In recent years, the topic of diversity in the digital infrastructure industry has been gaining momentum. But the question remains: does the industry need to improve? At infra/STRUCTURE 2024, which took place in September at the Wynn Las Vegas, a distinguished panel of industry leaders convened to discuss progress made in enhancing diversity and inclusion, as well as the ongoing challenges. The forum featured Phillip Koblence, Co-Founder of Nomad Futurist; Nabeel Mahmood, Managing Director of Nomad Futurist; Ilissa Miller, CEO of iMiller Public Relations (iMPR); and Laura Ortman, CEO of Cologix. The industry has made strides in certain areas, but the road ahead is long, and much more can be done to ensure a diverse and inclusive environment that benefits everyone.

Progress and Remaining Gaps

The panelists highlighted several key issues facing the digital infrastructure industry. Mahmood emphasized the stark gender imbalance, noting that women make up only about 10% of the industry, with just a 3% improvement in recent years. He stressed  the importance of digging deeper into the root causes behind these figures and pushing beyond surface-level discussions. Diversity is not just about checking boxes but about understanding the barriers that prevent certain groups from entering or thriving in this space.

One of these barriers, as Mahmood described, is the complex jargon and acronyms that create an unwelcoming environment, particularly for women. He argued that this technical complexity often discourages newcomers and reinforces the industry’s “man’s world” stereotype. To overcome this, the industry must focus on simplifying access and making it easier for diverse talent to join without being intimidated by the language of technology.

The Power of Diverse Viewpoints

Miller and Ortman elaborated on the positive impact of diversity on business performance. At Cologix, under Ortman;s leadership, women comprise 45% of the executive team — a figure that significantly surpasses the industry norm.  Ortman shared how diverse perspectives across all levels of the organization lead to more innovative solutions, better decision-making, and ultimately, stronger business growth. It’s not just about gender diversity but about fostering a culture where everyone, regardless of background, can contribute their unique strengths.

Koblence added that diverse lived experiences and viewpoints are essential for companies in this industry. As digital infrastructure continues to evolve with technologies like AI and quantum computing, companies must reflect the diverse customer base they serve. Without representation in decision-making processes, the industry risks becoming disconnected from its end users, who come from all walks of life.

The Cultural Divide: Are We Solving the Right Problem?

One of the more nuanced points raised during the panel was whether the industry’s current approach to diversity is creating unintended divisions. Miller noted that while initiatives like women’s forums have been designed to empower women, they may also be contributing to a separation between genders rather than fostering inclusion. Instead of “fleeing from solving the problem,” she argued, the industry must focus on changing behaviors and fostering respect and collaboration across all groups. After all, customers are diverse, and the technology they use is meant for everyone — so the workforce that builds and supports this infrastructure should reflect that.

Fostering an Inclusive Culture

Both Miller and Ortman emphasized the pivotal role of a  company’s culture in diversity and inclusion. They stress that the focus should extend beyond merely hiring women from underrepresented groups; it’s about cultivating an environment where every employee’s voice is heard and respected. Ortman shared Cologix’s approach, sharing how they create their company values based on employee feedback, fostering a culture where empowerment, respect, and accountability are prioritized. This kind of culture creates an environment where people feel like they belong, which is crucial for retention and long-term success.

Miller echoed this sentiment, emphasizing that leadership plays a critical role in shaping culture. Without strong leaders who prioritize inclusion, diversity efforts may falter. Leadership sets the tone for whether diversity is a checkbox or a core part of the organization’s DNA. To create meaningful change, leaders must actively engage in creating environments where people of all backgrounds can thrive.

Looking Forward: Early Action and Long-Term Commitment

A major theme in the discussion was the need to start diversity efforts early, especially for younger generations. Mahmood pointed out that the industry is facing a significant human capital deficit, with 2.6 million jobs needing to be filled by 2030. Addressing this issue requires engaging diverse talent from a young age and providing mentorship and training opportunities. “They’re going to absorb these experiences and this knowledge very, very early on, and it becomes normal to them” Mahmood explained. “It’s about building that muscle memory early on in someone’s life.” This approach can ensure future generations grow up seeing diversity as the norm, not the exception.

Ultimately, diversity in digital infrastructure is not just a moral imperative — it’s a business one. Companies that embrace diversity are better positioned to innovate, adapt, and effectively serve their customers. However, the journey to true diversity and inclusion requires a sustained, long-term commitment. It’s not enough to focus on the numbers; the industry must work to create an environment where everyone feels empowered to succeed.

Conclusion

The digital infrastructure industry has made some strides toward diversity, but the consensus from the panel is clear: more needs to be done. The industry must move beyond token efforts and tackle the root causes of underrepresentation. By fostering inclusive cultures, engaging diverse talent early, and prioritizing diverse perspectives, the industry can better reflect the world it serves. Diversity encompasses more than just filling quotas.  Diversity is a catalyst for improved business performance and the creation of a more innovative, equitable future for all.

Attendees of the annual infra/STRUCTURE summit receive a copy of the presentation materials.

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