Europe is “solidifying its place as a global tech power”, according to Atomico’s annual State of European Tech 2021 report. However, research still shows women and minorities are not being given enough investment. European tech is projected to cross the $100B milestones of capital invested in a single year, close to 3 times the level in 2020, reported Dealroom. The total number of tech companies that have scaled to $1B+ in Europe has jumped from 223 last year to 321. Large rounds ($250M+) are now the norm in Europe —
The Home Depot, the world’s largest home improvement retailer, has just announced plans to invest $10 million in venture capital funds that reiterate the company’s stance on diversity, technology, and entrepreneurship.
Black Engineers Feel More Confident Entering Tech Industry With Technical Interview Practice – Study
According to a new report published by Karat, a technical interviewing company, and Howard University, Black engineers feel more confident entering the tech industry if given several interview practices. Black engineers comprised just 6 percent of all computer programmers in the U.S. in 2020. This research aims to shine a light on the challenges and opportunities that exist to improve representation. The two firms teamed up and hosted focus groups to survey 300 Black computer science students and alumni from Howard University, Morehouse College, and North Carolina Charlotte. They asked
Latinx women are severely underrepresented in technology and Venture Capital—as are Latinx people in general. For example, while a dismal 0.2% of all venture capital goes to Black women in the US, a mere 0.4% goes to Latinx women. According to a new report published by Project Diane, of the Latinx women who are reported to have received that 0.4% [of the $400 billion in venture capital funding between 2009 and 2017], only 58 ever raised over $1 million, But there are five women who are making great strides in the venture capital
“Diversity increases revenue, improves productivity, sparks creativity, and boosts innovation.” In my line of work, the business case for diversity is practically a mantra. As Diversity & Inclusion has gained mainstream acceptance, so too has this “business case” emerged as the centerpiece of many modern organizations’ D&I efforts. It figures prominently in keynote talks, diversity panels, and internal presentations alike. And when corporate leaders talk about D&I, the business case for diversity is always one of their talking points. This is, unfortunately, a big problem. Under its flashy exterior, “business
