Ifeoma Ozoma’s experience as a woman of color in the tech industry resonates with many in today’s world. But, unfortunately, she was met with discrimination and was overlooked for her hard work, which is all too common for people of color. This prompted her to speak out and share her story, which motivated others to come forward and be Silenced No More.
This article will explore Ozoma’s journey and the challenges she faced as a woman of color in tech.
Who is Ifeoma Ozoma?
Ifeoma Ozoma is a Nigerian entrepreneur and experienced tech diversity advocate based in New York City. She has a BA in Political Science from the University of Pennsylvania and an MBA from the Wharton School of Business.
Throughout her career, Ozoma has worked for several major tech companies including Pinterest, The Obama Foundation, Slack Technologies and Palantir. During this time, she was encouragent to speak up about the lack of diversity she felt in the workplace—experiences that became amplified during her time at Palantir:
According to Ozoma’s LinkedIn profile, she “created a roadmap for addressing racism, sexism and xenophobia within [the] organization; served as an internal advisor to recruitment team regarding diverse sourcing techniques; formed relationships with powerful stakeholders to ban companies with homophobic practices; and held space for underrepresented minorities”. In addition, Ozoma publicly spoke up against workplace bias with her work inside tech organizations. For example, in June 2020, she co-authored an open letter calling on technology investors to take action against discrimination in their portfolios.
Ozoma’s passion drove her to become more involved in creating solutions for non-inclusive workplaces within the United States and globally. In 2017 she founded a strategic consulting firm called Bronie Ventures focusing on fostering diversity, equity and inclusion initiatives within startups. Today the company helps other tech companies make meaningful progress toward achieving equity in their hiring practices and cultivating inclusive cultures for their employees.
What is the current state of diversity in tech?
The tech industry is most notorious for lacking diversity, particularly regarding women and people of color. In 2019, the American Association of University Women (AAUW) report showed that women make up just 27% of the total tech workforce in the United States. Likewise, the same report found that black, Latinx and Native American employees are only 8.4%, 4.2%, and 0.9% respectively in traditional tech roles; showing a clear lack of representation across any ethnic group other than Asian (21%).
Adding to this troubling picture is information from organizations such as Code2040 highlighting wage gaps between men and women in tech jobs. In Silicon Valley, its estimated that black female software engineers earn on average 46% less than their white male counterparts and 34% less than their Latinx male peers– with similar discrepancies seen both in wages and job prospects amongst nonwhite female engineers across all other major cities in America.
Furthermore studies have revealed a wide variety of racial microaggressions encountered by employees within corporate tech offices which speak to the daily difficulties faced by people of color navigating around an environment designed for white individuals within these heavily finance-driven spaces— an issue further encapsulated by Ifeoma Ozoma’s personal experiences with prejudice during her time working at Pinterest which she shared publicly earlier this year as part of her goal to “to help break down barriers through greater transparency” on issues impacting diversity & inclusion initiatives within corporate America’s unique workplace cultures today.
Ifeoma Ozoma: My experience taught me that tech workers must be Silenced No More
As a woman of color in tech, I faced numerous challenges. From everyday racism to assumptions that I was less capable than my white colleagues. However, my experience taught me the importance of speaking up and being heard.
I am now a strong advocate for eliminating discrimination in the tech industry and my story is one of many inspiring examples of strength and resilience.
Prejudice and discrimination in the workplace
As a Black woman in the tech industry, I have experienced firsthand the deep-seated prejudice and discrimination that makes it difficult for individuals from minority backgrounds to succeed. At my time at Pinterest, for example, I endured numerous instances of harassment and lost countless job opportunities to less qualified white men. From bosses questioning why I was “so angry” to others telling me I had an “aggressive” attitude when all I did was speak up for myself and challenge injustices in the name of progress, these experiences taught me more about systemic racism than anything else.
