How BUiLT unites Black IT pros and builds equity
Training and certifications offered through BUILT typically involve several weeks of online, self-paced training, along with weekly cohort study sessions.
Training and certifications offered through BUILT typically involve several weeks of online, self-paced training, along with weekly cohort study sessions.
For example, this month there will be a four-week (ISC)2 cybersecurity certification course covering security principles, business continuity, disaster recovery, incident response concepts, access control concepts, network security, and security operations. Those who complete the course, and pass the exam at the end, will earn their (ISC)2 Certified in Cybersecurity designation, alongside a cohort of other BUiLT members, whom they can connect and study with along the way.
BUiLT is also open to company sponsorships. Through this program companies can choose to sponsor full chapters of BuiLT or individual events. Some of BuiLT’s partners include IT Senior Management Forum, Target, Sezzle, Kronos, and the (ISC)2. Sponsors also gain access to a talent pipeline through BuiLT, and Beasley says he’s had companies express interest in hiring specific members of the organization that they’ve met through sponsored events.
BuiLT also works with corporate sponsors to identify retention issues they may have with Black IT workers. It’s one thing to recruit Black tech pros, but it’s another thing to foster an equitable environment where they feel comfortable coming to work each day.
“Retention is a niche that some of our sponsors rely on us for. Sadly, it seems like many companies out there talk the talk, and they’ll throw money at ‘DEI,’ but they don’t actually hire or promote Black tech professionals, or not that many,” Beasley says. “Employers want to at least maintain the diversity that they have and don’t want to lose ground. So employers find value in partnering with BuiLT for advancement programs and inclusion opportunities to increase retention of their Black tech professionals.”
These companies work with BuiLT to create custom programs to educate employees on DEI topics, a move that can benefit the internal culture, while also signaling to their Black employees that they’re cognizant of progress that needs to be made. They will also meet directly with senior leadership or executives in the organization who may not “get it,” to bring them up to speed on the importance and benefits of embracing DEI.
“BUiLT gets asked to help when DEI teams and recruiters are frustrated in providing qualified, diverse candidates to hiring managers, but the company’s actual hiring practices don’t match the tone from the top to be more inclusive. We know how to bridge that gap,” says Beasley.
In 2021, a diversity recruiting program manager for Amazon Tech Ops in Nashville reached out to BUiLT, with the goal of meeting recruiting objectives for diversity. BUiLT assembled a team of six senior tech leaders from BUiLT — five of whom were Black — and customized a program consisting of workshops, a panel event, and group exercises for the Amazon executives. At this event, the BUiLT team worked with 17 senior tech leaders — 16 men and one woman — to help them better understand how to increase representation in the company. The workshop helped the senior leadership identify areas of improvement – for example, one senior leader who attended the workshop had the realization that they did not have even a third-level LinkedIn connection to any of the Black executives on the BUiLT team.
“If you don’t have any connection to Black people, you may have trouble seeing, hearing, hiring, and working with them. And guess what, Black people may not want to work with you either,” says Beasley.
The organization hoped to align better with their own DEI goals as well, which included retaining employees across demographics, doubling the number of US Black employees at director and VP levels, and increasing the hiring of Black employees and Black software development engineers. The reality, however, is that BUiLT can only bring the content to organizations; it’s up organizations to continue the commitment to DEI.
Building equity through growth
As an organization, BUiLT has grown significantly in just three and a half years. Beasley hopes to continue this growth, increasing the number of BUiLT chapters, bringing other professional organizations into the fold, and expanding corporate sponsorships as well. BUiLT has continued to expand event offerings, with a recognition Gala this past January, where sponsors and partners are recognized for their contributions.
BUiLT also offers Black Tech Symposium events, which are regional conferences held throughout the year to highlight Black professionals who are leading innovation in the tech industry. These events also highlight other nonprofit organizations, social-justice groups, and ally groups effecting change in the industry. These conferences also have education, connection, career advancement, and recruitment opportunities for members.
While the goal of BUiLT is to function as an organization focused on uplifting and championing Black tech professionals, Beasley also intends to collaborate with other BIPOC-focused organizations, as well as organizations for women and LGBTQ+, as he believes such efforts are an important path to equity. By bringing everyone in tech together, such collaborations can help create more inclusive and diverse spaces in an industry widely lacking them.
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