As the Cloud skills shortage continues to grow, it becomes increasingly difficult to find the right talent using traditional sourcing and recruiting methods. Not surprisingly, 63% of senior executives say a talent shortage is one of their organisation’s major concerns, according to Gartner.

Additionally, SMEs usually lack the facilities to have their own in-house IT or cloud team. Given that there are over 5.5 million SMEs in the UK, around 99.9% of all businesses and 61% of employment in the UK, SMEs must take the lead in creating a matching talent pool for the near and far future.

This is where embracing diversity can be a game-changer.

Driven by digital transformations

In a recent TechTarget survey, more than two-thirds of IT leaders said their companies were in some phase of digital transformation, and nearly half have formal projects underway. By migrating to the Cloud, organisations are becoming more flexible, collaborative, scalable, efficient, and secure.

In short, it’s one of the most significant transitions a company can make to ensure a more sustainable future.

However, modern companies and digital transformations require highly technical skills, including specialised expertise many companies do not already have in-house. So, how can they plug that gap?

Defining diversity

One way is to broaden the talent pool through diversity. Achieving diversity in the workplace means building teams with a rich mix of backgrounds, experiences, and perspectives. This can encompass everything from race, gender, and age to cultural background, disability status, and socioeconomic background.

There are several diversity categories, but here are five common ones:

Cultural and ethnic diversity: This refers to employees' various ethnicities, nationalities, and cultural backgrounds. It encompasses traditions, languages, religions, and values.

Neurodiversity: This refers to a category of workers with neurological differences such as ADHD, dyslexia, or autism.

Gender diversity: This includes representing men, women, and non-binary individuals at all levels of the organisation.

Disabilities: Diversity extends to employees with physical, sensory, or cognitive disabilities.

Age diversity: A workplace with a mix of younger and older employees can benefit from a wider range of perspectives and experiences.

According to Network for Business Sustainability studies have shown that diverse groups consider a broader range of ideas and perspectives, producing a wider range of solutions.

Another study by the Boston Consulting Group found that companies with more diverse management teams reported a 19% increase in revenue due to innovation. This finding is particularly significant for tech companies, startups, and industries where innovation drives growth.

Building the pipeline

So, how can SMEs cultivate a strong pipeline of diverse talent? The first step is to increase the perceived value of talent’s diversity to its actual value. The next is to evaluate recruitment practices and processes critically. Are job descriptions overly specific, or demanding, potentially excluding qualified candidates? Is there a risk of unintended bias during the screening process? What is being done to accommodate diversity in the workplace now, and how can it be improved in the near future?

Here are some actionable steps to address these issues:

• Re-work job descriptions to focus on the core skills required for the role, emphasising potential over an exhaustive list of experience.
• Build relationships with universities, colleges, and tech training programmes that cater to underrepresented talent.
• Employee referral programmes can be a goldmine. Encourage existing staff to recommend qualified individuals from their networks, regardless of background.
• Invest in mentorship programmes. By pairing senior employees with diverse hires, you can provide the guidance and support needed to help them thrive within the organisation.
• Create an inclusive workplace by offering tools, training, and support to existing workers who qualify as diverse. Remember, the workplace is often tailored to suit the majority.
• Invest in upskilling schemes. Upskilling opportunities help retained employees stay current with industry trends and technologies, thereby enhancing their contributions and career growth within the company.

All these changes boil down to one: adapting the current landscape of work to suit a wider range of hearts and minds – not because it’s the right thing to do, but because it’s the smart thing to do.

Conclusion

The need for Cloud expertise continues to grow, driven by innovation and digital transformations. As the surge in Cloud adoption outpaces the talent pool, the pressure is on SMEs, which comprise the vast majority of companies in the UK.  

To ease the pressure, companies should tap into a more diversified talent pool. Success will depend on recognising the potential that lies within a wider range of candidates, fostering a culture of innovation, and building teams that can make smarter decisions together. Ultimately, diversity isn't just about fairness and moral obligation; it's a primary performance criterion and a smart business strategy for attracting and retaining top talent.