I recall multiple meetings where colleagues openly suggested that women didn’t have the technical skills or experience necessary for certain roles, or stereotypical language such as “singing and dancing won’t get you far in this industry.” Moreover, I heard whispers of our CEO allegedly canceling projects headed by Black people in favor of those helmed by whites – effectively creating a glass ceiling that underrepresented groups would never break.
These are just some examples of the unjust and unequal treatment experienced by me and several of my colleagues across color lines. We need to ensure that these instances don’t become normalized in any way – tech workers must demand a safe environment free from discrimination with equitable compensation earned through merit-based policies regardless of their demographics or identity. To promote justice and fairness within our workspaces, all members of leadership teams must be held accountable for pervasive issues like gender and racial bias so we can create real change across industries worldwide.
Lack of support and mentorship
When I started in the tech industry, the lack of support and mentorship as a Black woman was disheartening. It seemed like everyone around me had veteran tech workers to bounce ideas off of or lean upon for advice, while I was stumbling my way through things on my own. Even when a mentor relationship appeared possible, it almost always failed because the person on the other side usually couldn’t relate to or understand my experience as a person of color.
The absence of actual mentorship left me feeling isolated and inadequate, and it became increasingly difficult for me to feel comfortable sharing my ideas and speaking up in meetings. Navigating this environment with such limited access to support structures – or lack thereof – took its toll on my well-being and career trajectory. When I needed guidance, I found that many people simply weren’t available or willing to provide any help. And when they did offer support, it often came with an underlying agenda that ultimately proved detrimental to my advancement in the tech field.
This experience taught me that if more attention was paid towards creating an inclusive environment within tech companies, we would certainly be better equipped to foster mentorship relationships and increase the visibility of underrepresented individuals within the industry. Furthermore, if more designers, engineers and product managers felt comfortable discussing their struggles and reaching out for help without fear of judgement or stigma, then maybe true change can finally occur. For now though, we must continue working hard towards creating stronger mechanisms of support for minority groups in tech so that no one ever has to experience these feelings again!
Unfair compensation
My experience in the technology industry has taught me that certain forms of discrimination may go unnoticed and can have serious impacts. Unfair compensation plays a significant role in this, often resulting in women of color receiving much less for the same job than their non-BIPOC (Black, Indigenous, People of Color) male peers. This type of pay disparity is particularly harmful because it perpetuates economic instability, preventing people from accessing resources such as housing, healthcare and education — simply because they’re not paid the same as their white-male counterparts.
It’s high time tech workers are “Silenced No More” when discussing issues like this. For society to address these important topics meaningfully, open dialogue is needed; we must speak up to be heard. As previously mentioned, employees also need to receive fair wages for their labor; wage disparities affect us all immensely and there needs to be accountability — both internally within organizations and externally when necessary.
Countless organizations including The National Association for Equity & Diversity (NAED) and the National Center for Women & Information Technology (NCWIT) are doing tremendous work to promote equity and inclusion initiatives; however it is up to us all as individuals to bring these issues into focus and work together towards eliminating unfair pay gaps.
The Need for Change
As a woman of color in tech, Ifeoma Ozoma’s experience speaks to the need for change in the tech industry. She learned the hard way that workers in the tech industry must not be silenced.
Ozoma’s story of facing discrimination and the need for allies to fight for diversity and inclusion will hopefully serve as a wakeup call for tech companies and inspire other women of color facing similar challenges.
The importance of diversity in tech
The tech industry has long been seen as a meritocracy, but underneath this perception lies a much darker truth. Research shows that the higher one climbs in the technology sector, the lower their percentage of women of color tend to become.
At the elite levels of tech leadership, only 3% of executives are women of color and the number shrinks even more when examining areas such as venture capital.1 This striking lack of representation within the highest echelons limits opportunities for measures that may benefit underserved communities and hinders progress toward creating an equal playing field.
While on paper it might appear that history is repeating itself through inequality in executive roles, there has been progress due to brave individuals who have pushed back against oppressive systems and sought to disrupt existing power structures.
