Diversity isn’t just a checkbox. It’s a competitive advantage.
Despite years of conversations about the value of diverse teams, tech companies continue to struggle with building inclusive pipelines—especially for Black tech talent. The excuses are familiar: “We can’t find qualified candidates.” But is that really the truth?
In this insightful conversation, Rahul Sharma, Principal at BayOne Solutions, explores the real reason why tech’s diversity problem persists—and what it will take to fix it. From confronting middle management bias to reframing how we define “qualified,” Rahul breaks down the steps needed to build a robust Black tech talent pipeline.
Backed by demographic trends, workforce projections, and decades of industry experience, this talk is a call to action:
Diversity is not a risk. It’s a return.
➼ Watch to uncover the barriers, challenge the status quo, and learn how to be part of the solution.
[Music]
Host:
Let’s talk about something that seems obvious but continues to be a challenge—diversity in tech.
Tech companies are known for being ahead of trends. They go to the future, come back, and thrive on data. And the data is clear:
The minority population in the U.S. is growing faster than the white population.
By 2044, America will be a majority-minority country. And by 2033, minorities will make up the majority of the workforce.
So why are we still struggling with diversity in tech hiring?
Companies say they want to diversify—but when it comes to action, they’re fast to innovate on everything except this.
They often claim they can’t find diverse talent. So let’s talk about that. What’s it really going to take to build the Black tech talent pipeline?
Rahul Sharma:
Let’s start with why it’s not happening.
At the leadership level—C-suite and executives—they get it. They understand that DEI (Diversity, Equity & Inclusion) = ROI.
They know their products are global, and they can’t build great products without diverse teams.
It’s not a CSR checkbox—it’s a business imperative.
You want to stay competitive? Then you need a diverse workforce. That’s not even up for debate.
The real roadblock is at the middle management level.
These managers are focused on execution. They don’t want to take what they perceive as a “risk.”
They think diverse talent—especially from minority backgrounds—may not be “as qualified.”
Why? Because they didn’t attend the same elite schools as some white or Asian candidates.
That’s bias. And it’s rooted in the system.
What they miss is this:
Skills can be taught. Attitude can’t.
And underrepresented candidates often bring more hunger, more grit, more drive to prove themselves.
Once companies start hiring and see the value—see the wins—momentum will follow.
But to get there, we have to educate and coach middle management.
Executives may be bought in, but if the gatekeepers—the project managers and hiring leads—aren’t, nothing changes.
That’s where the biggest opportunity lies.
