I am looking for ways in which to increase the diversity of my org - not in a sudden and drastic way but more in terms of a sustainable long term holistic way. What I mean is the current percentage of women in my org is 4 percentage (total strength 80) and of non-white, non-Chinese and non-indians is less than 6 percent. Now this clearly doesn't look in anyway close to the expected values that would reflect even a poorly diverse company. Can you give me some advise on how we can improve this ? Of course I have thought of some ways - be more inclusive right from internship stage, have better job descriptions. But I have also gotten feedback along the lines of woman wanting more data science in the org, women wanting more chances to advocate changes for other women and women also wanting a more immersive and slower interview process which gives them a better feel for what we do.
The best piece of advice I’ve heard is that inclusion happens at the team level. You can’t just hire people onto teams where no one else looks or thinks like them. If you do, they will feel isolated and you’ll see turnover. MS has great access to communities with highly diverse candidates, but you also have to select the right people for the job and make sure they have an inclusive environment to stay in
What % of your candidates are women?
This. Increase the diversity of your candidate pool. And train your interviewers to avoid an implicit bias.
Flex hours would be very attractive to moms.
Intel (now ex) CEO BK offered a higher premium on both referrals and comp for technical URMs and woman, not HR and non-tech. It worked, but didn't really fix the turnover issue, which is that Oregon is lacking cultural diversity and is not attractive to east coast ppl. It's a nearly all white culture, except for those tech ppl that moved for intel and Nike, plus Mexicans.
Increase candidate pool. It helps if interviewers belong to a different groups for any and all interviews, borrow someone from other teams if you have to. Team culture...I can’t say nearly enough about this, it’s not enough to just hire a few people, they need to become a part of the team, which means your current team may need to be coached a little. Also, when considering diversity, consider the diversity of age. I find that this is also one of the areas often overlooked.
A lot of great points above, but you can to distinguish yourself with employee supports, such as resource groups paired with a well-advertised and confidential ethics hotline/service. Creating support networks within the organization for the talent you want sends a signal - you want and need their talent!
Also: ensure your interview panel resembles diversity. If your panel consists solely exists of middle aged white men, think of the impression that leaves on a diversity candidate. And proactively engage your team in this: "who's the best female/Indian/Asian/etc engineer/consultant/etc you've come across in your career? Can you give her/him a call? Can I? Challenge your recruiters: set a diversity quota on candidates they provide. But: always hire the best candidate, positive discrimination never helped anyone
Why aren’t you asking a diversity person in tech? My experience has shown me that the powers that be never ask and consider a perspective from those impacted. - Black guy in tech here.
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Go woke, go broke: Google fires 28 employees involved in pro-Hamas protest
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28 terrorist worshipping idiots just got themselves fired and I've never been prouder to work at Google.
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Google CFO confirms "large-scale" layoffs today (Apr 17)
Women need more flex hours due to family, good training, avhievable milestones and encouragement
Are you a woman?
Really? Basically babysitting and spo onfeeding? You’re patronizing women. Treat them as equals.