Ifeoma Ozoma, an experienced tech professional whose career has spanned multiple industries, provides an example for others looking to change the status quo. She co-founded her own start up was involved in an effort finance microscholarships for students from underrepresented backgrounds before joining Pinterest in 2018 with a mission to “drive meaningful change from within”.2 Not only did she help lead initiatives that correct gender pay disparities regarding race at Pinterest and maintained her voice outside of work by testifying about racist algorithm weighting practices used by Apple and advocating for increased diversity on Capitol Hill.3 Her story serves as a model for how those who experience discrimination can make their voices be heard and create real progress towards diversity equity and inclusion within tech organizations both large and small.
We must continue telling stories like Ifeoma’s to amplify our collective efforts to expand access opportunities while simultaneously challenging oppressive technologies that replicate or reinforce systems of oppression already present in society such as racism or sexism. As we continue working towards creating a better future together we must remember never forget Ifeoma’s message—that we should never be silenced again!
The need for more inclusive policies
Ifeoma Ozoma’s story of her experiences as a woman of color working in tech highlights the need for more inclusive policies in the workplace and an appreciation for diversity. This includes acknowledging and respecting people of all genders, races, and backgrounds. Allowing these diverse perspectives to be heard is necessary to foster an inclusive environment where everybody feels comfortable speaking up.
Unfortunately, women and minorities are often overlooked in recruiting, hiring processes and promotions within Silicon Valley companies. Women hold less than one-third of technical jobs in the United States,while minority groups are severely underrepresented in tech roles; according to a 2018 McKinsey report, only black workers make up 6 percent of technical roles across the industry. These organizations must recognize that underrepresentation isn’t just a matter of equity — it’s also bad for business as innovation is stifled by lack of diverse thinking.
Organizations must prioritize creating safe spaces for employees to voice their concerns and ensure their policies reflect that. This includes analysing recruitment efforts for bias (such as preferences for recent college graduates) and instituting diversity initiatives such as affinity groups focused on creating a more inclusive environment. It also requires involving subject matter experts in designing products that meet different communities’ unique needs. This approach can help create products with greater inclusion baked into them from concept to completion. Lastly, companies must offer adequate training opportunities that build on core skill sets while encouraging creativity among staff. Through higher representation comes better opportunities with more collaborative decision-making overall resulting in positive impact on the company’s bottom line – Innovation through Diversity!
The need for better representation
The conversation must start with better representation in a field such as technology, where most workers come from privileged backgrounds and demographics. This includes creating social infrastructures that support women of color and other minorities entering the field to ensure they no longer face discrimination or are made to feel like they do not belong.
Furthermore, there must be conversations around ensuring that workplaces are equitable and that teams reflect diversity regarding skills, race, gender identity and ethnicity. Finally, we desperately need greater investment to increase diversity in tech — this includes financial investments in education and job placement programs for talented individuals who might not have access to traditional routes into tech.
Finally, the industry must look at ways people of all backgrounds can thrive, supported by leadership teams encouraging voices from all walks of life. Ifeoma Ozoma’s experience taught her many valuable lessons – including how a lack of diversity can cause discomfort for minorities and prevent them from fully contributing their skills within a team environment. Her experience should be a lesson learned — we must take action now to create more inclusive workplaces for all by investing in more diverse leadership teams and focusing on opportunities for people traditionally marginalized within the tech industry.
Taking Action
Ifeoma Ozoma, a Black woman in tech, is an example of those who have bravely stood up to challenge the status quo. Her experience of representation and exclusion in the workplace has taught her that tech workers must be Silenced No More.
Whether it is technology giants, startups or the hiring process itself, there is a need for greater ally-ship and a sense of urgency to create lasting changes. This article will explore what action needs to be taken and how we can all contribute to tangible change.
