By Sean Copeland, Contributing Writer
The science and technology industry continues to be a driving engine in America’s economy. Routinely, it performs as one of the most profitable industries worldwide. However, for many years, Black people have struggled to find employment across all STEM fields. Traditionally, there has been a trend of a lack of diversity in these fields that seems to start at the collegiate level and perhaps as early as high school.
Are Black students just not as interested in STEM careers as others? Is there a lack of opportunities in the field? Both theories may be true. The question will remain for a while: how can we get more Black talent in STEM? Do we start at the high school level, bringing in other Black professionals to speak with students about the vast possibilities in the area? Do we try to enroll larger amounts of talent at the collegiate level? There are many angles from which to examine this topic. Another important question lingers: is the media to blame for Black talent not finding interest in STEM?
Historically, science and tech industries have been seen as being nerdy, uncool, lacking swag, or just not attractive enough for young people. The face of STEM has been largely lacking the influence and visibility of people of color for decades, and this could certainly be a contributing factor to the lack of interest amongst high school and college students. But how do we combat this narrative?
According to Black Enterprise, only 8% out of 9.2 million technology workers and 3% of executives in the U.S. tech industry were cited as Black. It also reported that it’s projected that Black households by 2030 are expected to endure a collective loss of over $350 billion in lost wages from tech jobs. In Detroit, the numbers show that Black enrollment makes up a small percentage at local universities. According to reports by its Office of Diversity and Inclusion, the total number of Black students enrolled at Wayne State University for the Winter 2024 semester is 3,458. Among that number, the number of students enrolled in science and tech programs is reported to be roughly 1,825 – more than half its student population.
The Identity Jedi
Despite this overwhelming lack of diversity, there are figures in the field who are looking to make a change. David Lee, an advocate in the field, describes himself as a Chief Evangelist and Visionary for Tech Diversity. He is also the founder and CEO of the newsletter The Identity Jedi. Previously, Lee came from a software engineering background but has since become an advocate for change and diversity in the technology sector. As an individual who’s been pushing for change for years, Lee has found media coverage to be lacking in the representation of people of color.
“I don’t feel there is enough coverage of this in the media, but we also can’t count on
mainstream media to do that job for us. The new media age is here, and it’s through that medium that we need to reach young Black students. There is also a responsibility for those of us in the field to connect and give back,” Lee says. He recommends Davin Jackson of the metro Atlanta area, who started an e-sports and technology hub, as someone to discover. Connecting to young Black talent in STEM fields is an avenue in which diversity can occur.
There are currently 107 HBCUs in the U.S., and 25 percent of Black graduates who earned STEM degrees come from HBCUs, the UNCF reports. While these institutions offer good academic programs and cultural resources for students, more can be done in the desire to find Black talent in the tech sector. According to the above research, it appears that HBCUs have graduating talent, but those numbers aren’t necessarily translating to employment. This is a huge problem that needs to be addressed. Lee has observed this as well.
“I’m satisfied with the academic programs. However, I’m not satisfied with the connection between the tech companies and HBCUs. I challenge tech companies to get more involved with HBCUs to tap into the massive amount of talent there,” Lee says. While there are scholarships, grants, and other opportunities out there, it can often be a challenge to find them. While minority attendance in college may have increased, paying for college hasn’t gotten any easier or cheaper, creating financial strain for many students alike. Many reports suggest that it is harder for minority students to find and receive scholarships and grants. Research has shown that minority students are also more prone to taking out loans to pay for college while also graduating further in debt than their white counterparts.
However, there are still plenty of available financial aid options for students in STEM fields. For instance, The Gates Scholarship is a popular resource for minority students in STEM and is designed to help high school seniors from low-income households that identify as Black, American Indian/Native American, AAPI, or Hispanic and Latino. Started by the Bill and Melinda Gates Foundation, the scholarship is distributed to about 300 students annually and is a last-dollar award. David Lee suggests utilizing resources like the Federal Cyber Corps Scholarship for Service program offered by his alma mater, North Carolina A&T State University.
Actionable Steps for Change
With all of the numbers reported above, there are still ways to take actionable steps to increase the enrollment of Black talent in the science and tech industries. STEM professionals can attend career days at high schools to educate students on the possibilities of a science and technology-based career. Employers can attend campuses where Black students are present, particularly places like HBCUs, and invite students to find and connect with recruiters while also building a helpful network.
“Be intentional about wanting to make a difference in diversity, equity, and inclusion (DEI). This can’t be a check the box activity but something that companies are willing to invest time in to change. Make measurable goals and consequences for not meeting those goals. It’s easy to say we want to increase the percentage of minorities by a certain date. But what happens when you don’t? Be willing to put your money where your mouth is. Tie leadership bonuses to DEI goals,” Lee adds.
Adding diversity to tech companies should be an ongoing act, ensuring that representation is in many aspects of the field, including employees at every level of the hierarchy. Companies can demand that diversity is a requirement, and conversations should be encouraged among employees to show the need and benefits that result from having fair and open DEI policies. Diversity in the classroom or the workplace must be a priority, not a trend.
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