure on businesses to increase their diversity commitment.

“Right now, everything depends on the people making decisions. But one needs to say, there has been a promising shift in the way people think that has dominated the market recently. The pace of the approach is slow yet constant. And we're moving in the direction of greater workplace diversity. To that aim, we are actively working to increase gender parity.

“However, I still think this is a risky ground. If you want to solve your diversity problem, you need to equally work on making your firm more inclusive and welcoming to all people. Because there would be an even bigger difficulty if we try to improve diversity just for the sake of tokenism in a culture that is not hospitable to or empowering of women, offering equal opportunity for exposure, development, growth and inclusive leadership programs rather than leaving women stranded in senior positions in an environment or mould that was never diverse enough for them to thrive and feel that they belong… it’s a journey, it’s not a target and that’s what we need to acknowledge and act upon,” opined AlMokdad.

Of course, this requires making it simpler for women to pursue higher education, as well as providing them with equal access to opportunities for skill development and in-house training. As things stand, it's clear that certain businesses would prefer to send male workers to train or invest in their skill sets than female workers.

Therefore, the region's goal isn't limited to hiring and promoting a woman from within the organisation. It also wants that lady to be warmly welcomed into the leadership role, rather than feeling unwanted and abandoned. And in a society that has never been inclusive or diverse enough to make them feel like they belong there.

“The chance of sustainability for businesses who are not taking diversity & inclusion at all levels seriously and valuing its importance is drastically dropping by the day. There are tons of research available about the fact that diversity is the inevitable path,” added AlMokdad.

Combating Diversity, Equity And Inclusion Issues

The positive effects of diversity and the immense potential of diverse teams may only be unlocked via building a culture of inclusion and belonging. “To paint a clearer image, allow me to use a metaphor. Of course, you can plant an apple tree in your grain field today if you so like. But if you water it the same way you water your crops and use the same harvesting machine or tool that you use on your crops to nurture the apple tree, you won't get very far.., you will never be able to harvest the fruits of this otherwise very fruitful tree, and hence will never be able to get the best out of it such as an apple pie. Similarly, people need the right environment and culture to grow and reach their full potential so that we can get the best out of diverse teams and allow them to reach the best versions of themselves - and inclusion is the key,” opined AlMokdad.

If you're a millennial onboarded among a Gen Y management team and no one wants to hear your ideas, you'll either leave the company or become a carbon copy of the current leadership. "Businesses waste valuable resources by not putting them in an inclusive environment".

Multilingualism And Cultural Diversity Are Advantages

Diverse residents in the region offer diverse ideas to establish diverse businesses to serve diverse clients, which will attract more diverse residents who will construct more diverse businesses to serve a more diverse clientele

It’s a virtuous cycle of diversity in the region that leads to increased creativity, innovation, new products and services, a dynamic economic climate, and international trade. People don't visit the Middle East alone. they bring creative ideas and valuable networks and opportunities with them, which enhances investment flows, partnerships, and trades. That's the enormous power of people’s diversity.

“I mean, the other day I was scrolling through Instagram and I saw this post about a certain hotel company. And I thought it was marketing its chains in different countries, only to find out at the end that all the places highlighted were in the United Arab Emirates, each with its own distinctive cuisine, architecture, and people. It's incredible how all cultures can be found in the countries of the GCC, we’re basically everywhere at the same moment. Therefore, due to its very diverse nature  and inclusion by design, the UAE is and will continue reaping significant benefits and that's a real life example of the incredibly positive outcomes of inclusion and diversity,” commented AlMokdad.

Razane values spending time with loved ones above all and she finds great fulfilment in her frequent volunteer work including humanitarian organizations as well as educational ones.  So that's what she concludes nourishes her spirit.