The importance of speaking out
For Ifeoma Ozoma, it was important to take action to fight workplace discrimination and harassment. By using her voice to speak out against the mistreatment of marginalized people in the tech industry, Ozoma is leading by example, showing people worldwide that it’s okay to speak up.
As a black woman in tech, Ozoma emphasizes the importance of listening—and being vocal when something isn’t right—to protect minorities within the community. She states, “Don’t be afraid to make a commotion or draw attention when someone is wronging you or others around you. Your experiences can protect others from going through what you went through.” Taking action helps us ensure those perpetrating these acts are held accountable and work environments are safer for everyone.
Ozoma acknowledges that speaking out can come with risks—especially for minority communities in tech who have been historically silenced and discriminated against in this field. It can be uncomfortable to raise your voice when situations occur and often challenging decisions have to be made about whether or not further action should be taken based on one’s circumstances. However, she urges us not to stay silent as it serves no good purpose in creating safe environments that empower us all regardless of race or gender identity: “You owe it to yourself, but also your teammates and colleagues, burnout culture is real; we need deep conversation on how decisions at work should not be made at the expense of human life — spoken out of fear that speaking out could lead to being fired without protections.”
Ultimately what we can learn from Ozoma is that though it may sometimes feel like courage comes naturally only prior harsh experiences — living our lives under oppression is a valid reason as well — speaking up will create openings for more progressive ways of existing at work, while laying a strong foundation for barriers-breaking change in this industry worldwide.
The power of collective action
The tech industry can pave the way for social and economic justice in this new digital era if it takes collective action. This type of collective action starts with individual, tangible steps such as recruiting and retaining a more diverse workforce, creating safe spaces to bring complaints, and providing meaningful opportunities to advance.
For me, taking action meant coming forward and speaking out so that my experience as a black woman could help inform how the tech industry can create an environment of safe inclusion. I’ve been amazed by the positive support that has come flooding in since I did—from people inside the industry, other corporations, and even governments. And I know that collective action likely would not have been possible without this tangible commitment from major tech companies such as Google and Facebook to combating racism within their walls.
Change won’t come from one person alone. It will require understanding why change is needed at all levels—from individual employees within a company to company leaders across the entire sector. Taking action also means doing our part:
- Continuing to be vocal about any issues we encounter.
- Pushing for fair wages commensurate with titles rather than misallocated race or gender gaps.
- Working together on initiatives that make diversity aspirational while realizable goals come into play and joining forces with allies who support social justice reforms.
A more equitable future awaits us when we take collective effort—one voice radiates far but our cumulative cries only grow louder!
The need for greater visibility
To create an inclusive environment in tech, members of minority groups must be made more visible. According to a Harvard Business Analysis article, research has shown that visibility is critical for unequal groups as it can shape and reinforce perceptions of each other’s capabilities.
This became very clear when I was asked to speak at the 2019 Tech Summit, an annual event that brings together some of the tech industry’s top leaders and decision-makers. Seeing my name up on stage gave me a sense of joy, opportunity, and validation. Moreover, it was a powerful reminder that I belonged in this space and that my story mattered.
The lack of representation makes it easy for tech decision-makers and other employees alike to forget or dismiss individuals like myself — especially women of color — as part of their workforce.
Ultimately, visibility helps us get our message out into the world and provides hope to those facing adversity — previous experiences which do not brand them as ‘unqualified’ or ‘not technologically advanced enough’. Seeing someone who looks like you succeeding in this field can provide much needed motivation and reassurance for those seeking success in tech — especially for minority groups whose stories are often hidden beneath corporate structures and strings. Those who feel unsafe being open about their identity can take comfort in numbers: with more people being visible, we become less susceptible to discrimination making it easier for us all to thrive on our terms — no matter how different they may be from those whom we are surrounded by in this industry.
tags = suffered discrimination on the basis of gender and race, Google, Facebook and Pinterest employee, abuse of non-disclosure agreements, tech workers, profile ifeoma californiaeliascnbc ozoma worker handbook, racism, gaslighting and disrespect
