Is Hiring African Developers DEI hiring?

The acronym DEI has become a very popular abbreviation. It is used in job postings to encourage more applications, by political figures to appeal to specific audiences, and by the general public in discussions involving social commentary. So what is DEI, and why has it become so popular?

What is DEI?

DEI stands for Diversity, Equity and Inclusion. They are frameworks that organisations apply to ensure fair treatment of all people, especially groups that have historically been underrepresented or subject to prejudice based on identity or disability. Each of these frameworks has its unique way of helping to achieve that goal:

Diversity is about representation. It involves having people of different backgrounds, experiences, and identities. 

Equity is about fairness and ensuring that everyone has everything that they need to succeed, recognising that not everyone starts from the same position.

Inclusion is about building an environment where everyone feels valued and respected with a sense of belonging.  frameworks have become popular because, for a very long time, stereotypes have been the most powerful tool in assessing the abilities and/or intentions of people. For example, avoiding black people for a position because they are believed to have a propensity to cut corners, or not considering women for roles because they aren’t believed to be competent. While stereotypes aren’t always negative, they create a bias that is harmful in the long run. And as a result, these frameworks are the measures that have been put in place to prevent this from being the norm. DEI hiring would mean not stereotyping a group of people during the application process, and also actively ensuring that the organisation is a blend of people of different backgrounds, races or genders.

Why is DEI hiring important?

1. Enhanced Business Performance: Diverse teams comprised of individuals with different backgrounds, life experiences, and perspectives have a variety of viewpoints that can lead to new ideas and innovation, making them better equipped to generate creative solutions. They are also more likely to identify and address unconscious biases.

2. A more Engaged and Productive Workplace: An inclusive work environment where everyone feels respected and has a sense of belonging can lead to better collaboration, stronger teamwork and higher morale. These qualities help improve the organisation’s retention rates and reduce costs associated with turnover.

3. Stronger Brand Reputations and Community Connections: A diverse workforce can better understand and connect with a diverse customer base. It also strengthens their reputation, providing customers and partners that would otherwise be unavailable to them with a limited workforce.

Is hiring African developers DEI hiring?

The answer depends on the intention behind the hiring decision. Hiring an African developer would be considered a DEI hiring if the intention is to diversify the talents available in the company, while paying them fair wages, respecting their skillset and not preventing them from getting to top positions unjustly. By moving beyond traditional hiring locations and expanding the talent pool to include African developers, companies can attract highly qualified candidates who might otherwise have been overlooked. In addition, African developers bring a unique cultural, educational and problem-solving perspective, which can lead to more innovative products and services. Furthermore, in providing job opportunities and fair wages, companies can contribute to economic growth and reduce inequalities in developing regions, which directly aligns with the concept of equity. By hiring globally and remotely, companies can actively break down systemic barriers that have historically excluded talent caused by geographic limitations.

It would not be considered a DEI hiring if the company sees the developer as a cheaper alternative, where hiring an African based in Africa would mean lower salary expectations. Paying someone less based on their location violates the principle of providing fair and equitable opportunities and compensation.  Talents should be paid based on global market value rather than being limited to certain locations. 

Hiring an African developer for the sake of meeting legally mandated affirmative action may also not be seen as DEI hiring. While affirmative actions and DEI share goals, DEI hiring should be driven by a genuine, voluntary commitment to diversity rather than just regulatory compliance, seeing the need for diverse cultures as necessary and important. The idea is talent first, and identity second.

How do I ensure DEI hiring?

 1. Equitable Hiring Practices: Make sure to use the same structured interview for all candidates to reduce unconscious bias. Job postings should focus on essential skills and avoid language that might discourage candidates from a specific background. And lastly, ensure compensation is competitive and fair based on skill and experience, not location.

2. Avoid the Perception of “Diversity Hire”: In making decisions, make sure that identity doesn’t come before skill and experience. Identity should not override competence, but complement it

Expanding into African talent pools offers benefits such as fresh perspectives, cultural richness, and access to highly skilled professionals often overlooked by traditional recruitment channels. However, it should be done with inclusion, fairness, and inclusion at its foundation. The true spirit of DEI isn’t about checking a box or trying to look good in the face of the public, but it’s about building teams where talent thrives and barriers have been removed. Hire for skill, remove bias, and diversity will come naturally. When African developers are brought into global teams as equals, not quotas, it’s more than just DEI hiring; it’s a smart, progressive business