Over-Emphasis on Degrees Is Harming the Tech Industry

The Cost of a Lack of Diversity

University degrees are expensive and time-consuming. These barriers prevent low-income earners, single parents, and others from entering the tech industry. The experiences of traditionally marginalized groups are highly valuable for several reasons:

• They prevent unconscious bias within organizations
• They spot potential issues around messaging and representation
• They present outside-the-box solutions
• They help reach new audiences
• They bring new energy to your teams and have a high drive to learn and succeed
• For international companies, diversity and inclusion (D&I) helps the organization better respond to market needs, break down language barriers, and enhance agility in a competitive market

For those for whom third-level education is out of reach, other resources are just as valuable but much less cost-prohibitive. Recruiters often screen resumes before they get to the position’s hiring manager without fully understanding the role's requirements. That’s why networking is crucial for those looking to get into tech roles who don’t have university degrees or expensive certifications. Cultivate and support your network—it may help bypass common recruitment pathways.

We Need to Overhaul Human Capital Structures

In an industry used to change, we don’t often advocate for evolving expectations around experience, work history, or skills for roles. This stymies creativity and growth in our fields and reinforces the over-prioritization of degrees that harms our hiring processes. These rigid expectations shape how we find solutions, approach projects, develop new ideas, work with others, and more. That next big idea or creative solution to a longstanding issue can come from an unexpected source. Just think about how your own experiences have shaped you, how you handle challenges, and how you think through problems. Even if you’ve worked in the same field, you likely approach troubleshooting differently than you would have a few years ago. Your experience will change the paths you go down to reach a solution. We might miss something simple now that would have been our first check several years ago or vice versa. Organizations should look for potential and flexibility that can help them grow, not predefined knowledge regarding products or processes—this can be learned.

Three Ways Organizations Can Help

Organizations can adopt several strategies to help alleviate the over-emphasis on degree qualifications.

1. Revise job descriptions: Companies should, where possible, revise their job postings to focus more on relevant skills and practical experience rather than strict degree requirements. This includes using skills-based assessments during the hiring process that accurately reflect the candidate's ability to perform the job. By emphasizing competencies over credentials, organizations will open the door to a broader talent pool.
2. Look for potential: Assess candidates' problem-solving abilities and adaptability. Conducting behavioral interviews and situational assessments can help identify candidates who may not have traditional qualifications but demonstrate a willingness to learn and overcome challenges.
3. Implement diversified training programs: Organizations can offer training programs and apprenticeships that provide alternative paths into tech roles. This could include partnerships with coding boot camps, online courses, or community colleges that can equip candidates with the skills they need.
4. Promote a culture of inclusion: Creating an inclusive workplace starts with a commitment from leadership to value diverse experiences and perspectives. Organizations should establish mentorship and sponsorship programs that connect those from underrepresented groups with mentors in the industry.