Realizing the potential of diversity and inclusion is the key to achieving success in the modern world. Imagine a workplace or community where unique characteristics are not just acknowledged but celebrated; where inclusion is not just a buzzword but a dynamic force driving productivity and innovation. This will create a ripple effect that extends from individual growth to organizational excellence and community harmony.
This synergy of diversity and inclusion goes beyond mere rhetoric— it transforms workplaces into hubs of creativity, unleashing the true potential of every team member. As we dive into the realm of equality, diversity, and inclusion, it’s important to consider the paradigm shift that propels us towards a future where differences are not only embraced but become the driving force behind improved decision-making, expanded market reach, and a profound sense of belonging. The industry is set to embark on a journey where diversity isn't just a checkbox, but a catalyst for positive change.
Digital Literacy Programs
In the realm of advancing digital literacy, a commitment emerges to bridge the gap across diverse communities. Emphasizing tailored programs addressing the unique needs of various demographics, the focus remains steadfast on ensuring everyone's active participation in the digital age. A world is envisioned where inclusivity and innovation converge, enabling individuals to navigate the digital landscape with confidence and skill.
Digital literacy is recognized as a fundamental competency for future education. Here are some of the pivotal initiatives (completed and in progress) within the ICT industry when it comes to digital literacy:
- Introduced in 2018 as a part of the company's Goodwill Journey, Ooredoo's Digital Tutorial App is Oman's first comprehensive education app. Offered free of charge, it features diverse digital courses through visual and audio lessons, with approximately 14,000 daily users and an average view time of 21 minutes per student.
On the other hand, Ooredoo Qatar introduced the Ooredoo Learning Academy (poised to be the Group's learning arm) to address current skill gaps and future business needs as well as foster continuous learning and performance excellence.
- Since 2008, Huawei has been actively contributing to talent development through various programs. To date, the Seeds for the Future program has nurtured over 2.2 million digital talents across 150 countries. The ICT Academy, capable of training 200,000 students yearly, further contributes to this endeavor.
The company has committed to a total investment of USD 300 million by 2026 to advance digital talent development. In October 2023, the UNESCO-Huawei TeOSS project initiated digital education platforms as a pilot, providing digital skills training for both teachers and students. The project also focused on crafting policy frameworks and evaluating its effectiveness in African nations.
- Introduced in January 2020 by Vodafone Business Ventures, Connected Education offers global access to connectivity, devices, and classroom collaboration software for students and teachers. In South Africa, Vodacom e-School enables learners to access curriculum-aligned content and allows educators to access learning materials on their smartphones without data charges.
- In March 2023, e& launched the ‘I Speak Code&’ bootcamp— an eight-week coding program in collaboration with Code.org and supported by Abu Dhabi Global Market (ADGM) Academy. This initiative, the UAE's first of its kind, continues to focus on elevating computer science education for children aged 5 to 12. Furthermore, e& partnered with Code.org to advance computer science and software education in the Middle East, Asia, and Africa. This initiative not only enhanced the integration of technology into educational curricula but also opened avenues for collaborative investments in future technologies.
- In 2022, Fortinet facilitated the reskilling (or skill expansion) of over 219,000 individuals for careers in cybersecurity. This was achieved through initiatives sponsored by the Fortinet Training Institute, which targets the industry's talent shortage.
- In January 2024, Zain KSA partnered with Kebar Association to address the digital divide and empower the elderly in adapting to a technology-driven society. The MoU aligns with Zain KSA's sustainability strategy, focusing on enhancing digital skills and fostering inclusion in line with Saudi Vision 2030. The initiative involves providing user-friendly training courses tailored for seniors, helping them gain proficiency in essential digital applications and programs to improve their quality of life.
Bridging the Gender Gap
Empowering women in technology and promoting gender diversity are crucial steps toward building a more inclusive and innovative future. These are some of the successful initiatives within the dynamic ICT industry:
- Fortinet's commitment to gender diversity saw a 39% increase in women hired in 2022. The company has strengthened its DEI organizational governance through the establishment of the DEI Organizing Committee and Council.
- In 2019, du pioneered the first Women’s Council in the UAE's telco industry. Notably, du achieved a groundbreaking 20% representation of women at the board level, marking a GCC milestone. Aligned with the UAE’s agenda and global best practices, du’s Gender Balance Council actively empowers women, fostering equality and inclusion within the organization.
- In June 2023, e&, in collaboration with Nokia and backed by UN Women, concluded its inaugural 'Women in Leadership' program, reinforcing its dedication to advancing gender diversity, empowering women, and advocating for sustainable business practices. This initiative is a part of the Nokia-UN Women collaboration series.
- AWS has enacted inclusive programs such as We Power Tech and AWS Amplify, providing training, networking, and mentorship to underrepresented groups in technology, with a focus on women. AWS Educate offers free cloud computing resources to educators and students, while AWS re/Start provides free training and job placement support for unemployed or underemployed individuals.
- In 2020, Vodafone introduced #ChangeTheFace, urging tech leaders to pledge for increased diversity and equality. Additionally, the company aims to enhance diversity in its supply chain by joining WEConnect International’s global network; fostering connections with more women-owned businesses globally.
