Black tech workers are facing significant challenges and discrimination within London’s tech industry, leading many to leave their roles. Dishearteningly, these workers often report feeling ‘ghosted’ after applying for jobs, especially when they possess impressive qualifications.
According to reports, the frustration stems from perceived inadequacies within recruitment practices. Ethnic minority applicants, particularly Black and Asian professionals, feel humiliated and overlooked by London's leading technology companies.
Freelancer Adrian Mensah-Coker, who holds a master’s degree, expressed disappointment at his lack of access to six-figure salary roles, stating, "It should be pretty straightforward and put me at the front of the queue." This stark reality contrasts sharply with the qualifications he possesses—evidence of the systemic barriers present within the tech field.
Current statistics reveal alarming disparities; Black workers make up only five percent of London’s nearly 590,000 AI and data professionals, whereas they constitute about 13.5 percent of the city's population. Even more concerning is the industry’s gender imbalance, where female workers hold only 20 percent of positions, compared to their representation of around 50 percent across the UK workforce.
Three years ago, London Mayor Sadiq Khan initiated efforts to address the underrepresentation of Black talent, particularly among young men. He stated, "It’s simply not right—young black Londoners aren't getting opportunities within the thriving tech sector. Their possibilities should not be restricted by their background or skin color.
To combat this issue, Mensah-Coker has joined the Black Data Professional Network (BDPN). This organization aims to create visibility and provide support to Black tech talent through initiatives like job boards and CV databases.
The BDPN asserts their mission: they refuse to let Black professionals' potential go to waste, voicing frustrations over consistent patterns of being overlooked. They’re “tired of hearing stories of wasted potential and overlooked brilliance,” reiterates the network.
Menah-Coker shared his experiences where recruitment agencies would initially engage, then fail to follow up. He analyzed the situation, remarking, "When you speak or engage with them, it all seems fine and it’s not. This pattern discourages many competent professionals who may then seek opportunities elsewhere.”
Indeed, many Black professionals are venturing to fields outside of technology, with some noting they feel more respected and valued elsewhere, such as the healthcare sector. “People with the skills are leaving the industry as a result,” Mensah-Coker explained. ”They’d rather go to care than tech because you cannot get a foot in the door.”
Regarding recruitment practices, Mensah-Coker proposed the idea of blind applications, where certain information is omitted to minimize bias. This suggestion highlights the need for transparency and fairness within hiring processes, making it less about names and more about skill sets.
BDPN founder Ian Benjamin shared his motivations stemming from the global movements following George Floyd’s murder, emphasizing the necessity of representation for Black digital professionals. “Since the Black Lives Matter movement, I felt compelled to advocate for experienced and skilled Black talent,” he noted, highlighting the urgency for change.
Benjamin expressed dissatisfaction with the frequent queries from employers wondering, “Where is the digital Black talent?” The BDPN’s creation of a CV database seeks to eliminate the discouragement faced by candidates, ensuring they don't have to settle for less than their worth.
He passionately remarked on the cultural shift, stating, “We’re tired of candidates settling for less than they deserve. This feeling has been energised.” His commitment extends to ensuring his children inherit a more equitable workplace environment.