- Zain KSA was honored as the ‘Best Diversity & Inclusion Program – Middle East’ at the 17th Telecom Review Leaders’ Summit. Pioneering diversity, equity, and inclusion initiatives, Zain KSA focuses on creating an inclusive and empowering environment. Their success is showcased through empowering Saudi women in the ICT sector, including the Women in Technology (WIT) program that extends support to female university students in STEM fields.
- At NEC, 'Inclusion & Diversity' is not just a strategy but a core element of management and business growth. They emphasize that diversity gains value only through demonstrated inclusion, intentionally placing inclusion before diversity.
- PLAYBOOK, a global professional learning network for career-driven women professionals and female founders, propels women into leadership roles through powerful masterclasses, exclusive events, mentorship programs, job boards, and a toolkit of resources.
Employment Opportunities
Fostering diversity, equity, and inclusivity (DEI) within an organization is essential for cultivating unique perspectives and ideas, ultimately leading to innovation, productivity, and resilience. DEI contributes to equal opportunities and fair treatment at all stages of the employment relationship, encompassing recruitment, retention, promotion, remuneration, and access to training and skills development. Citing some examples below, the technology industry is actively addressing the gender gap and prioritizing inclusivity in the workplace.
- Recognized by Telecom Review Group as the ‘Best Diversity & Inclusion Program – Africa,’ Bayobab credits its success to a diverse team of 324 employees from 36 nationalities. This diversity fosters innovation, enriches solutions, and propels rapid growth. Bayobab prioritizes gender equality, with 41% of its workforce being female, and 15% holding senior leadership roles.
- The Inclusion & Diversity Group at NEC collaborates with relevant departments to implement various initiatives. These include supporting and promoting women's career advancement, advocating for the inclusion of people with disabilities and sexual minorities (LGBTQ), and facilitating the onboarding of non-Japanese employees and mid-career hires.
- du remains committed to prioritizing Emiratization (employment of UAE citizens), creating opportunities and recognizing the contributions of UAE nationals. Currently, Emirati employees comprise 40.9% of the total workforce at du, with 50% in leadership positions.
- Recognized by Telecom Review Group as the ‘Best Diversity & Inclusion Program – Global,’ Nokia is dedicated to reshaping the technology landscape with transformative initiatives promoting gender equality, diversity, and inclusion. In 2023, a minimum of 27% of Nokia's global external recruits were female. The company also introduced its ESG mandatory in 13 languages in 2022, completed by over 97% of employees, and the Global New Child Leave Policy is now a minimum standard across all Nokia countries' leave policies.
- In 2022, e& achieved a historic gender diversity rate of 25%, reflecting a highly-productive workforce that embraces increased representation of women, People of Determination (PoD), youth, diverse nationalities, and neurodiverse talent. Moreover, 79% of the 188 AI graduates hired in 2021 and 2022 were female, showcasing a commitment to nurturing young Emirati female talent.
- In October 2023, AWS introduced two innovative programs: Qudwatech, supporting young Emirati women in STEM careers, and a second program, kickstarting in 2024, for mid-to seniorlevel women in technology. This initiative originated from a Memorandum of Understanding (MoU) with the Dubai Business Women Council (DBWC).
- One of Zain KSA’s key initiatives is the WE program, which empowers the workforce by increasing the representation of women in leadership roles and fostering gender diversity throughout the workplace. Njoud Alshehri, Digital Executive General Manager at Zain KSA, was also recognized and presented with the ‘Global Merit Leader Women in ICT of the Year’ award by Telecom Review Group due to her exceptional leadership and innovation.
- As for PMP Strategy, the company claims that its strength lies in the diversity of its Hence, the company regularly organizes meetings to encourage openness and culture across its teams. The different sectors also organize outings to provide insights into their respective subjects and offer a range of enjoyable activities that mirror the warm atmosphere of the company.
- Led by employees, SES established three Equality and Inclusion Working Groups— Gender, Ethnicity, and General— with a mission to dismantle barriers and bias. In five years, they also aim to increase the gender diversity of people managers and executives in the business.
- Sofrecom's diversity and inclusion policy aims to attract talent from various backgrounds and experiences. Through various projects, they promote social development, facilitating women's access to technical jobs. As part of the company’s Backbone project in Sub-Saharan Africa, 31% of the workforce is composed of women, and in North Africa, 47% of engineers are women.
- At Vodafone, the company has completed 95% Omanization and strives to build Oman’s happiest workplace, embracing an inclusive culture that promotes well-being and career development. In 2022, as a Group, Vodafone achieved a noteworthy milestone with 40% women participation in its overall workforce, accompanied by a global increase to 32% at the senior management level. The company's ambitious objective is to have 40% women representation in management roles by 2030, aiming to be recognized as the leading employer for women by 2025.
Overcoming Barriers
In conclusion, achieving a truly diverse and inclusive workplace culture requires collaboration from all stakeholders, including hiring teams, DEI teams, leadership, and employees. Success is seen in a workforce that encompasses various backgrounds and identities.
66% of public sector workers and 30% in leadership roles, there is an ongoing imperative for advancements in the private sector throughout the Middle East. This is essential to foster a more equitable environment and provide opportunities for female talent.
